[CC 1997 §2-163]
Employee's Record. The department head shall be responsible for maintaining a current and accurate file on each employee under his/her direction. Department heads shall maintain time sheets for all personnel and will submit same to the City Clerk. Personnel files shall be kept for no less than five (5) years from the date of separation.
Information to be included. The following information is required by Part 516, FLSA to be maintained within each employee's personnel file:
Name of employee in full;
Home address including zip code;
Date of birth, if under nineteen (19);
Occupation (job classification);
Time of day and day of week on which the employee's workweek begins;
Daily and weekly hours of work;
Regular hourly rate of pay in any workweek (used as a base rate to calculate overtime pay or compensatory time);
Total daily or weekly straight time earnings;
Total overtime compensation for any workweek;
Total additions to or deductions from wages paid;
Total wages paid each pay period;
Date of payment and the pay period covered by the payment;
Employee's anniversary date (day, month, year);
Employee's attendance record;
Records of accumulated vacation leave and sick leave;
Records of benefits accruing to the employee;
Documents regarding the employee's status — reprimands, commendations, legal actions, resignations, and such other documentation that is relevant;
Relevant medical information that may effect the health and welfare of other employees.
The City shall designate a repository for all personnel files and records as deemed necessary. Personnel files will be maintained as confidential and information will be revealed to only those persons who submit a written request and who have a reasonable and documented "need to know".
Salary ranges, position classification, and basic employment information shall in all cases be made available to the public on request at reasonable times.
Each employee receiving an appointment or promotion to a position in City service must serve a probationary period of six (6) months before the 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 the supervisor, department head and other appropriate City Officials. If the probationary employee fails to meet required standards of performance, such employee is to be dismissed, or if he/she is a promoted regular employee, the employee 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.
If at any time during the probationary period the department head determines that the services of the employee have been unsatisfactory, the employee may be separated from the position without the right to appeal or a hearing. The department head shall notify the employee in writing at least seven (7) calendar days before the effective date of separation of the reasons for the separation.
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 probation period, the department head may grant an extension, not to exceed sixty (60) days.
At the end of the employee's six (6) month probationary period, the department head shall complete a probationary report and notify the Mayor that either:
The employee has successfully completed the probationary period and is capable of performing the duties or position satisfactorily, and henceforth to be considered a regular employee with all rights and privileges due such employee; or
The employee has not demonstrated ability to perform satisfactorily the duties of the position and is to be separated from City employment, or if promoted from another position returned to the previous or a similar classification.
Hiring Of Relatives. Two (2) members of an immediate family shall not be employed under the same supervisor; neither shall two (2) members of an immediate family be employed at the same time, regardless of the administrative department, if such employment will result in an employee supervising a member of the immediate family. This policy applies to promotions, demotions, transfers, reinstatements, and new appointments. "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. If two (2) employees in the same department subsequently marry, one (1) of them must resign within a reasonable length of time.
Seasonal And Temporary Employees. Unless otherwise specifically included herein, no seasonal or temporary employee shall be entitled to sick leave, vacation, insurance benefits, or similar employee benefits.
Performance Of Employee. All City employees will be informed at the time of employment of their duties and responsibilities and will be expected to perform them as efficiently and effectively as possible. Also, City employees must conduct themselves in a proper manner at all times, because many citizens will evaluate their municipal government on their observation of the City employee. When an employee's performance becomes unsatisfactory, the supervisor has the responsibility and obligation to explain the deficiencies to the employee. The immediate supervisor will explain the deficiency in a constructive, helpful manner in order to prevent bruised feelings and damaged egos. Except where appointed boards and department supervisors are utilized, the Mayor and Board of Aldermen have the ultimate responsibility regarding the dismissal of employees. Each employee has the right to appeal the decision.
Residence. Employees of the City of Branson West shall not be required to live within the City limits, but they are encouraged to do so. This suggestion is intended to foster a greater interest in and concern for the welfare of the community on the part of the City employees. At the time of appointment, promotion, demotion, etc., if all other factors are equal, City residents shall be given favorable preference.
Dress Code. All City employees shall comply with a City dress code. The department head may establish a reasonable dress code for employees under his/her direction at his/her discretion with the approval of the Board of Aldermen.
Outside Employment. No full-time employee in the City service shall accept outside employment, whether part-time, temporary or permanent, without prior written approval from the department head. 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. 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 official duties.
Conflict Of Interest. No employee shall engage in any activity or enterprise which conflicts with his/her duties as a City employee or with the duties, functions, and responsibilities of the department in which he/she is employed. The following activities shall be considered a conflict of interest with City employment:
Any employment, activity or enterprise which involves the use, for private gain, of the City's time, facilities, equipment or supplies.
