[Ord. No. 1425 § 1, 3-21-1988]
this Chapter shall be known as the Personnel Code of the City
of Centralia, Missouri.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2113 § 4, 5-15-2000; Ord.
No. 2486 § 6, 10-15-2007]
Unless otherwise expressly stated, the following terms shall
have the meanings indicated in this Section. Where terms are not defined
by this Section or by other Sections, they shall have ascribed to
them their ordinarily accepted meanings or such as the context herein
may imply.
A position vacated by an individual who voluntarily ceased attending work without giving notice of resignation or otherwise requesting a leave of absence. See Section 22-69 of this Chapter.
A meeting convened by the City Administrator, Chief of Police
or Personnel Board of Review for the purpose of hearing the facts
and evidence from parties involved in a grievance. The hearing is
informal in nature, with rules for presenting formal evidence waived.
The assignment of a position to its appropriate class in
relation to duties performed.
The assignment of selected candidates for employment to a
classified or unclassified position authorized by the current and
approved budget in the following manner:
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AUXILIARY APPOINTMENT — Appointment status for voluntary
service in the Police and Fire Departments which is subject to special
employment conditions provided for in applicable departmental policies.
An employee in this status is an at will employee.
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PART-TIME APPOINTMENT — Appointment status for which the
person works less than forty (40) hours in a standard work week of
seven (7) days, with the work hours not scheduled on an annual basis.
The person's work hours and schedule may vary during the year. An
employee in this status is an at will employee.
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PROBATIONARY APPOINTMENT — Appointment status which is
preparatory, in-service training, and evaluation for a regular classified
or unclassified appointment. An employee in this status is covered
by all policies and procedures in this Chapter except appeal to the
Grievance Review Board. An employee in this status is an at
will employee.
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REGULAR APPOINTMENT — Appointment to a full-time classified
or unclassified position and which is subject to all policies and
procedures in this Chapter. An employee in this status is an at will employee.
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TEMPORARY APPOINTMENT — Appointment status which is full-time
or part-time, but limited to a prescribed period of time and which
is covered by all policies and procedures of this Chapter except employee
benefits (unless otherwise approved by the City Administrator) and
appeal to the Personnel Board of Review. An employee in this status
is an at will employee.
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[Ord. No. 2958, 4-16-2018]
The Chief of Police of the City of Centralia, Missouri, appointed
by the Mayor and approved by the Board of Aldermen.
The words the City or City shall mean the City of Centralia, Missouri.
The City Administrator of the City of Centralia, Missouri,
appointed by the Board of Aldermen and approved by the Mayor.
A group of positions which are sufficiently alike in general
duties and responsibilities to warrant the use of the same title,
class specification and pay range.
A written description of a class consisting of a class title,
a general statement of the level of work and of the distinguishing
features of work, examples of duties, and the desirable qualifications
for the class.
The act of grouping positions in classes with regard to:
The standard rates of pay which have been established for
the respective classes of work.
An excused absence from work, compensating for time worked
outside an employee's normal work schedule.
Assignment of an employee from one class to another which
has a lower pay range, lower pay step or lower maximum rate of pay.
The primary organizational unit which is under the immediate
charge of a department head who reports directly to the City Administrator
or Mayor.
Any of the following persons:
City Clerk as to employees under the City Clerk;
Chief of Police as to all Police Officers, dispatchers and the
Code Enforcement Officer;
Fire Chief as to all volunteer Firemen;
Electric/Light Department Line Foreman as to all department
employees under the Foreman;
Street, Alley and Sanitation Department Foreman as to all department
employees under the Foreman; and
Water and Sewer Department Foreman as to all department employees
under the Foreman.
The process that results in a verbal or written reprimand, disciplinary probation, suspension, demotion or dismissal of an employee when it has been determined that the employee has failed to perform his appointed duties satisfactorily or has failed to comply with the personnel policies and procedures of the City of Centralia. See Section 22-56 of this Chapter for further definitions.
An employee status, the length of which shall be determined
by the City Administrator, resulting from unsatisfactory performance
or behavior.
A sudden, unforeseen happening that requires the unscheduled
service of an employee to protect City property or the health, safety,
and welfare of the community.
Any person who is working for any department of the City
and who is not an elected official.
