[CC 1985 §23.015; Ord. No. 350-C §2, 12-17-1990]
A full-time employee under the terms of this Code shall mean
an employee who works forty (40) hours or more per week.
[CC 1985 §23.016; Ord. No. 350-C §1, 12-17-1990; Ord. No. 739-C §1, 9-15-2014]
A part-time employee under the terms of this Code shall mean
an employee who works less than forty (40) hours per week. Part-time
employees shall not receive any employee benefits otherwise provided
for employees under the terms of this Code.
[CC 1985 §23.010; Ord. No. 650-C §1, 6-15-2009]
Each newly hired employee of the City of Canton, Missouri, receiving
an appointment as an employee of the City of Canton, Missouri, must
serve a probationary period of six (6) months before his/her appointment
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. 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.
[CC 1985 §23.020]
If at any time during the probationary period the supervisor
determines that the services of the newly hired City employee have
been unsatisfactory, the employee may be separated from his/her position
without the right of appeal or a hearing.
[CC 1985 §23.040]
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 with all rights
and privileges due him/her; 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 1985 §23.035]
Following the completion of the insurance carrier's probationary
period, each full-time employee shall be eligible to participate in
the City's health insurance program. The City shall pay a portion
of the cost of this coverage, as the Board of Aldermen shall determine
by resolution.
[CC 1985 §23.050]
A.
Appointments
and promotions to all classified positions (salaried personnel) shall
be solely on the basis of merit, which shall be determined by evaluation
of applicants.
[CC 1985 §23.060; Ord. No. 653-C §1, 6-15-2009]
The minimum age for employment as a probationary employee shall
be eighteen (18) years of age. The minimum age for Police shall be
twenty-one (21) years of age. The minimum age for employment of seasonal
employees shall be eighteen (18) years of age.
[CC 1985 §23.070]
Employees of the City need not reside within the City, but are
urged to do so.
[1]
Editor’s Note: Former Section 120.100, Promotion Policies,
which derived from CC 1985 §23.080, was repealed 10-19-2015 by
§1 of Ord. No. 761-C.
A.
The City of Canton recognizes that educational development can be
beneficial to both the employee and the City. The employee gains in
his/her career development and the City gains a more productive employee.
Academic education may be beneficial because of the possibility of
improving services to our citizens. For these reasons, the Tuition
Reimbursement Policy is hereby established for High School Equivalency
Test (hereinafter referred to as "HiSET"), post-secondary degrees
and graduate programs.
1.
The employee must be a full-time employee as defined in this
Code in order to be eligible for tuition reimbursement.
2.
This policy allows for a budgeted amount to be included in the
annual budget of the City of Canton for tuition reimbursement each
year.
3.
Reimbursement will be as follows:
a.
For HiSET, the actual cost of completing all testing to complete
the HiSET up to, but not exceeding, the amount of the City budget
line item for tuition reimbursement for any budget period.
b.
Reimbursement for post-secondary or graduate programs will be
the actual cost of tuition for the course work taken by the employee
up to, but not exceeding, the amount of the City budget line item
for tuition reimbursement for any budget period.
4.
To be eligible for tuition reimbursement, the employee must
attend an accredited HiSET Program or must attend a college or university
that is accredited by the Higher Learning Commission in order to be
reimbursed for tuition costs.
5.
The employee must meet the following academic standards to be
eligible for any reimbursement:
a.
For HiSET, a passing score in each section of the HiSET course
programs.
b.
For post-secondary education, the employee must earn a grade
of "C" or better in all course work taken by the employee.
c.
For graduate education course work, the employee must earn a
grade of "B" or better in all course work taken by the employee.
6.
If completion of HiSET is the goal of the employee, the employee
must take every section of the HiSET Program that is required to complete
the HiSET requirements. Other than completion of the HiSET Program,
courses taken by the employee shall be directly related to the employee's
current job duties. If an employee is working towards a degree, electives
that are required for that degree or certificate will be reimbursed,
although not necessarily job related. The employee must show a catalog
or course listing as proof of classes taken toward a degree.
7.
The employee must complete at least twenty-four (24) months
of service for the City after satisfactory completion of the HiSET
Program, or after satisfactory completion of each academic semester
if post-secondary or graduate studies are being reimbursed. Repayment
to the City of its tuition reimbursement costs will be made by the
employee on a prorated basis if the employee voluntarily leaves City
service. The following percentages shall apply:
a.
If the employee voluntarily leaves City service before twelve
(12) months following the completion date of the course or HiSET Program,
he/she shall repay the City one hundred percent (100%) of the total
amount received for tuition reimbursement.
b.
If the employee voluntarily leaves City service between twelve
(12) months and eighteen (18) months following the completion date
of the course or HiSET Program, he/she shall repay the City sixty-six
and six tenths percent (66.6%) of the total amount received for tuition
reimbursement.
c.
