[CC 1984 §23.010]
Each employee receiving an appointment or a promotion to a position
in the service of the City must serve a probationary period of six
(6) months before his/her appointment or promotion shall be considered
permanent. During the employee's six (6) month probationary period,
the employee's work habits, abilities, attitude, promptness and other
pertinent characteristics will be observed and evaluated by his/her
supervisor, department head or other appropriate City Officials. If
the probationary employee fails to meet required standards of performance,
he/she is to be dismissed, or if he/she is a promoted regular employee,
he/she may be restored to the position from which he/she was promoted
or to a comparable position. During the probationary period, the new
employee is not eligible for employee fringe benefits, such as sick
leave and vacation, but will earn credit for those to be taken at
a later date. Wages for designated holidays falling within the probationary
period will be paid to probationary employees.
[CC 1984 §23.020]
If at any time during the probationary period, the supervisor
determines that the services of a City employee have been unsatisfactory,
the employee may be separated from his/her position without the right
of appeal or a hearing.
[CC 1984 §23.030]
A.
At
the end of each employee's six (6) month probationary period, the
supervisor of the employee shall complete a probationary report and
notify the Mayor in writing that either:
1.
The employee has successfully completed his/her probationary period
and is capable of performing the duties of the position satisfactorily,
and is henceforth to be considered a regular employee; or
2.
The employee has not demonstrated ability to perform satisfactorily
the duties of the position and is to be separated from City Government,
or if promoted from another position returned to the previous or a
similar position.
[CC 1984 §23.040]
[CC 1984 §23.050]
The minimum age for employment as a probationary employee shall
be eighteen (18) years of age, unless the Board shall in writing waive
the requirement. The minimum age for employment of seasonal employees
shall be sixteen (16) years of age. The maximum age for employment
shall be seventy (70) years of age, unless the Board shall in writing
waive the requirement.
[CC 1984 §23.060]
Employees of the City need not reside within the City, but are
urged to do so. Employees must reside within the "trade area" surrounding
the City. The "trade area" is bounded by mid-points between the City
of Seneca and adjoining communities. When adopted this doesn't change
any current employment conditions.
[CC 1984 §23.070]
All vacancies occurring in the service of the City shall, whenever
possible, be filled by promotion of a qualified employee within the
City service. However, the Board may authorize the recruitment of
applicants from outside the City service whenever he/she has reason
to believe that better qualified applicants are available than within
the City service. Promotion within the City service shall be based
on the qualifications and seniority of the person being appointed.
Usually, the first (1st) consideration in filling of vacancies will
be given to the most qualified senior applicant in the department
in which the vacancy exists. Next, consideration will be given to
the most qualified senior applicant from outside the department. If
no acceptable applicant is found within the City service, the vacancy
will be filled from outside the City service. The criteria used in
the selection of the most qualified senior applicant shall be based
upon experience, performance, evaluation and, where feasible, examination.
[CC 1984 §23.080; Ord. No. 1994-4 §23.080, 8-8-1994]
Two (2) members of an immediate family shall not be employed
at the same time if such employment will result in an employee supervising
a member of his/her immediate family. "Immediate family" is defined as wife, husband, mother, father, brother, sister, son,
daughter, mother-in-law, father-in-law, son-in-law, daughter-in-law,
grandparents, grandchildren, stepmother, stepfather, brother-in-law,
sister-in-law, uncle, and aunt. No employee of the City who was so
employed on January 1, 1984, shall be discharged by reason of this
Section.
[CC 1984 §23.090]
City employees shall not be appointed or retained on the basis
of their political activity. City employees shall not be coerced to
take part in political campaigns, to solicit votes, to levy, contribute
or solicit funds or support, for the purpose of supporting or opposing
the appointment or election of candidates for any municipal office.
[CC 1984 §23.100]
No City employee shall actively advocate or oppose the candidacy
of any individual for nomination or election to any municipal office,
but an employee may participate in political affairs at other levels
of government, provided such participation does not adversely affect
his/her performance as a City employee. Employees are expected to
exercise their right to vote in municipal elections, but shall not
engage in, or participate in any other way in any municipal election.
[CC 1984 §23.110]
Failure to comply with the requirements of Sections 125.100 and 125.110 shall be grounds for immediate dismissal. Any person who attempts to coerce or does coerce any City employee to take part in activity prohibited by Sections 125.100 and 125.110 may be punished as provided in Chapter 100, Article IV of this Code.
[CC 1984 §23.120]
Employees who create records of the City (as the same is defined in Chapter 135) are required to place the records in the custody of the City. Any employee who fails to turn over such records to the City Clerk upon demand may be subject to immediate discharge. An employee, upon leaving the service of the City, who retains such records is guilty of a misdemeanor and may be prosecuted in the Municipal Court.