An assessment of an applicant's capability to perform the
duties of a position by means of written, oral, physical, or performance
test, including evaluation of the application and interview.
Dissatisfaction of an employee with working conditions, pay
or benefits, disciplinary actions, or the administration of administrative
policies.
Employee's: spouse; natural, step, adopted or foster parents,
grandparents, child(ren), grandchild(ren), sister(s), or brother(s);
aunt; uncle; mother-in-law or father-in-law; daughter-in-law or son-in-law;
sister-in-law or brother-in-law. Additionally any other dependent
actually living in the same household as the employee.[1]
The Missouri Local Government Employee's Retirement System.
The involuntary non-disciplinary separation of an employee
from a position.
An approved absence from work.
Authorized time worked by an employee in excess of his total
specified working hours per week.
A specific number of pay rates having a percentage relationship
to one another, assigned to a class of positions as the compensation
for that class of positions.
A specific dollar amount, expressed as either an annual rate,
a monthly rate, a semi-monthly rate, a bi-weekly rate, or an hourly
rate, as shown in an approved pay plan, ordinance, or current budget
of the City.
A particular level of pay from the minimum to maximum established
rates within a given pay range.
A periodic review of the work performance and conduct of
an employee by the department head, which is reviewed by the City
Administrator or Mayor.
The Personnel Board of Review of the City of Centralia, Missouri. See Section 22-62 of this Chapter.
Any office or employment, whether occupied or vacant, full-time
or part-time, consisting of duties and responsibilities assigned to
one (1) individual by competent authority.
A group of positions which are sufficiently similar in duties,
responsibilities and authority to warrant the use of the same title,
class specifications and pay range.
The advancement of an employee to a higher pay range, pay
step or higher maximum rate of pay, which can take place either through
filling a vacant position or reclassification upward of the employee's
present position because of increased responsibilities and authority.
Reclassification upward or downward of a position may take
place when it is shown that the duties, responsibilities of and/or
salary requirements for the positions have changed to cause an upward
or downward movement.
A person whose principal domicile is within the corporate
boundaries of the City of Centralia, Missouri.
When an employee leaves the service of the City of Centralia,
Missouri, for one (1) of the following reasons:
An enforced leave of absence without pay for disciplinary
purposes or pending investigation of charges made against an employee.[4]
Laborers’ International Union of North America –
Local Union #773.
[Ord. No. 2958, 4-16-2018]
Scheduled number of hours an employee is required to work
per day or per shift.
[Ord. No. 1425 § 1, 3-21-1988]
The City set forth the policies and procedures as provided in
this Chapter in order to achieve the following objectives:
A.
To promote and increase efficiency and economy in City services through
uniform and systematic application of rules and policies for personnel
administration.
B.
To promote a high degree of understanding and cooperation on the
part of employees of the City by identifying employee duties, and
responsibilities to the City and by outlining working relationships
with other employees.
C.
To establish and maintain a uniform plan for employee classification,
evaluation, and compensation, based on the needs of the City, the
duties and responsibilities of employees, and their respective positions
in the service of the City.
D.
To provide fair and equal opportunity to all qualified persons to
enter City employment on the basis of demonstrated merit and fitness
as ascertained through fair and practical methods of selection.
E.
To develop a program of recruitment and advancement which will make
the service of the City attractive as a career and encourage each
employee to render his or her best service to the City.
F.
To assure that the City personnel matters are handled in a manner
consistent with the laws of the United States and the State of Missouri.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2027 § 2, 8-17-1998; Ord.
No. 2377 § 2, 11-21-2005]
Except as provided below, the provisions of this Chapter shall apply to all officers and employees of the City of Centralia except: elected officials (unless specifically stated); appointed members of boards and commissions who serve the City without compensation except reimbursed expenses; employees of the Centralia Municipal Library District; persons employed to make or conduct special inquiry investigations, examinations, installations or audits; and consultants retained by the City to perform professional services. Those provisions in Article XII of this Chapter prohibiting harassment and sexual harassment shall apply to elected officials, officers, employees and appointed members of boards and commissions. Those provisions in this Chapter relating to recruitment shall not apply to City Officers and employees subject to direct appointment under the terms of Chapter 2 and Chapter 24 of the Centralia City Code. Those provisions in this Chapter relating to discipline and termination may be followed for City Officers and employees subject to direct appointment under the terms of Chapter 2 and Chapter 24 of the Centralia City Code, but shall not be required to be followed.