If the employee voluntarily leaves City service between eighteen
(18) months and twenty-four (24) months following the completion date
of the course or HiSET Program, he/she shall repay the City thirty-three
and three tenths percent (33.3%) of the total amount received for
tuition reimbursement.
[1]
Editor's Note: Section 1 of Ord. No. 759-C also repealed former
Section 120.105, Reimbursement of Training Costs, enacted 2-18-2014
by §§ 1 — 2 of Ord. No. 725-C.
[Ord. No. 759-C §2, 9-21-2015; Ord. No. 806-C, 2-20-2018]
A.
A tuition reimbursement request must be submitted to the department director at least two (2) weeks before the course is scheduled to begin. The request will include the name of the HiSET Program or the college or university, course titles, time of courses and acknowledgement by the employee that he/she fully understands the tuition repayment provisions of Section 120.105(A)(7) of this Code.
B.
The tuition reimbursement, course content, or the HiSET Program must
be approved by the Personnel Finance Committee and by the Mayor of
the City of Canton.
C.
The employee must pay tuition costs, book cost and fees directly
to the educational institution.
D.
The cost of tuition as set out in Section 120.105(A)(3) of the Code will be reimbursed by the City after the official notice of grades (grade card) and the original tuition receipt is submitted to the department head at the end of the course and approved by the Personnel Committee and the Mayor. No reimbursements will be paid without receipts and grade cards being presented by the employee.
[CC 1985 §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.
[CC 1985 §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.
[CC 1985 §23.120]
Failure to comply with the requirements of Sections 120.110 and 120.120 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 120.110 and 120.120 may be punished as provided in Section 100.220 of this Code.
[CC 1985 §23.125]
Employees who create records of the City 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 City,
who retains such records is guilty of a misdemeanor and may be prosecuted
in the Municipal Court.
[CC 1985 §23.130; Ord. No. 609-C §1, 11-20-2006; Ord. No. 761-C §2, 10-19-2015]
A.
Outside employment by a full-time employee of the City by other employers
or self-employment is discouraged.
B.
If a full-time City employee shall have employment of any kind outside
of employment by the City, that employment shall not conflict or interfere
with the regular duties, responsibilities, and assignments of the
employee as a City employee.
C.
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.
D.
All full-time employees shall report all outside employment engaged
in by that employee to the Department Head of that full-time employee's
department.
E.
The Department Head of the employee shall immediately inform the
Mayor and the Board of Aldermen of the employee's outside employment.
[CC 1985 §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 1985 §23.145]
It shall be the duty and responsibility of all employees of
the City of Canton, Missouri, to comply with the adopted substance
abuse policy. All amendments made to the substance abuse policy are
made by a resolution adopted by the Board of Alderman. Any repeal
of the City of Canton, Missouri, substance abuse policy must be done
by ordinance adopted by the Board of Alderman and approved by the
Mayor.
[CC 1985 §23.150]
A.
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.
1.
Employee's and supervisor's responsibilities.
a.
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.
b.
It is the duty of every supervisor to discuss improper or inadequate
performance with the employee in order to correct the deficiencies
and to avoid the need to exercise disciplinary action. Discipline
shall be, whenever possible, of an increasingly progressive nature,
the step of progression being (a) warning, (b) demotion, (c) suspension,
and (d) removal—however, it is not necessary to follow this
progression prior to removal of an employee.
2.
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.
b.
Acts of incompetency.
c.
Absence without leave.
d.
Acts of insubordination.
e.
Intentional failure or refusal to carry out instructions.
f.
Misappropriation, destruction, theft or conversion of City property.
g.
Employee subsequently becomes physically or mentally unfit for the
performance of his/her duties.
h.
Acts of misconduct while on duty.
i.
Willful disregard of orders.
j.
Habitual tardiness and/or absenteeism.
k.
Falsification of any information required by the City.
l.
Failure to properly report accidents or personal injuries.
m.
Neglect or carelessness resulting in damage to City property or equipment.
n.
Repeated convictions during employment on misdemeanor and/or traffic
charges.
o.
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
or any violation of the City's Substance Abuse Policy.
3.
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 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.
4.
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 the employee's department
head. Permanent employees shall be dismissed only after having been
given written notice of the contemplated action.
5.
Evidence. Normally, the deterioration of an employee's
conduct is a progressive problem and every effort should be made to
reverse this trend as soon as it is apparent. Based on this philosophy,
sufficient evidence should be available in the employee's personnel
file to justify the action taken.
6.
Right of appeal. All permanent employees are granted
the right of appeal. Within ten (10) days after effective date of
disciplinary action, the employee may file a written appeal to the
Mayor. The disciplinary action against the employee shall be stayed
during the course of this appeal, unless the Mayor orders its imposition
in writing giving his/her reasons therefore.
