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Sec. 21-6. Employment Classification. Employees shall be classified as provided in this Section. (1) Regular Full-Time Employee. An employee who works forty hours per week on a regular schedule throughout the year and has satisfactorily completed an initial orientation period. The employment position is specifically authorized in the Budget. After successfully completing the orientation period after hire or promotion, the employee shall be designated as a regular employee. This designation shall be used to differentiate between these employees and those who are in the orientation period and part-time employees. The term "regular" shall not be used to define duration of employment with the employer. Employment shall remain at will and may be terminated by either the employer or the employee at any time for any reason. (2) Regular Part-Time Employee. An employee who is budgeted and scheduled to work twenty hours or more per week but less than forty hours, twelve months a year in the same position. A regular part-time employee is compensated at an hourly rate of pay. Regular part-time employees cannot combine positions to earn the benefits of a regular employee. A regular part-time employee who holds more than one position with the City shall use his or her primary position for the calculation of benefits. Regular part-time employees are eligible to accrue sick and vacation leave on a pro-rated basis. (3) Temporary Employee. A person employed either full-time or part-time on a non-regular basis. (4) Seasonal Employee. A person employed for only a few months during a particular season of the year, such as summer months. (5) Part-time Employee. A person who works less than 20 hours per week for twelve months a year. (6) Position Classification Plan. A. Each position has a job description that outlines the duties, responsibilities, and expectations for that particular position and all regular full-time and regular part-time positions are classified into grade levels based on set scoring criteria. B. Every position is either classified into a grade or has a designated pay scale. C. If necessary, the City Manager shall create a new position, if one does not already exist, and shall request that ajob description be developed and the position be slotted appropriately within the compensation plan. D. The position classification plan shall be reviewed by the City Manager and necessary adjustments shall be made as often as needed to assure continued correct classification. F. The position classification plan shall be filed with the City Manager. The filed plan along with any subsequent adj ustments shall have the same effect as though it were a part ofthis Chapter. (Ord. No. 543, 7-22-86; Code of 1988; Ord. No. 671,6-27-00; Code of 200 I ) 21-5