It is declared that no provisions in this Personnel Code shall
in any way limit or modify the power of the Mayor, the Board of Aldermen,
the City Administrator or the Police Chief to appoint, discipline,
remove or terminate, at any time, without cause and for any reason
or no reason, any employees or officers of the City. The provisions
of this Personnel Code do not create any employment contractual obligations
between the City of Centralia and the employees or officers of the
City. No employee or officer of the City who is an at-will officer
or employee shall have a different status because of the provisions
of this Personnel Code. All provisions of this Personnel Code shall
be construed subject to the above declarations.
[Ord. No. 1425 § 1, 3-21-1988]
Nothing in this Code shall preclude the negotiation of agreements
between the City and one (1) or more groups of organized employees,
nor between the City and individual appointed City Officers. Where
the terms of any agreement approved by the Board of Aldermen conflict
with this Chapter or other Chapters of the Centralia City Code, the
provisions of the agreement shall control, except where they are found
to be in conflict with the requirements of the laws of the State of
Missouri or the laws of the United States of America. Where there
is no conflict, the provisions of this Chapter shall be controlling.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2486 § 7, 10-15-2007]
Each and every employee and officer of the City has responsibilities
which will affect the overall success of the City's goal. These include:
A.
Board of Aldermen. The Board of Aldermen is responsible
for establishing the policies under which the personnel program is
administered.
B.
City Administrator. The City Administrator or a
person designated by him is responsible for, but not limited to:
1.
Recommending personnel and pay policies to the Board of Aldermen.
2.
Hiring those employees whose selections are not elsewhere specified.
3.
Assuring equal employment opportunities.
4.
Maintaining records of all employees employed by the City.
5.
Fostering and developing programs for the improvement of employee
effectiveness.
6.
Maintaining an updated classification plan.
7.
Approving all major personnel actions in the street, light, and water
and sewer departments and make recommendations concerning such actions
for other City employees.
8.
Overseeing the administration of all employee agreements.
9.
Assuring the operation of an equitable grievance procedure.
C.
Supervisors. All supervisory personnel are responsible
for the effective operation of the personnel program. Their personnel
duties include, but are not limited to:
1.
Informing employees under their direction of City personnel policies.
2.
Responding to employee grievances.
3.
Recommending appointments, pay actions, promotions, demotions, transfers,
and dismissals.
4.
Evaluating the job performance of employees under them.
5.
Recommending the disciplining of employees where necessary.
6.
Completing all personnel records deemed necessary by the City Administrator.
7.
Insuring adequate training and instruction is given to employees
under them.
D.
Non-Supervisory Personnel. The non-supervisory personnel
are responsible for following written and oral instructions issued
by an authorized supervisor. All employees are responsible for knowing
and following all approved rules and regulations, and following all
provisions in the Code of the City of Centralia.
[Ord. No. 1425 § 1, 3-21-1988]
Equal employment opportunity shall be assured in the personnel
program. Discrimination against any person in recruitment, examination,
appointment, training, promotion, retention, discipline or any other
aspect of personnel administration because of their race, color, sex,
physical handicap unrelated to such person's ability to engage in
the particular work, age, national origin or ancestry, except where
sex or age is a bona fide occupational qualification
is prohibited. There shall be no discrimination against any employee
of the City because of membership or non-membership in any lawful
organization or association of employees. The City shall be free to
hire qualified employees wheresoever they may be found.
[Ord. No. 3104, 9-20-2021]
A.
The Federal Americans with Disabilities Act (ADA)[1] prohibits discrimination against qualified individuals
with disabilities in position application procedures, hiring, firing,
advancement, compensation, fringe benefits, job training and other
terms, conditions and privileges of employment. The ADA does not alter
the City's right to hire the best-qualified applicant, but it does
prohibit against discrimination against a qualified applicant or employee
because of his or her disability, or because of a perceived disability.
As a matter of City policy, the City prohibits discrimination of any
kind against people with disabilities.
[1]
Editor's Note: See 42 U.S.C.A. § 12101 et seq.
C.
A qualified employee or applicant with a disability is an individual
who satisfies the skill, experience, education, and other job-related
requirements of the position held or desired, and who, with or without
reasonable accommodation, can perform the essential functions of that
position.