7.
Investigation. The Mayor shall hear appeals submitted
by any permanent employee in the City relative to any suspension,
demotion or dismissal and shall submit a written statement of facts,
findings and recommendations to the Board of Aldermen, whose actions
shall be final and conclusive.
8.
Appeal hearing open to public. The appeal hearing
shall be open to the public at the discretion of the Mayor, subject
to all requirements of law.
9.
Informal nature. The hearing shall be conducted
in an informal nature and the Mayor shall make every effort to avoid
the appearance of conducting a trial in a court of law.
10.
Scheduling of appeal. No later than ten (10) working
days after receipt of the written appeal, the Mayor shall fix a time
and place for convening of a hearing. Within forty-eight (48) hours
after the completion of the hearing, the Mayor shall report his/her
findings and recommendations to the Board of Aldermen.
11.
Substitute hearing officer. If the Mayor shall have
ordered that disciplinary action against an employee shall not be
stayed during an appeal, then the Mayor shall appoint a member of
the Board of Aldermen to hear the appeal. In such case the provisions
of Section 120.180(10) shall not apply, and the hearing shall be scheduled
within forty-eight (48) hours of the Mayor's order imposing immediate
disciplinary action. Should the hearing officer recommend to the Board
of Aldermen that the disciplinary action not be imposed, and should
this recommendation be accepted by the Board of Aldermen, then the
City shall pay said employee the same as had he/she been employed
in the service of the City during the time in which the Mayor's discipline
order was in effect.
12.
Right to representation. The appellant shall have
the right to appear and be heard in person or by counsel.
13.
Appellant fails to appear. Appellant's failure to
attend nor notify the hearing officer of his/her inability to attend
at the hearing will constitute just cause of dismissal of the appeal
and imposition of the disciplinary action.
[CC 1985 §23.160]
A.
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.
1.
All grievances shall be submitted in writing to the employee's supervisor
or to the City Clerk.
2.
An employee may present his/her grievance personally, or have an
employee committee selected by the employee present his/her grievance,
to his/her supervisor or department head.
3.
If satisfaction is not achieved by the above procedure within ten
(10) working days, the grievance shall then be presented to the Mayor.
4.
The Mayor shall convene a hearing within ten (10) days to consider
the grievance. The employee, the supervisor, the department head and
any other interested party shall have the right to be heard. All City
employees shall be considered in the service of the City during the
course of the grievance hearing, and each employee shall be paid at
his/her regular hourly rate for that time spent in the hearing.
5.
Following the hearing, the Mayor shall within ten (10) days take
whatever action is necessary including, but not limited to, a recommendation
to change the personnel rules and regulations or the work practices
of the City, a finding that the grievance is unjustified, or any other
appropriate recommendation. A report of the Mayor's finding shall
be presented to the Board of Aldermen.
6.
No employee shall be disciplined or discriminated against in any
way because of his/her proper use of the grievance procedure.
7.
To the extent the provisions of this Section conflict with Section 120.180 of this Code, the requirements of Section 120.180 shall apply. The procedure outlined in Section 120.180 shall be used if the alleged grievance is a disciplinary matter, although the Mayor may treat a hearing under this Section as a hearing for the purposes of Section 120.180(6) provided that all employee rights have been respected.
[CC 1985 §23.170; Ord. No. 419-C §1, 4-17-1995; Ord. No. 556-C §1, 9-15-2003; Ord.
No. 709-C §1, 2-19-2013]
A.
The standard workweek for all employees except law enforcement officers of the City of Canton shall be five (5) eight-hour days, or a total of forty (40) hours per week. If overtime work shall be performed by City employees other than department heads or supervisors, and except as shall be provided for law enforcement officers in Section 120.205, those employees shall receive overtime pay as provided by law.
1.
Department heads and supervisors shall assign to each employee regular
work duties and responsibilities which can normally be accomplished
within the established eight (8) hour workday and forty (40) hour
workweek. If overtime work shall be performed by City employees, other
than department heads or supervisors, those employees shall receive
overtime pay as provided by law.
2.
Department heads and supervisors.
a.
Definition. For the purpose of this Section, department
heads and supervisors shall be any employee of the City of Canton,
Missouri, who works in an executive, administrative or professional
capacity and is determined to be an exempt employee under the current
standards as shall be established by the United States Department
of Labor and as published in the Code of Federal Regulations.
b.
Department heads and supervisors shall make every effort to avoid
working overtime.
c.
The compensatory time provided herein is a special benefit being
provided to department heads and supervisors by the City of Canton,
Missouri, and the City does not waive its right to require executive,
administrative or professional employees of the City to work more
than forty (40) hours in a regular workweek without additional compensation.
d.
