[R.O. 2012 §120.010; Ord. No. 2025, CC 1981 §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-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 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.
[R.O. 2012 §120.050; Ord. No. 2025, CC 1981 §23.050]
Appointments and promotions to all City positions shall be solely
on the basis of merit, which shall be determined by evaluation of
the applicants:
1. Training, education, experience and physical fitness;
3. Whenever practical, an examination or demonstration test.
[R.O. 2012 §120.060; Ord. No. 2025, CC 1981 §23.060]
The minimum age for employment as a probationary employee shall
be eighteen (18) years of age, unless the Mayor shall in writing waive
the requirement. The minimum age for employment of seasonal employees
shall be sixteen (16) years of age.
[R.O. 2012 §120.070; Ord. No. 2025, CC 1981 §23.080]
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 Mayor 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 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.
[R.O. 2012 §120.080; Ord. No. 2025, CC 1981 §23.090; Ord. No. 3193, 1-28-2008]
Two (2) members of an immediate family shall not be employed
under the same department, nor shall a department head be the supervisor
of a member of his/her immediate family. "Immediate family" is defined
as any member of the family within the fourth degree of consanguinity
or affinity (by blood or marriage), provided that no present employee
shall be discharged because of a violation of this Section.
[R.O. 2012 §120.090; Ord. No. 2025, CC 1981 §23.100]
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.
[R.O. 2012 §120.100; Ord. No. 2025, CC 1981 §23.110]
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.
[R.O. 2012 §120.110; Ord. No. 2025, CC 1981 §23.120]
Failure to comply with the requirements of Sections
155.060 and
155.070 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
155.060 and
155.070 may be punished as provided in Section
100.220 of this Code.
[R.O. 2012 §120.120; Ord. No. 2025, CC 1981 §23.130; Ord. No. 3227 §2, 9-13-2010]
No employee shall accept outside employment, whether part-time,
temporary or permanent, without prior written approval from the Mayor.
Each change in outside employment shall require separate approval.
Such approval, however, shall not be arbitrarily withheld. If approved
by the Mayor, employees may accept outside employment as long as City
equipment is not used and does not interfere with their efficiency
as City employees. Employees may not engage in any private business
or activity or private work estimates while on duty. Even if approved
by the Mayor, 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 with his/her official
duties.
[R.O. 2012 §120.130; Ord. No. 2025, CC 1981 §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.
[R.O. 2012 §120.140; Ord. No. 2025, CC 1981 §23.150; Ord. No. 3195, 4-14-2008; Ord. No.
3227 §3, 9-13-2010]
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. It is the duty of every employee
to attempt to correct any faults in his/her performance when called
to his/her attention and to make every effort to avoid conflict with
the City's rules and regulations.
1. Grounds For Action. The following are declared to
be grounds for demotion, suspension or removal of any permanent employee:
a.
Conviction of a felony or other crime involving moral turpitude.
e.
Intentional failure or refusal to carry out instructions.
f.
Misappropriation, destruction, theft or conversion of City property.
g.
Refusal or neglect to pay just debts. Maintenance of effort
to pay debts must be shown to clear employee of neglect charges.
h.
Employee subsequently becomes physically or mentally unfit for
the performance of his/her duties.
i.
Acts of misconduct while on duty.
j.
Willful disregard of orders.
k.
Habitual tardiness and/or absenteeism.
l.
Falsification of any information required by the City.
m.
Failure to properly report accidents or personal injury.
n.
Neglect or carelessness resulting in damage to City property
or equipment.
o.
Repeated convictions during employment or misdemeanor and/or
traffic charges.
p.
Introduction, possession or use on City property or in City
equipment of intoxicating substances or proceeding to or from work
or performing work for the City under the influence of an intoxicating
substance.
2. Employee Notice. A written notice shall be given
to each employee stating the reasons for the disciplinary action and
the date it is to take effect. The notice is to be given to the employee
at the time such disciplinary action is taken, and in any event not
later than three (3) working days from the date of the action. A copy
of notice signed by the employee in the employee's file shall serve
as prima facie evidence of delivery. All permanent employees holding
positions in the service of the City may be suspended for a period
of not more than thirty (30) working days, reduced in pay or class,
or removed for just and reasonable cause by a majority vote of the
Board of Aldermen.
3. Permanent Employees. All permanent employees holding
positions in the service of the City may be suspended for a period
of not more than thirty (30) working days, reduced in pay or class
or removed for just and reasonable cause by a majority vote of the
Board of Aldermen.
[R.O. 2012 §120.160; Ord. No. 2025, CC 1981 §23.170; Ord. No. 3227 §4, 9-13-2010]
The standard workweek for employees other than department heads
shall be five (5) days or a total of forty (40) hours per week. Department
heads and supervisors should work those hours necessary to assure
the satisfactory performance of their departments, but not less than
forty (40) hours per week. The department head or supervisor shall
not be entitled to overtime pay under the provisions of this Section,
but may be compensated with time at the rate of one (1) hour for one
(1) hour.