D.
Reasonable accommodation.
1.
A reasonable accommodation is any change in the work environment
(or in the way things are usually done) to help a person with a disability
apply for a position, perform the duties of a position, or enjoy the
benefits and privileges of employment.
2.
Qualified applicants or employees who are disabled should request
reasonable accommodation from the City to allow them to perform a
particular position. If an employee is disabled and wishes such reasonable
accommodation, contact Payroll/HR. On receipt of an employee or applicant's
request, a representative with Payroll/HR will meet with the employee
or applicant to discuss the disability. The City may ask for information
from the employee or applicant's health care provider regarding the
nature of the disability, the nature of the employee or applicant's
limitations, or take other steps necessary to help determine viable
options for reasonable accommodation. The City will work with the
employee or applicant to determine whether the employee or applicant's
disability can be reasonably accommodated, and if it can be accommodated,
the City will explore alternatives with the employee or applicant
to implement a mutually agreeable accommodation.
3.
Reasonable accommodation may take many forms and it will vary from
one (1) employee to another. Please note that according to the ADA,
the City does not have to provide the exact accommodation the employee
or applicant wants, and if more than one (1) accommodation works,
the City may choose which one (1) to provide. Furthermore, any accommodation
that will impose undue hardship on the City is not considered reasonable.
[Ord. No. 3104, 9-20-2021]
The City complies with the Immigration Reform and Control Act
of 1986[1] by employing only U.S. citizens and non-citizens who are
authorized to work in the United States. All employees are asked on
their first day of work to prove original documents verifying the
right to work in the Unites States and to sign a verification form
required by deferral law (Form I-9). If an employee cannot verify
his/her right to work in the United States within three (3) days of
hire, the City is required by law to terminate his/her employment.
[1]
Editor's Note: See 8 U.S.C.A. § 1101 et seq.
[Ord. No. 1425 § 1, 3-21-1988]
City employees, City supervisors, elected officials, appointed
officers, labor organizations or employee organizations, employee
associations, and the officers and members of such organizations and
associations shall not instigate, call, sanction, condone or participate
in any strike, slowdown, stoppage of work, illegal picketing or willful
interference with matters which concern the City operations.
[Ord. No. 1425 § 1, 3-21-1988]
An obligation rests upon each member of the management and supervisory
staff, as well as upon each supervised employee of the City, to render
honest, efficient, and economical service in the performance of his
or her duties. Organizations and associations of supervised employees
shall likewise be subject to this obligation.
[Ord. No. 3104, 9-20-2021]
Any City employee who is required to drive a City vehicle as
part of his/her employment must have a valid Missouri driver's license
or CDL license. A suspended, expired, or revoked license will not
be considered a valid license.
[Ord. No. 1425 § 1, 3-21-1988]
No person shall willfully or corruptly make any false statement,
certification or appointment held or given under the provisions of
this Code, or in any manner commit, or attempt to commit, any fraud
preventing the impartial execution of the provisions of this Code,
or of any rules and regulations made thereunder. No person seeking
appointment to or promotion in the City shall either directly or indirectly
give, render or pay any money, service or other valuable thing to
any person, for or on account of, or in connection with his examination,
appointment or proposed appointment, promotion, or proposed promotion.
No person shall use or threaten to use any influence, persuasion or
coercion to compel or attempt to compel any City employee to violate
any provision of this Section. No person shall use or promise to use
directly or indirectly for any consideration whatsoever, any official
authority or influence to secure or attempt to secure for any person
an appointment or advantage in an appointment to any position in the
City or any increase in pay, promotion or other advantage in the City.
Any City employee who violates any provision of this Section shall
forfeit his position as a City employee.
[Ord. No. 1425 § 1, 3-21-1988]
Any employee violating any of the provisions of this Code shall
be subject to reprimand and/or suspension and/or dismissal in addition
to any penalty which may be levied for violation of the same. The
City shall notify the employee in writing of any suspension or dismissal,
and in cases involving a union member, a copy of said notice shall
be sent to the Union.
[Ord. No. 1425 § 1, 3-21-1988]
this Chapter shall be subject to revision at any time by ordinance
enacted by the Board of Aldermen. Any and all revisions shall be forwarded
to all current employees on or before the effective date of any revisions.