If a department head or supervisor, as defined herein, shall work
more than forty (40) hours in a regular workweek, he/she shall be
allowed to accumulate not more than fifty (50) hours of compensatory
time at one (1) hour of compensatory time for each one (1) hour of
time worked in excess of forty (40) hours in a regular workweek.
e.
Compensatory time shall never, under any circumstance, be received
as a cash equivalent payment by the department head or supervisor.
[Ord. No. 709-C § 2, 2-19-2013]
A.
The City of Canton elects to adopt the Section 7(k) exemption for
law enforcement officers under the Federal Labor Standards Act.[1]
1.
For purposes of this Section, "law enforcement officer" shall
mean a person employed by the City of Canton with the power of arrest
for violation of the ordinances of the City, and who shall meet the
minimum standards set forth in Chapter 590, RSMo.
2.
A "work period" for a law enforcement officer shall be a fourteen-day
period.
3.
Law enforcement officers shall receive overtime compensation
only after having worked eighty-six (86) hours during the fourteen-day
work period.
[1]
Editor's Note: See 29 U.S.C. § 201 et seq.
[CC 1985 §23.180; Ord. No. 350-C §4, 12-17-1990; Ord. No. 367-C §1, 1-21-1992; Ord.
No. 565-C §1, 12-15-2003]
A.
All
full-time employees of the City shall receive normal compensation
for the twelve (12) legal holidays listed below and any other days
or parts of a day during which public offices of the City shall be
closed by special proclamation of the Mayor with approval of the Board
of Aldermen. All associate employees shall receive compensation in
proportion to the average number of hours normally scheduled for work.
Probationary employees shall be considered, for purposes of this Section
only, to be full-time employees. Legal holidays to be observed are:
[Ord. No. 851-C, 4-18-2022]
|
New Year's Day
|
January first (1st)
|
|
Martin Luther King Day
|
Third (3rd) Monday in January
|
|
Washington's Birthday
|
Third (3rd) Monday in February
|
|
Memorial Day
|
Last Monday in May
|
|
Emancipation Day
|
June nineteenth (19th)
|
|
Independence Day
|
July fourth (4th)
|
|
Labor Day
|
First (1st) Monday in September
|
|
Columbus Day
|
Second (2nd) Monday in October
|
|
Official Veterans Day
|
November eleventh (11th), or the day nationally observed as
Veterans Day
|
|
Thanksgiving Day
|
Last Thursday in November
|
|
The Friday immediately following
|
Last Friday in November following Thanksgiving Day
|
|
Christmas Day
|
December twenty-fifth (25th)
|
B.
It
shall be the policy of the City to insure that all employees enjoy
the same number of holidays each year. Subject to approval by the
department head, an employee who shall work on a holiday shall be
entitled to a compensatory day off within thirty (30) days or receive
compensation. The department head shall designate the compensatory
day, or the department head may permit the employee to select a day
within that thirty (30) day period subject to approval by the department
head.
C.
An
employee absent without authorized leave on the day preceding and/or
the day following a holiday shall not receive regular compensation
for the holiday.
[CC 1985 §23.190; Ord. No. 301-C §1, 6-15-1987; Ord. No. 521-C §1, 6-17-2002; Ord.
No. 584-C §1, 8-15-2005; Ord. No. 666-C §1, 3-15-2010]
A.
Every
non-Police Department employee in the City service holding a permanent
manned status position for a period of twelve (12) consecutive calendar
months shall be allowed an 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 week to which the employee is assigned
at the time of his/her vacation. Non-Police Department employees shall
receive one (1) week of vacation after one (1) year of service. Non-Police
Department employees shall receive two (2) weeks of vacation after
every two (2) years of service. Thereafter non-Police Department employees
shall receive an additional four (4) hours of vacation leave time
for each year of City service up to the maximum of thirty (30) years
of City service.
1.
The accrual of all employee vacation time shall be based on the date
that the employee becomes an employee of the City of Canton, Missouri.
This date shall be known as the employment anniversary date.
2.
Vacation leave shall be taken during the year following its accumulation.
3.
Vacation leave credit may not be carried from one year to the next.
4.
Absence on account of sickness, injury or disability in excess of
that authorized in this Chapter for that purpose, at the request of
the employee and with the approval of the department head, may 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 the operating requirements and insofar as possible with the request
of the employee.
6.
When a regularly scheduled holiday occurs during the period of an
employee's vacation, an additional day of vacation shall be granted.
7.
No two (2) employees shall be allowed vacation leave at the same
time if both are employed under the same supervisor.
8.
Supervisor's vacations must be agreed to in advance by the Mayor.
9.
All vacations must be scheduled at least two (2) weeks in advance
of the first (1st) day of vacation leave.
10.