1. The department head or supervisor shall assign to each employee regular
work duties and responsibilities which can normally be accomplished
within the established workday and workweek. However, occasionally
some overtime work may be necessary for proper performance of work
duties and responsibilities.
2. When regular permanent employees are required to work extra or prolonged
shifts, the employee shall be compensated for such overtime at a rate
of one and one-half (1 1/2) times such overtime worked.
3. An employee who has left his/her normal place of work for his/her
home and is called back for overtime work shall be compensated for
overtime with a minimum payment equal to one (1) hour's work.
4. Temporary or probationary employees shall be entitled to overtime compensation as provided in Subsection
(2) of this Section.
[R.O. 2012 §120.170; Ord. No. 2025; CC 1981 §23.180; Ord. No. 3056 §120.170, 11-14-1994; Ord. No. 3269 §3, 10-9-2012; Ord. No. 2022-02, 3-28-2022]
A. All regular employees of the City shall receive normal compensation
for the holidays listed below and any other days or parts of days
during which the public offices of the City shall be closed by special
proclamation of the Mayor with approval of the Board. Probationary
employees shall be considered for purposes of this Section to be regular
employees. Holidays to be observed are:
New Year's Day
|
January 1
|
Martin Luther King's Day
|
Third Monday in January
|
Washington's Birthday Observed
|
Third Monday in February
|
Truman's Birthday
|
May 8
|
Memorial Day
|
Last Monday in May
|
Juneteenth
|
June 19
|
Independence Day
|
July 4
|
Labor Day
|
First Monday in September
|
Columbus Day
|
Second Monday in October
|
Veteran's Day
|
November 11
|
Thanksgiving and the Friday after
|
Fourth Thursday/Friday in November
|
Christmas Day
|
December 25
|
Full-time Police Officers and Fire Department employees shall
receive ninety-six (96) hours of holiday pay per year, to be taken
at the discretion of the department head.
|
B. It shall be the policy of the City to insure that all regular employees
enjoy the same number of holidays each year. The standard shall be
the number of holidays in a particular year which will be celebrated
by employees working a forty-hour week, Monday through Friday. For
this group, when a holiday falls on Sunday, the following Monday shall
be observed as the holiday. When a holiday falls on Saturday, the
preceding Friday shall be observed as the holiday. For regular employees
whose work week is other than Monday through Friday, the department
head shall designate the work day that shall be observed.
1.
An employee absent without authorized leave on the day preceding
and/or the day following a holiday shall not receive compensation
for the holiday.
2.
Any regular employee in the City service who shall be required
to perform work or render services on a regularly scheduled holiday
shall receive a day off at his/her regular pay rate in lieu of the
holiday missed, or at the option of the City, he/she may be compensated
at the City's approved overtime rates for his/her service on the regularly
scheduled holiday.
[R.O. 2012 §120.180; Ord. No. 2025, CC 1981 §23.190; Ord. No. 3238 §1, 2-28-2011; Ord. No. 3269 §2, 10-9-2012]
Every employee in the City service holding a permanent status
position and having occupied such 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
number of regularly scheduled hours in the standard work or duty day
to which the employee is assigned at the time of his/her vacation.
Employees with one (1) year of continuous service with the City shall
be allowed vacation leave at the rate of one (1) week. Thereafter,
employees with two (2) years of continuous service with the City shall
be allowed vacation leave at the rate of two (2) weeks. Thereafter,
employees with five (5) years of continuous service with the City
shall be allowed vacation leave at the rate of three (3) weeks.
1. Vacation leave shall be taken during the year following its accumulation.
2. Vacation leave credit may not be carried from one year to the next.
3. Vacation leave must be taken in blocks of five (5) days each. Exceptions
may be granted with the written consent of the Mayor. Vacations for
full-time Fire Department employees and Police Officers will be scheduled
at the discretion of the department head.
4. Absence on account of sickness, injury or disability in excess of
that hereinafter authorized for such purposes may, at the request
of the employee and within the discretion of the department head,
be charged against vacation leave allowance.
5. Records of vacation leave allowance and use shall be kept by the
person responsible for the employee's payroll payment. Vacation leave
scheduled shall be in regard to the seniority of employees, to accord
with operating requirements and, insofar as possible, with the requests
of the employees.
6. When a regularly scheduled holiday occurs during the period of an
employee's vacation, an additional day of vacation shall be granted.
[R.O. 2012 §120.190; Ord. No. 2025, CC 1981 §23.200]
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, but shall not
be taken until the successful completion of the six-month probationary
period except with the written permission of the Mayor. Sick leave
may never be taken in advance of earning the time. Sick leave may
be accumulated up to fifteen (15) days.