[CC 1984 §23.130]
No full-time employee of the City shall accept outside employment,
whether part-time, temporary or permanent, without prior written approval
from the Board. Each change in outside employment shall require separate
approval. Approval shall not be granted when such outside employment
conflicts or interferes, or is likely to conflict or interfere, with
the employee's municipal service. Such approval, however, shall not
be arbitrarily withheld. Employees may not engage in any private business
or activity while on duty. No employee shall engage in or accept private
employment or render any service for private interest when such employment
or service is incompatible or creates a conflict of interest with
his/her official duties.
[CC 1984 §23.140]
It shall be the duty of each employee to maintain high standards
of conduct, cooperation, efficiency and economy in their work for
the City. Whenever work habits, attitude, production or personal conduct
of any employee falls below a desirable standard, supervisors should
point out the deficiencies at the time they are observed. Corrections
and suggestions should be presented in a constructive and helpful
manner in an effort to elicit the cooperation and good will of the
employee. Whenever possible, oral and/or written warnings with sufficient
time for improvement shall precede formal discipline.
[CC 1984 §23.150]
It shall be the duty of all City employees to comply with and
to assist in carrying into effect the provisions of the City's personnel
rules and regulations. No permanent employee shall be disciplined
except for violation of established rules and regulations, and such
discipline shall be in accordance with procedures established by the
personnel rules and regulations.
[CC 1984 §23.160]
The most effective accomplishment of the work of the City requires
prompt consideration and equitable adjustment of the employee grievances.
It is the desire of the City to adjust the causes of grievances informally,
and both supervisors and employees are expected to make every effort
to resolve problems as they arise. A grievance committee will be appointed
by the Mayor.
[CC 1984 §23.170; Ord. No. 1985-1 §1, 2-11-1985]
A.
The
standard work week for employees other than department heads shall
be five (5) days or a total of forty (40) hours per week, except Police
Officers who shall work a standard of forty-eight (48) hours in an
eight (8) day work period. Department heads and supervisors are expected
to work those hours necessary to assure the satisfactory performance
of their departments, but not less than forty (40) hours per week.
The Chief of the Police Department is expected to work not less than
forty-eight (48) hours per eight (8) day work period.
1.
Employees required to work overtime in any work period (five (5)
or eight (8) days, as the case may be) will be compensated under this
Section for overtime, as provided below.
2.
The department head or supervisor shall assign to each employee regular
work duties and responsibilities which can normally be accomplished
within the established work day and work week. However, occasionally
some overtime work may be necessary for proper performance of work
duties and responsibilities.
3.
When regular permanent employees are required to work extra or prolonged
shifts, the department head may authorize compensatory time off, or
employee may at his/her option request overtime pay which shall be
one and one-half (1½) times the employee's regular pay scale
basis. Compensatory time will be at time and a half.
4.
No overtime shall be payable until the total number of hours in the
work week have been worked. No overtime shall be paid if an employee
has less than one-half (½) hour in any one (1) work period.
5.
7K exemption for Police Officers.
[CC 1984 §23.180; Ord. No. 2003-6, 10-27-2003]
A.
All
employees of the City shall receive normal compensation for the nine
(9) legal holidays listed following:
1.
New Year's Day.
2.
Memorial Day — Last Monday in May.
3.
Independence Day — July fourth (4th).
4.
Labor Day — First (1st) Monday in September.
5.
Veterans Day — November eleventh (11th).
6.
Thanksgiving Day — Fourth (4th) Thursday in November.
7.
Thanksgiving Day Extension — Friday following Thanksgiving
Day.
8.
Christmas Eve — December twenty-fourth (24th).
9.
Christmas Day — December twenty-fifth (25th).
B.
For
those holidays designated by date (i.e., New Year's Day; Independence
Day; Christmas Day) which fall on a Saturday, the preceding Friday
shall be observed as the holiday. When these holidays fall on Sunday,
the following Monday will be observed as the holiday.
C.
Any
regular employee of the City who shall be required to perform work
or render services on a regularly scheduled holiday shall be compensated
for the regular eight (8) hour holiday pay plus one and one-half (1½)
times normal base pay for the hours actually worked.
D.
The
granting of annual leave of less than four (4) days immediately preceding
or following a holiday will be avoided.
[CC 1984 §23.190]
A.
Each
employee of the City of Seneca holding a permanent status position
and having occupied each position for a period of twelve (12) consecutive
calendar months shall be allowed annual vacation leave with pay. Vacation
leave shall be granted on the basis of the regularly scheduled hours
in the standard work or duty week.
B.
Employees
with one (1) but less than ten (10) years of continuous service with
the City shall be allowed vacation leave at the rate of two (2) times
the number of hours in their standard work or duty week.
C.
Employees
with ten (10) but less than twenty (20) years continuous service shall
be allowed vacation leave at the rate of three (3) times the number
of hours in their standard work or duty week. Employees with twenty
(20) or more years of continuous service shall be allowed annual vacation
leave at the rate of four (4) times the number of hours in their standard
work or duty week.
D.
