The Bureau of Human Resources will be supervised by a Director who will report to the City Administrator. The responsibilities of the Bureau of Human Resources will 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 Director will be responsible for the health benefit plan administration and funding including the Health Insurance Fund.

1. A. Unless otherwise excepted by resolution or ordinance, the City Administrator will formulate, administer, and monitor administrative rules that apply to all City officials and employees, including Councilors, and that includes but is not limited to provisions for:
   1. 1. Recruitment, examination, certification, and appointment on the basis of applicants' knowledge, skills, and abilities.
   2. 2. Classification and compensation.
   3. 3. Employee behavior and expectations.
   4. 4. Disciplinary guidelines with notice to employees of prohibited practices.
   5. 5. Employee training and development.
2. B. In accordance with Oregon law, the Director, on behalf of the City, may enter into agreements with labor organizations, recognizing their exclusive representation of specified classifications within City service.
3. C. Dispute resolution.
   1. 1. The Director 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 City.
   2. 2. The City Administrator will retain the right to hear individual grievances and or complaints on a case-by-case basis. In settling such grievances and or complaints, the City Administrator will do so with the advice and consent of the Director and the City Attorney.
   3. 3. If the City Administrator does not retain jurisdiction of a grievance or complaint within one week of receiving the issues, then the Director will automatically have jurisdiction to settle the issue.
   4. 4. Disputes will be resolved as follows:
      1. a. Within one day following the filing of a written grievance under a collective bargaining agreement or complaint under other written personnel policy adopted by the City Administrator, the bureau or department recipient of the grievance or complaint will provide a copy to the Director of the written grievance or other complaint document. During the investigation of grievances and complaints, the Director or designee(s) will be an agent of the Office of the City Attorney for purposes of representing the City.
      2. b. Where the claim is for wages or other monetary benefit not exceeding $50,000 per claimant, the City Administrator may accept or adjust the claim in settlement on behalf of the City, where settlement is deemed prudent and appropriate, provided that:
         1. (1) The settlement is in writing.
         2. (2) The settlement is in the best interest of the City and the City Attorney approves, notwithstanding any applicable Code or policy provision that requires payroll checks to be drawn only for services rendered. This Section will be narrowly applied.
         3. (3) The City Attorney determines that the settlement agreement will not conflict with state or federal laws, applicable ordinances, or collective bargaining agreements pertaining to conditions of employment.
      3. c. The Director is authorized to investigate complaints and reports of employment discrimination in accordance with other Code provisions, where applicable. During the investigation of complaints and reports, the Director will be an agent of the City Attorney for purposes of representing the City.
4. D. No other bureau director or subordinate employee has the authority to change the salary range, compensation plan, or benefits plan of any City officer, agent, or employee.