1. An employee may be eligible for sick leave for the following reasons:
a.
Personal illness of physical incapacity.
b.
Quarantine of an employee by a physician.
c.
Illness in the immediate family requiring the employee to remain
at home.
2. An employee who is unable to report for work because of one of the
above reasons shall report the reason for his/her absence to his/her
supervisor within two (2) hours from the time he/she is expected to
report for work. Sick leave with pay shall not be granted unless such
report has been timely made. Documentation may be required of the
employee before any sick leave will be granted or payment made. In
all cases, sick leave with pay in excess of three (3) working days
shall be allowed only after presenting a written statement by a physician
certifying that the employee's condition prevented him/her from appearing
for work.
3. An employee terminating from City service shall not be allowed the
sue of sick leave in the last two (2) calendar weeks of employment.
Unused sick leave will not be compensated for in any way at the time
of resignation or dismissal of any employee.
4. Abuse of the sick leave privilege can result in dismissal.
[R.O. 2012 §120.200; Ord. No. 2025, CC 1981 §23.210]
On recommendation of an employee's supervisor or department
head, and upon the written order of the Mayor, an employee may be
granted maternity or paternity leave without pay for a period not
to exceed three (3) months.
[R.O. 2012 §120.210; Ord. No. 2025, CC 1981 §23.230; Ord. No. 3239 §1, 3-28-2011]
The Mayor may authorize special leaves of absences, with or
without pay, for any period not to exceed six (6) calendar months
in any one (1) calendar year for attendance at a school or university
for the purpose of training in subjects relating to the work of the
employee and which will benefit the employee and the City service.
The City may share in up to one hundred percent (100%) of the tuition
costs if the course is completed successfully. However, if the City
shares in the cost, the employee must remain in the City service for
two (2) years after completion of the course. If the employee fails
in this obligation, the City's portion of the training costs will
be deducted from the employee's last paycheck, and if the training
costs exceed the amount of the employees's last paycheck, the employee
will reimburse the City the amount which the training costs exceed
the employee's last paycheck.
[R.O. 2012 §120.220; Ord. No. 2025, CC 1981 §23.240; Ord. No. 3163, 4-9-2007]
An employee may be granted three (3) working days' leave as
needed in the event of the death of his/her spouse, child, mother,
father, sister, brother, grandmother, grandfather, great-grandmother,
great-grandfather, mother-in-law, father-in-law, spouse's grandmother,
grandfather, great-grandmother or great-grandfather. Such leave shall
not be deducted from either sick leave or vacation leave. Compensation
for such employee who is off for funeral leave shall receive his/her
normal duty pay.
[R.O. 2012 §120.230; Ord. No. 2025, CC 1981 §23.250]
An employee may be granted up to a seven-day-minimum leave when
required to be absent from work for jury duty or as a trial witness.
Compensation for such leave shall be limited to the difference between
pay received for this service and normal duty pay.
[R.O. 2012 §120.240; Ord. No. 2025, CC 1981 §23.260]
A permanent (full or part-time) employee who is temporarily
disabled in the line of duty shall receive pay equal to the difference
between the amount received from Workmen's Compensation benefits and
his/her normal salary amount for the period of his/her disability
without charge against his/her vacation leave, but to be charged against
his/her sick leave, subject to the following conditions:
1. Provided that the disability resulted from an injury or illness sustained
directly in the performance of the employee's work, as provided in
the State Workmen's Compensation Act.
2. If incapacitated for his/her regular assignment, the employee may
be given other duties with the City Government for the period of recuperation.
Unwillingness to accept such an assignment as directed by his/her
department head or supervisor will make the employee ineligible for
disability leave during the time involved.
3. A physician selected or approved by the City shall determine the
physical ability of the employee to continue working or to return
to work.
4. Disability leave shall not exceed sixty (60) working days for any
one (1) injury.
[R.O. 2012 §120.250; Ord. No. 2025, CC 1981 §23.275]
The City hereby elects to accept the provisions of the State
Worker's Compensation Law, as set forth in Chapter 287, RSMo. The
City is authorized to carry Worker's Compensation Insurance on all
employees and officers of the City covered by the State Worker's Compensation
Law.
[R.O. 2012 §120.270; Ord. No. 3049 §120.270, 3-28-1994]
It is the policy of the City to provide equal and fair employment
opportunities to all job applicants and to provide equal and fair
advancement opportunities to City employees without regard to age,
race, color, marital status, national origin, political affiliation,
religion, sex, veteran or handicapped status. Exceptions shall only
be made when job requirements demonstrate the existence of a bona
fide occupational qualification. All appointments and promotions to
positions in the service shall be made upon the individual qualifications
for the positions being filled.