Vacation
leave shall be taken during the year following its accumulation and
may not accrue from one (1) year to the next. However, the City of
Seneca shall have the option of paying an employee for his/her accrued,
but unused, vacation leave if the said employee requests the pay in
lieu of vacation leave and the City determines that such payment would
be in the City's best interests.
E.
Vacation
leave must be taken in blocks of five (5) days each. Exception may
be granted upon the recommendation of the department head.
F.
Absence
because of sickness, injury or disability in excess of that hereinafter
authorized for such purpose may, at the request of that employee and
within the discretion of the department head, be charged against vacation
leave allowance.
G.
When
a regularly scheduled holiday occurs during the period of an employee's
vacation, an additional day of vacation shall be granted.
H.
In
the event of resignation, dismissal or other termination, the employee
will be compensated for unused leave at the employee's base pay rate.
[CC 1984 §23.200; Ord. No. 1995-11 §23.200, 1-1-1996; Ord. No. 2004-7, 11-8-2004]
A.
All
full-time City employees shall earn sick leave with full pay at the
rate of one (1) work day for each calendar month of service. Sick
leave shall accrue from the date of employment.
B.
Sick
leave may never be taken in advance of earning the time.
C.
Any
employee who is off for illness for three (3) days will not be allowed
back to work without a doctor's note.
E.
An
employee who is unable to report for work because of the above cited
reasons shall report the reason for his/her absence to his/her supervisor
within four (4) hours from the time he/she is expected to report for
duty. Sick leave with pay shall not be allowed unless such report
is made.
F.
An
employee terminating from City employment shall not be allowed the
use of sick leave in the last two (2) calendar weeks of employment.
G.
Abuse
of sick leave privileges may result in dismissal of the employee.
H.
Unused
sick leave will not be compensated for in any manner.
I.
Share Sick Leave Program. If a City employee, due to catastrophic
illness or injury, should exhaust their accrued sick time, other City
employees can contribute up to twenty-five percent (25%) of their
own accrued time to the sick or injured employee. The donating employee
must first obtain the advice and permission of their departmental
supervisor.
[CC 1984 §23.210]
A.
Jury Leave. An employee may be granted leave with pay when
required to be absent from work for jury duty or to serve as a trial
witness. Compensation for such leave shall be limited to the difference
between pay received for this service and normal City pay.
B.
Funeral Leave. An employee may be granted up to three (3)
working days leave with pay as needed in the event of death of spouse,
child (step), mother (step), father (step), sister (step), brother
(step), mother-in-law, father-in-law, grandmother or grandfather.
Such leave shall not be deducted from either sick or vacation leave.
C.
Military Leave.
1.
An employee may receive a leave of absence not to exceed ten (10)
working days annually for participation in annual training in the
United States National Guard or Reserve Armed Forces. Requests for
such leave must be accompanied by a copy of official orders requiring
such training. Compensation for this period of military service shall
be limited to the difference between military pay and normal City
pay. A copy of the military pay voucher shall be submitted prior to
authorization for payment to the employee for the period of leave.
Such military training leave shall not be deducted from annual leave.
2.
An employee may exercise his/her option to perform annual military
training duties in an annual leave status. Under these circumstances
the rules governing annual leave shall apply.
[CC 1984 §23.220]
All employees of the City are encouraged to participate as members
of the volunteer Fire Department. Employees called away from the City
service to duty as volunteer Firemen shall be paid at the regular
rate of compensation for such absence.
[CC 1984 §23.230]
[CC 1984 §23.240]
[Ord. No. 1995-1, 1-9-1995]
A.
The
City elects the following changes under the Missouri Local Government
Employees' Retirement System:
1.
To adopt a change in the contributions from covered employees, changing
the requirement of no contributions from covered employees in accordance
with the provisions of Sections 70.705 and 70.730, RSMo., 1986, as
amended by RSMo., 1988 Supp.
2.
To adopt no change in the method of determining a member employee's
final average salary, keeping a L-3 consecutive-month period for determining
a member employee's final average salary in accordance with Sections
70.600 and 70.656, RSMo., 1986, as amended by RSMo., 1988 Supp.
3.
To adopt no change in the Benefit Program of member employees, keeping
Benefit Program L-3.
4.
To adopt no change in the Benefit Program of member employees, keeping
member employees option of retirement upon attaining minimum service
retirement age.
B.
The
Clerk shall certify this election to the Missouri Local Government
Employees' Retirement System within ten (10) days hereof. Such election
shall be effective on the ninth (9th) day of January, 1995.
[Ord. No. 1991-1, 2-25-1991]
A.
Every
employee of Seneca, Missouri, who uses his/her personal vehicle, at
any time, on any City business shall be required to maintain financial
responsibility in accordance with Chapter 303, RSMo.
B.
All
City employees who use their personal vehicle for any City business
shall be required to inform the Mayor of the vehicle used and required
to provide the Mayor with proof of financial responsibility.
