[R.O. 2011 § 130.010; R.O. 2009
§ 36.01; CC 1981 § 2-330; Ord. No. 83-23, 3-30-1983; Ord. No. 07-162, 6-11-2007]
This Chapter shall be identified
and may be referred to as the "Personnel Code of the City of St. Charles"
and shall apply to all classified employees of all departments, agencies
and offices responsible to the Mayor.
[R.O. 2011 § 130.020; R.O. 2009
§ 36.02; CC 1981 § 2-331; Ord. No. 83-23, 3-30-1983]
A.
The general purpose of this Personnel Code
is to provide a comprehensive system that ensures that all appointments
and promotions of City employees shall be made solely on the basis
of merit and proficiency as demonstrated by examination, service ratings,
length of service or some other evidence of competence in accordance
with the Charter.
B.
All personnel administration, including
appointment, promotion, transfer, layoff, removal, discipline, benefits,
including wage administration and other incidents of City employment,
shall be based on merit principles.
C.
No person shall willfully or corruptly
make any false statement, certificate, rating or report in regard
to any test, certification or appointment held or made under personnel
provisions of this City or in any manner commit or attempt to commit
any fraud preventing the impartial administration of the rules and
regulation made thereunder.
[R.O. 2011 § 130.030; R.O. 2009
§ 36.03; CC 1981 § 2-332; Ord. No. 83-23, 3-30-1983]
Discrimination against any person
in recruitment, examination, appointment, training, promotion, retention,
discipline or any other aspect of personnel administration because
of political or religious opinions or affiliations or because of race,
national origin or other non-merit factors is prohibited. Discrimination
on the basis of age, sex or physical disability shall be prohibited
except where specific age, sex or physical requirements constitute
a bona fide occupational qualification necessary to proper and efficient
administration.
[R.O. 2011 § 130.040; R.O. 2009
§ 36.04; CC 1981 § 2-333; Ord. No. 83-23, 3-30-1983; Ord. No. 02-128, 5-28-2002; Ord.
No. 07-162, 6-11-2007]
The Human Resources Director shall administer the personnel system of the City in accordance with Section 7.9 of the City Charter at the direction of the Mayor.
[R.O. 2011 § 130.050; R.O. 2009
§ 36.05; CC 1981 § 2-334; Ord. No. 83-23, 3-30-1983; Ord. No. 02-128, 5-28-2002; Ord.
No. 07-162, 6-11-2007; Ord. No. 10-53 § 1, 3-22-2010]
A.
The Director of Human Resources shall prepare
and develop personnel rules and a manual which shall not conflict
with the provisions of the Charter and the Personnel Code.
B.
These rules and manual shall constitute,
for approval by the Mayor, the personnel system and shall provide
for:
1.
Classification of all City positions,
based on duties, authority and responsibility of each position, with
adequate provision for reclassification of any position whenever warranted
by changed circumstances.
2.
Methods for determining the merit
and proficiency of candidates for appointments or for promotions.
3.
A pay plan for all City positions.
4.
Attendance regulations, hours of
work and provisions for vacations, sick leave and other types of leaves.
5.
Discipline procedures, policies and
appeal procedures.
6.
The policies and procedures regulating
the reduction in force and removal of employees.
7.
Policies regarding in-service training
programs.
8.
The policies and procedures governing
persons holding provisional appointments.
9.
Other practices and procedures necessary
to the administration of the City personnel system.
[R.O. 2011 § 130.060; R.O. 2009
§ 36.06; CC 1981 § 2-340; Ord. No. 83-23, 3-30-1983; Ord. No. 02-128, 5-28-2002; Ord.
No. 07-162, 6-11-2007]
A.
The classification plan shall provide a
complete inventory of all positions in City service and an accurate
description and specifications for each class of employment. The plan
shall standardize titles, each of which is indicative of a definite
range of duties and responsibilities and has the same meaning throughout
the classified service.
B.
The Director of Human Resources, under
the direction of the Mayor, shall administer and maintain the City's
classification plan, making amendments thereto so as to accurately
reflect the duties, responsibilities and requirements of each class
or position. The position classification plan shall set forth for
each class or position a class title, a statement of duties, authority,
responsibilities thereof and the qualifications that are necessary.
[R.O. 2011 § 130.070; R.O. 2009
§ 36.07; CC 1981 § 2-319; Ord. No. 86-2, 1-7-1986; Ord. No. 96-186, 6-20-1996; Ord.
No. 07-162, 6-11-2007]
A.
Administration of pay rates within pay
ranges and on the basis of merit and longevity is the responsibility
of the Mayor. The Mayor and the City Council shall determine the pay
rates and the merit and longevity increases for the position of City
Attorney. The City Council shall determine the pay rate and the merit
and longevity increases for the position of City Clerk and the City
Clerk's staff. All positions in the City service requiring similar
qualifications and having similar duties and responsibilities shall
be placed in the same pay ranges. Whenever there is a large-scale
reclassification of positions, the City may choose to move some or
all of the reclassified positions to the new classifications in increments
rather than in a single adjustment.
B.