If an employee ceases to be employed by the City after one (1) year
of continuous employment and prior to the employee's next anniversary
date, the employee shall receive credit for vacation time accrued
from the employee's anniversary date until the date that the employee
ceases to be employed by the City on a pro rata basis.
11.
If a period of earned vacation time is taken by an employee during
a normal workweek and the employee then works a full forty (40) hours
during the same workweek, the employee will not have worked overtime
and will receive only regular pay for the forty (40) hours worked
and vacation time based on the standard hourly rate for that employee.
12.
The period of earned vacation time taken by an employee in any workweek
shall be that period of vacation time shown on the employee's "Time
Off Request" on file with the employee's supervisor for that week.
[Ord. No. 521-C §2, 6-17-2002; Ord. No. 584-C §2, 8-15-2005; Ord.
No. 666-C §2, 3-15-2010]
A.
Every
employee of the City of Canton, Missouri, Police Department, including
the Chief of Police, Police Officers and Dispatchers, in the City
service holding a permanent manned status 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 week
to which the employee is assigned at the time of his/her vacation.
Police Department employees shall receive one (1) week of vacation
after one (1) year of service. Police Department employees shall receive
two (2) weeks of vacation after every two (2) years of service. Thereafter
Police Department employees shall receive an additional four (4) hours
of vacation leave time for each year of City service up to the maximum
of thirty (30) years of City service.
1.
The accrual of all employee vacation time shall be based on the date
that the employee becomes an employee of the City of Canton, Missouri.
This date shall be known as the employment anniversary date.
2.
Vacation leave shall be taken during the year following its accumulation.
3.
Vacation leave credit may not be carried from one year to the next.
4.
Absence on account of sickness, injury or disability in excess of
that authorized in this Chapter for that purpose, at the request of
the employee and with the approval of the department head, may 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 the operating requirements and insofar as possible with the request
of the employee.
6.
When a regularly scheduled holiday occurs during the period of an
employee's vacation, an additional day of vacation shall be granted.
7.
No two (2) employees shall be allowed vacation leave at the same
time if both are employed under the same supervisor.
8.
Supervisor's vacations must be agreed to in advance by the Board
of Aldermen.
9.
Paid holiday vacation or vacation leave will be granted by the supervisor
based on a rotational basis, availability, and avoidance of scheduling
conflicts. Paid holidays or vacation leave days will not be granted
on a first come first serve basis, but will be granted by the supervisor
based on his/her sole and unreviewable discretion so long as that
discretion is based on the manpower requirements of the Canton, Missouri,
Police Department.
a.
Under the terms of this Chapter "Special Event Circumstances" are
such things as marriage of an employee, trips or other events which
require booking of facilities or transportation more than sixty (60)
days prior to the event and any other event requiring long term planning
longer than sixty (60) days.
b.
Other than Special Event Circumstances, no vacation for personal
leave time will be scheduled more than sixty (60) days prior to the
requested date of the leave or vacation. All leave time or vacation
time must be scheduled at least two (2) weeks in advance of the first
(1st) day of the vacation or leave.
c.
It will be the supervisor's obligation to see to it that each Police
Department employee be allowed to have the opportunity to enjoy major
holidays from work. The supervisor should make all reasonable efforts
to insure that if a Police Department employee works on a major holiday
then that employee should not have to work on the following major
holiday so that employees will not be required to work on successive
major holidays.
10.
If an employee ceases to be employed by the City after one (1) year
of continuous employment and prior to the employee's next anniversary
date, the employee shall receive credit for vacation time accrued
from the employee's anniversary date until the date that the employee
ceases to be employed by the City on a pro rata basis.
11.
If a period of earned vacation time is taken by an employee during
a normal workweek and the employee then works a full forty (40) hours
during the same workweek, the employee will not have worked overtime
and will receive only regular pay for the forty (40) hours worked
and vacation time based on the standard hourly rate for that employee.
12.
The period of earned vacation time taken by an employee in any workweek
shall be that period of vacation time shown on the employee's "Time
Off Request" on file with the employee's supervisor for that week.
[Ord. No. 653-C §2, 6-15-2009]
A.
All
full-time City employees shall be given sixty (60) hours (beginning
July 1, 2009) for the first (1st) year, fifty (50) hours (beginning
July 1, 2010) for the second (2nd) year and forty (40) hours (beginning
July 1, 2011) of paid leave per year of service thereafter that can
accumulate up to a maximum of two hundred forty (240) hours. Leave
shall accrue from the date of employment, but shall not be taken until
the successful completion of the six (6) month introductory period.
