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recommendation by it of a greater or lesser punishment or of reinstatement <br />with or without loss of pay shall be binding upon the appointing authority, who <br />forthwith shall order the same. <br />If, with respect to a suspension, demotion or dismissal, the personnel board <br />concludes that the employee was guilty of the act or omission resulting in such <br />suspension, demotion or dismissal, and that such punishment was warranted, <br />such decision shall be final. <br />(h) Vacancies created under this section may be filled by the appointing authority <br />by temporary appointment pending the completion of any proceedings taken <br />hereunder. <br />(1) A reduction in pay shall be treated as a demotion under this section, unless <br />the reduction in pay is part of a plan of reclassification of positions or of a plan <br />to reduce salaries and wages in connection with a general economy or <br />curtailment program, or is the result of a finding by the appointing authority that <br />the employee's performance does not justify the continuance of a level of pay <br />that is dependent upon meritorious service. A failure to grant an increase in <br />pay at a time when an increase would otherwise have been granted as a part <br />of a plan to increase salaries and wages throughout the city service shall not <br />be treated as a demotion under this section. <br />(j) The personnel board may adopt procedural rules to govern the conduct of its <br />hearings. <br />ARTICLE VI: LEAVES, HOLIDAYS AND ABSENCES <br />DIVISION 1.- GENERALLY <br />Sec. 9-142. - Same —Same —Return from. <br />An employee returning to duty with the city shall inform the department head <br />and executive director of human resources of his or her intention at least thirty (30) <br />calendar days prior to the expiration of the six (6) months period or shorter period <br />if the full six (6) months is not taken. Upon receipt of such notice, the department <br />head concerned will take steps necessary to restore the employee to the former or <br />comparable position. <br />Sec. 9-143. - Military leave —Proof of orders; reinstatement. <br />An employee shall be granted military leave if he or she furnishes the executive <br />director of human resources satisfactory proof of his or her orders to report for <br />duty. Upon return and upon showing of proof of actual service pursuant to such <br />orders, he or she will be reinstated as provided by law. <br />Page 14 of 16 <br />11A-16 <br />