The compensation of all officers and employees
of the City shall be fixed by the Council; but the salary of an officer
shall not be changed during the time for which he/she was elected
or appointed.
[R.O. 2011 § 130.080; R.O. 2009
§ 36.08; CC 1981 § 2-362; Ord. No. 83-23, 3-30-1983; Ord. No. 86-59, 3-21-1986; Ord.
No. 89-214, 11-8-1989; Ord. No. 07-162, 6-11-2007]
A.
Purpose. The purpose of the probationary
period is to establish a time frame which shall be utilized as a test
of fitness and competence of the new employee or newly promoted employee
and allows the City to measure and reject any employee whose probationary
period is substandard or marginal without right of appeal.
B.
General. The probationary or working test
period for all non-elected full-time City employees is six (6) months
except appointed police and fire personnel, park rangers, community
service aides and public safety communications specialists.
C.
Police And Fire Personnel.
For newly appointed or promoted police and fire sworn personnel, the
probationary or working test period shall be one (1) year of continuous
City service from the date of employment.
D.
Public Safety Communications Specialists.
The probationary or working test period for all public safety communications
specialists is one (1) year.
E.
Park Rangers. The probationary
or working test period for newly appointed or promoted park rangers
shall be one (1) year of continuous City services from the date of
employment.
F.
Extension. All applicable probationary
periods may be extended by the amount of all unscheduled absences.
At the end of the probationary period, if there is reason to believe
that the employee may develop the ability to perform satisfactorily
by an extension of the probationary period, the department head, with
the approval of the Mayor, may grant an extension of the probationary
period which shall not exceed six (6) months.
[R.O. 2011 § 130.090; R.O. 2009
§ 36.09; CC 1981 § 2-363; Ord. No. 83-23, 3-30-1983]
The City may require an employee
or applicant to submit to a medical examination by a certified, qualified
practicing physician to determine the ability of such an employee
or applicant to perform the duties required of the position held or
sought. If the results of the medical examination indicate an individual
may not be able to perform the duties required of the position, it
may be grounds for removal of the employee or rejection of the applicant.
[R.O. 2011 § 130.100; R.O. 2009
§ 36.10; CC 1981 § 3-364; Ord. No. 83-23, 3-30-1983]
A.
Two (2) members of an immediate family
shall not be employed under the same supervisor; nor shall two (2)
members of an immediate family be employed at the same time, regardless
of the department, if such employment would result in an employee
supervising a member of his/her immediate family. This policy applies
to promotions, demotions, transfers, reinstatements and new employment.
B.
For the purpose of this Section only, the
immediate family is classified as husband, wife, mother, father, brother,
sister, children, stepchildren, mother-in-law, father-in-law, son-in-law,
daughter-in-law, grandparents, grandchildren, stepfather, stepmother,
brother-in-law, sister-in-law, uncle or aunt.
[R.O. 2011 § 130.110; R.O. 2009
§ 36.11; CC 1981 § 2-366; Ord. No. 84-135, 11-20-1984; Ord. No. 07-162, 6-11-2007]
The Mayor shall adopt and implement
rules giving preference for initial employment to residents of the
City.
[R.O. 2011 § 130.120; R.O. 2009
§ 36.12; CC 1981 § 3-367; Ord. No. 86-2, 1-7-1986]
The City Council may establish an
educational assistance program for permanent full-time employees of
the City subject to such rules and regulations as may be adopted by
the City Council.
[R.O. 2011 § 130.130; R.O. 2009
§ 36.14; Ord. No. 06-250, 9-11-2006; Ord. No. 07-162, 6-11-2007]
A.
Any person employed by the City that is
required to register with the Chief Law Enforcement Official of the
County in which such person resides pursuant to Section 589.400, RSMo.,
then that person shall register with the City Police Department prior
to the start of the first work shift after registering pursuant to
Section 589.400, RSMo.
B.
Any registration pursuant to Subsection (A) above shall consist of completion of an offender registration form developed by the Missouri State Highway Patrol. This registration form is available at the City Police Department.
D.
Any City employee who becomes aware of
any individual in violation of this Section shall notify the Chief
of Police, Mayor and City Clerk who will notify the City Council.
[R.O. 2011 § 130.140; R.O. 2009
§ 36.15; Ord. No. 08-110, 5-30-2008]
Except as otherwise provided in the
Charter, no department director shall be removed except by executive
order of the Mayor with the approval of a majority vote of the entire
Council.
[R.O. 2011 § 130.150; R.O. 2009
§ 36.16; Ord. No. 10-160 § 1, 8-5-2010; Ord. No. 11-224 § 1, 11-4-2011; Ord.
No. 21-091, 6-15-2021]
A.
Pursuant to Charter Section 5.1, the Director
of Administration shall be a resident of the City within six (6) months
after appointment and shall remain a resident of the City as long
as the Director of Administration is acting in the capacity of Director
of Administration.
B.
The Chief of Police and the Fire Chief
shall be a resident of the City or of a County contiguous to the City
within six (6) months after appointment. The Council may waive the
requirement of Chief of Police or Fire Chief residency by an affirmative
vote of the entire Council.
C.
No other department director shall be required
to reside in the City as a condition of appointment or employment.