Leave may be used for personal illness, family sickness, bereavement,
maternity or paternity leave and for other reasons that require the
employee to be absent from work. No more than two (2) weeks or eighty
(80) hours of leave may be taken at any one (1) time without the approval
of the direct supervisor of the employee. Leave days are considered
to have a value of one dollar twenty-five cents ($1.25) per hour if
an employee quits, retires, or is dismissed. Unless otherwise stated
in the City of Canton Employee Handbook, after the employee has used
up all the allowed paid leave, the employee will not be eligible for
leave with pay.
B.
Taking
a leave day may require documentation of the event.
[Ord. No. 666-C §3, 3-15-2010]
A.
If
an employee uses any personal leave time during a normal workweek
and the employee then works a full forty (40) hours during the same
workweek, the employee will not have worked overtime and will receive
only regular pay for the forty (40) hours worked and personal leave
time based on the standard hourly rate for that employee.
B.
The
period of personal leave time taken by an employee in any workweek
shall be that period of personal leave time shown on the employee's
"Time Off Request" on file with the employee's supervisor for that
week.
[CC 1985 §23.210; Ord. No. 653-C §3, 6-15-2009]
A.
On
recommendation of an employee's supervisor or department head and
upon the written order of the Board, an employee may be granted maternity
or paternity leave without pay for a period not to exceed six (6)
months.
B.
An adoptive parent may use his/her accrued leave days as set forth in Section 120.240 of this Code or the same leave without pay granted to biological parents to take time off for purposes of arranging for the adopted child's placement or caring for the child after placement.
C.
A stepparent,
as defined in Section 453.015, RSMo., may use his/her accrued sick
leave, annual leave or the same leave without pay granted to biological
parents to take time off to care for his/her stepchild.
D.
The
leave authorized by this Section may be requested by the employee
only if the employee is the person who is primarily responsible for
furnishing the care and nurture of the child.
[CC 1985 §23.220]
A.
Employees
may receive a leave of absence, not to exceed fifteen (15) working
days annually, for participation in annual training in the 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 leave shall be limited to the amount by
which the normal City pay exceeds the military pay received. 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 leaves shall not be deducted from annual leave.
B.
Any
permanent employee who is drafted into the military service shall,
upon termination of his/her active service, be entitled to return
to the City service at a level equivalent to the position held on
his/her departure. This leave of absence shall not exceed the period
of time necessary to complete the period of active duty that he/she
has been involuntarily ordered to perform.
[CC 1985 §23.225]
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 1985 §23.230]
The Board 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
one (1) month for each hour of course credit after completion of the
course. If the employee fails in this obligation, the City's portion
of the tuition will be deducted from the employee's last paycheck.
In the event that the course is not based on credit hours, the employee's
required length of stay after completion of the course should be determined
by the employee and the Mayor before the course begins.
[CC 1985 §23.240; Ord. No. 419-C §3, 4-17-1995]
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, mother-in-law, father-in-law, grandmother, grandfather, brother,
sister, brother-in-law or sister-in-law. An employee may be granted
one (1) working day's leave as needed in the event of the death of
any other relative of the employee or relative by marriage of the
employee. Such leave shall not be deducted from either sick leave
or vacation leave. An employee shall be compensated for funeral leave.
[Ord. No. 584-C §5, 8-15-2005]
A.
It
is the policy of the City of Canton to promote the jury system and
to make provision for employees of the City to serve as jurors. If
an employee of the City of Canton is summoned for jury duty of any
kind, the following provisions shall apply:
1.
The employee shall be entitled to receive the same compensation that
the employee would have received had he or she not been called for
jury service.
2.
To assure that the employee will receive full credit under the retirement
plan covering City employees, the employee shall turn over or transfer
to the City all payments received for jury service from the governmental
entity for which jury service is provided, exclusive of reimbursement
to the employee for mileage, meals, lodging or any other out-of-pocket
expense received by the employee while serving as a juror.
3.
The City will then make payment to the employee for the full compensation
that the employee would regularly receive from the City for the pay
period in which the employee served on the jury.
[CC 1985 §23.280]
The provisions of this Chapter shall not apply to uniformed employees (members of the Fire and Police Departments) to the extent that the personnel policies of those departments (Chapter 205 entitled "Fire Protection and Fire Prevention" and Chapter 200 entitled "Police Department") conflict with this Chapter.
[CC 1985 §23.290]
A.
The
City of Canton is a "political subdivision", as defined in Sections
70.600—70.760, RSMo., and hereby elects to have covered by the
Missouri Local Government Employees' Retirement System all its eligible
employees with one thousand five hundred (1,500) or more hours of
annual employment and to cover under the Benefit Program as stated
below such employees of the following classes:
[CC 1985 §23.300]
The City of Canton, Missouri, hereby elects that one hundred
percent (100%) of prior employment be considered for prior service
credit in computing benefits and contributions to the system.
[CC 1985 §23.310]
A.
