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3.15.050 Bureau of Human Resources.

(Amended by Ordinance No. 186746, effective August 6, 2014.)

A.  The Bureau of Human Resources shall be supervised by a Director who shall report to the CAO.  The responsibilities of the Bureau of Human Resources shall include coordination and control of the administrative and technical activities relating to maintenance of a comprehensive human resources system for the City, including labor relations and negotiations, promoting diversity and equity in outreach employment and recruitment services, classification and compensation, training and workforce development, human resources systems, payroll, deferred compensation, and employee benefits and wellness.  The Bureau of Human Resources shall be responsible for the health benefit plan administration and funding including the Health Insurance Fund.

B.  The Human Resources Director shall formulate, administer and monitor administrative rules approved by the Council, or the CAO, including provisions for:

1.  Recruitment, examination, certification and appointment on the basis of applicants' knowledge, skills and abilities.

2.  Classification and compensation.

3.  Employee behavior and expectations.

4.  Disciplinary guidelines with notice to employees of prohibited practices.

5.  Employee training and development.

C.  In accordance with Oregon law, the Human Resources  Director or designee, on behalf of the Council, may enter into agreements with labor organizations, recognizing their exclusive representation of specified classifications within City service.

D.  Dispute Resolution.

1.  The Human Resources Director or designee(s) is the official interpreter for the City pertaining to its collective bargaining agreements and any other written compensation and benefits plans and personnel policies established by the Council.

2.  The Commissioner-in-Charge of a bureau shall retain the right to hear individual grievances and or complaints on a case by case basis.  In settling such grievances and or complaints, the Commissioner-in-Charge shall do so with the advice and consent of the City Attorney and the Human Resources Director.

3.  If the Commissioner-in-Charge of a bureau does not retain jurisdiction of a grievance and or a complaint within one week of receiving the issues, then the Human Resources Director shall automatically have jurisdiction to settle the issue.  

4.  Provision for resolution of disputes is as follows:

a.  Within one (1) day following the filing of a written grievance under a collective bargaining agreement or complaint under other written personnel policy adopted by Council, the bureau or department recipient of the grievance or complaint shall provide a copy to the Human Resources Director of the written grievance or other complaint document.  During the investigation of grievances and complaints, the Human Resources Director or designee(s) shall be an agent of the Office of the City Attorney for purposes of representing the City.

b.  Where the claim is for wages or other monetary benefit not exceeding $5,000 per claimant, the supervisor, division manager or bureau director, with the approval of the Commissioner-in-Charge of the bureau and of the Human Resources Director, may accept or adjust the claim in settlement on behalf of the City, where settlement is deemed prudent and appropriate, provided that:

(1)  The Human Resources Director authorizes the settlement in writing and gives written notice to the payroll division or to the benefits program manager involved to draw and issue a check not exceeding $5,000 per claim for the settlement expense, charged to the appropriate center code, account number or fund;

(2)  Payments which are an exception to Section 5.08.020 of the Code, which requires payroll checks to be drawn only for services rendered, shall be made only when the Human Resources Director determines such payment to be in the best interests of the City and the Office of the City Attorney approves.  This Section shall be narrowly applied.

(3)  The Office of the City Attorney reviews and approves the settlement agreement as being not in conflict with State or Federal laws, applicable ordinances and collective bargaining agreements pertaining to conditions of employment.

c.  Where a settlement agreement provides for payment of claims for back wages or other monetary benefit in an amount exceeding $5,000, the settlement shall not be authorized or enforceable unless approved by the City Council by ordinance.

d.  The Human Resources Director or designee is authorized to investigate complaints and reports of employment discrimination, in accordance with the Risk Management Section 3.15.020 where applicable.  During the investigation of complaints and reports, the Human Resources Director or designee shall be an agent of the Office of the City Attorney for purposes of representing the City.

e.  The Human Resources Director will file a report to Council 2 weeks after the end of each month with respect to the settlements entered into pursuant to this section.

E.  The Human Resources Director shall establish objectives for the Bureau of Human Resources and develop a plan for accomplishing these objectives and carrying out the mission of the Bureau of Human Resources.

F.  The Human Resources Director shall design, manage and administer a comprehensive and competitive Classification Plan and Compensation Plan.  The Council, or the Human Resources Director by express delegation by ordinance from the Council, shall fix the salaries, compensation and benefits of all officers, agents and employees of the City.  No other bureau director or subordinate employee has the authority to change the salaries, compensation or benefits of any City officer, agent or employee.

G.  The Human Resources Director and the Benefits Manager shall design, manage and administer a comprehensive, competitive and compliant benefits package, including the Deferred Compensation Program, as approved by the Council, including provisions for:

1.  Medical, dental and vision coverage

2.  Dependent Care Assistance Plan

3.  Medical Expense Reimbursement Plan

4.  Life Insurance

5.  Long-Term Disability

6.  Employee Assistance Program; and

7.  Deferred Compensation Program

Such provisions shall include employee participation eligibility and enrollment, claims management, procedures for record keeping and responsibility for all applicable reporting and disclosure requirements.