The
City of Canton, Missouri, hereby elects to eliminate future member
contributions from covered employees to the Missouri Local Government
Employees' Retirement System, in accordance with the provisions of
Sections 70.705 and 70.730, RSMo., and in particular Section 70.705(6),
RSMo., as amended.
1.
The City Clerk shall certify this election to the Missouri Local
Government Employees' Retirement System effective as of January 1,
1984.
2.
The City Clerk shall promptly remit the payment of contributions
to the Missouri Local Government Employees' Retirement System as provided
in Section 70.730, RSMo.
[Ord. No. 484-C §§1—5, 8-21-2000; Ord. No. 608-C §1, 10-16-2006]
A.
The
City of Canton hereby elects to make no changes in the contribution
from covered employees through the Missouri Local Government Employees'
Retirement System, keeping the requirement of no contributions from
covered employees in accordance with the provisions of Sections 70.705
and 70.730, RSMo.
B.
The
City of Canton elects to make a change in the method of determining
a member employee's final average salary, changing to a thirty-six
(36) consecutive month period for determining a member's monthly salary
in accordance with Sections 70.600 and 70.656, RSMo.
C.
The
City of Canton does not change the benefit program of member employees
keeping Benefit Program L-7 (1—1½%) in accordance with
Section 70.655, RSMo.
D.
The
City of Canton elects to adopt no change in the benefit program of
member employees keeping the present member employee option of retirement
upon attaining minimum service retirement age in accordance with Sections
70.600, 70.645 and 70.646, RSMo.
E.
The
elections made under the terms of this Section to the Missouri Local
Government Employees' Retirement System shall be effective on the
first (1st) day of November, 2006.
[Ord. No. 442-C §1, 12-16-1996]
A.
Efficient
operation of City Government and City services requires that there
be continuity in any transition when it becomes necessary to replace
a department head. For this reason, it is the stated policy of the
City of Canton, Missouri, that whenever any person holding a supervisory
position with the City of Canton, Missouri, desires to voluntarily
terminate employment as an employee by the City of Canton, Missouri,
sufficient notice should be given to the City.
B.
Any
person employed in a supervisory position by the City of Canton, Missouri,
deciding to voluntarily terminate employment by the City shall give
thirty (30) days' written notice prior to the voluntary termination
date of employment with the City.
C.
Failure
of the supervisory employee to give the thirty (30) days' termination
notice as provided for in this Section shall result in a forfeiture
of all severance benefits to which the supervisory employee would
have been entitled including, but not limited to, accumulated vacation
leave, accumulated compensation time, or unused personal days for
the current year.
[Ord. No. 307-C §§1—2, 9-21-1987]
A.
If
an employee of the City of Canton, Missouri, shall be injured and
said injury is covered under the Missouri Workers' Compensation law,
and if said employee is subject to the three (3) day waiting period
as provided for in Section 287.160, RSMo., the City of Canton, Missouri,
shall pay the employee regular wages for the three (3) days not compensated
under the Missouri Workers' Compensation law during the period.
B.
If
after payment of wages to an employee by the City of Canton, Missouri,
for the three (3) day waiting period under Section 287.160, RSMo.,
it is determined that the injured employee does not qualify for benefits
under the Missouri Workers' Compensation law, the three (3) paid days
shall be deducted from the employee's sick leave, if available, or
if no sick leave is available, then from the employee's vacation leave,
if available, or if no sick leave or vacation leave is available,
the employee shall repay the sum received to the City of Canton, Missouri.
[Ord. No. 554-C §§1—4, 8-18-2003]
A.
Employees Covered By This Section. To receive the benefits
provided by this Section a City employee must meet the following requirements:
1.
Have been employed by the City prior to the contract for municipal
services between the City and EMC.
2.
Have been employed by EMC up to the time of the termination of the
contract for municipal services between the City and EMC.
3.
Have become an employee of the City effective July 1, 2003, and has
continued as an employee of the City until the effective date of this
Section (August 18, 2003).
B.
Vacation Leave Benefit. Those persons who qualify under Subsection (A) of this Section shall receive the following vacation leave with pay benefits:
1.
On January 1, 2004, qualified employees shall receive that annual
vacation leave with pay that they would have received if their service
to the City had been continuous from the time of their original hire
to January 1, 2004, and the service of qualified employees as employees
of EMC shall be included in the calculation of the vacation leave
with pay that each qualified employee is entitled to.
2.
Thereafter, those employees shall receive vacation leave as provided
for in Canton, Missouri City Code, or any successor City Code.
C.
Sick Leave. Those persons who qualify under Subsection (A) of this Section shall receive the following sick leave with pay benefits:
1.
On January 1, 2004, qualified employees shall receive that sick leave
that they would have received if their service to the City had been
continuous from the time of their original hire to June 30, 2003,
and the service of qualified employees as employees of EMC shall be
included in the calculation of sock leave that each qualified employee
is entitled to.
2.
The amount of sick leave accumulated by a qualified employee as of
June 30, 2003, as an employee of EMC shall be the accumulated sick
leave of a qualified employee as an employee of the City.
[Ord. No. 562-C §1, 11-17-2003; Ord. No. 628-C §1, 12-17-2007; Ord. No. 655-C §1, 7-20-2009]
A.
The
City will provide the following clothing to each employee of the City
Public Works Department:
1.
The City will provide each employee of the City Public Works Department
with an annual clothing allowance (based on the annual budget year
of the City) of three hundred fifty dollars ($350.00) which must be
spent by the public works employee as follows:
a.
Long or short sleeve shirts of a color and design as shall be determined
by the Public Works Director. All uniform shirts will bear the City
of Canton logo only, embroidered on the left chest of each shirt.
b.
Uniform trousers made from denim material, blue in color.
c.
Steel toe boots.
d.
Jacket, coat, bibs or overall protective wear that are tan or light
brown in color.
B.
All
uniforms shall be purchased from an approved local vendor, approved
by the Public Works Director and the employee shall obtain a purchase
order prior to purchase of any uniform item.
C.
All
uniforms purchased under the terms of this Section shall remain the
property of the City of Canton, Missouri, and shall be returned to
the Public Works Director upon the public works employee leaving employment
of the City of Canton for any reason.
D.
Public
works employees of the City shall not wear any of the uniform clothing
provided by the City through the clothing allowance for any other
purpose other than the performance of work for the City.
[Ord. No. 750-C §1, 5-18-2015]
A.
All employees of the Public Works Department are expected to obtain
pertinent licensing/certifications dependent upon their main employment
area. These licenses are a required stipulation of each employee's
employment. The City of Canton expects all employees to take the appropriate
steps including but not limited to reading, reviewing and studying
of provided material during class and prior to testing periods to
ensure they complete the exam with a passing grade. All employees
will be given three (3) attempts at passing each individual test,
failure to do so will result in release of employment.
1.
Water treatment plant operator. Full time water
treatment plant operators will be required to obtain and maintain
the maximum certification allowed by DNR for their particular experience
level up to a "B" water treatment certificate with the training expenses
being provided by the City of Canton. These are listed below. If the
operator wishes to obtain an "A" certification, they may do so at
their own expense for transportation, time and test fees unless vouchers
are available. The City of Canton will continue to cover all expenses
for continued education hours regardless of certification level. Water
treatment operators may also hold additional certifications acquired
prior to becoming a full time water plant operator. The City of Canton
will continue to expect the operator to maintain the license at the
City's expense as long as the operator remains employed with the City
of Canton.
2.
All other public works employees. All Public
Works Employees that are not full-time water treatment plant operators
will be expected to acquire and maintain a Missouri Commercial Driver's
License (CDL) and the maximum certification allowed by DNR for their
particular experience level up to a Distribution II and Waste Water
D. If the employee wishes to obtain a "DS III" or above a "WW D" certification,
they may do so at their own expense for transportation, time and test
fees unless vouchers are available. The City of Canton will continue
to cover all expenses for license/certification renewals and continued
education hours regardless of certification level.
|
Certificate Level
|
Water Treatment Minimum Actual and Equivalent Experience
| |
|---|---|---|
|
A
|
Five and one-half (5 1/2) years of water treatment facility
operating experience (of which two (2) years may be equivalent)
| |
|
B
|
Three and one-half (3 1/2) years of water treatment facility
operating experience (of which one (1) years may be equivalent)
| |
|
C
|
One and one-half (1 1/2) years of water treatment facility
operating experience (of which one (1) years may be equivalent)
| |
|
D
|
Six (6) months of water treatment facility operating experience
which may be equivalent
|
|
Certificate Level
|
Distribution Minimum Actual and Equivalent Experience
| |
|---|---|---|
|
DS III
|
Three (3) years of water distribution system operating experience
(of which one (1) years may be equivalent)
| |
|
DS II
|
One (1) year of water distribution system operating experience
(of which six (6) months may be equivalent)
| |
|
DS I
|
Six (6) months of water distribution system operating experience
(which may be equivalent)
|
|
Certificate Level
|
Waste Water Minimum Actual and Equivalent Experience
| |
|---|---|---|
|
A
|
Six (6) years of waste water treatment facility operating experience
(of which two (2) years may be equivalent)
| |
|
B
|
Four (4) years of waste water treatment facility operating experience
(of which one (1) years may be equivalent)
| |
|
C
|
Two (2) years of waste water treatment facility operating experience
(of which one (1) years may be equivalent)
| |
|
D
|
One (1) year of waste water treatment facility operating experience
which may be equivalent
|