Involves the receipt or acceptance of any money or other consideration from anyone other than the City for performance of an act which would be expected to be rendered in the regular course of City employment or as part of the duties of a City employee.
Involves so much of the employee's time that it impairs his/her attendance or efficiency in the performance of his/her duties as a City employee.
Health And Safety. City employees have a right to work in a safe environment and the City must help in preventing injuries to employees and others.
If an employee is on medication or under a doctor's care for any reason that could effect the employee's operation of machinery, equipment, or other job duties, the employee must inform his/her supervisor of his/her condition. It is also the employee's responsibility to immediately report any injury, no matter how minor, to his/her supervisor. The supervisor must report the injury to the City Clerk as soon as possible after the injury. Failure to report a health or injury condition may subject the employee to disciplinary action.
Physical Examinations Required. All employees are required to have a standard pre-employment physical examination prior to employment with the City. The costs of the physical examination are to be paid by the City Treasurer at a medical doctor of the City's choice, after approval of the Board of Aldermen. The employee is to return the sealed medical report to the department head for review before the employee will be hired. Any employee injured on the job is required to seek medical attention immediately. All employees are required to notify their department head of any injuries which are job related. Such notification is required to take place as soon as possible after the injury has incurred.
[CC 1997 §2-164; Ord. No. 44-2007 §1, 11-13-2007; Ord. No. 70-2009 §1, 4-14-2009; Ord. No. 91-2010 §1, 4-22-2010]
Salary Review. In an effort to pay all employees on a fair and equitable basis, August first (1st) of each year has been designated by the Mayor and Board of Aldermen as the date for annual salary review. The salary of regular employees will not be less than set by the current Fair Labor Standards Act.
Pay Period And Pay Day. Employees shall be paid every other Wednesday, with the time for the pay period ending on the preceding Saturday at Midnight.
Starting Salary. A new employee normally will enter employment at the minimum rate of pay for the position in which he/she is employed. In the case of difficulty in finding qualified personnel or in the hiring of an exceptionally qualified person, the starting salary may be at a higher rate. Any exception to this policy first must be approved by the Board of Aldermen.
Salary Increases. Salary increases shall not be routine or automatic, providing that an employee assigned full-time status following completion of a probationary period may be granted a one (1) step salary increase. The City Clerk shall be required to keep adequate records of all persons employed, their pay scale, time worked, accrued vacation and sick leave, all absences for vacation and sick leave accrued, accrued overtime and all absences for other reasons.
Rates Of Pay. Hourly rates of pay for personnel paid on a monthly salary shall be completed by multiplying the monthly rate of pay by twelve (12) and dividing by two thousand eighty (2,080) (fifty-two (52) weeks times forty (40) hours). Net pay shall be computed by subtracting applicable deductions.
Salary Advances. It is the policy of the City that no advance in future wages, including accrued annual leave, shall be made (except in cases of resignation or dismissal).
Salary Adjustments To Evaluations. It is the general policy of the City that employees receive salary adjustments on the basis of an objective evaluation of their performance and that allocation of "general" or "cost of living" increases to all employees without consideration of their performance is not in the best interest of the City and its employees. However, to remain continuously competitive, the salary structure shall recognize changes in the cost-of-living and other variables through adjustments in the salary grade table or reclassification of positions (up or down). It shall be the responsibility of the Board of Aldermen or the appropriate board to determine annual adjustment to the salary grade table on the basis of his/her analysis of the following general trends:
Hours Of Work. The normal workweek shall be forty (40) hours consisting of eight (8) hour workdays, except that of the Police Department which shall consist of a forty (40) hour workweek. No employee shall be permitted to work in excess of forty (40) hours per week except when an emergency exists or overtime work is necessary to carry out normal and essential services of the City and is assigned by an employee's immediate supervisor.
Sick Leave. All full-time City employees shall earn sick leave with full pay at the rate of one (1) workday 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 (6) month probationary period except with permission of the Mayor or Board of Aldermen. Sick leave may never be taken in advance of earning the time. Sick leave may be accumulated up to sixty (60) days. An employee may be eligible for sick leave for the following reasons:
Personal illness or physical incapacity.
Quarantine of an employee by physician.
Illness in the immediate family requiring the employee to remain at home.
An employee who is unable to report for work because of the above reasons shall report the reason for his/her absence to the supervisor within four (4) hours from the time he/she is expected to report for work. Sick leave with pay shall not be allowed unless such report has been made. 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 the employee from appearing for work.
An employee terminating from the City service shall not be allowed the use 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 an employee. Abuse of the sick leave privilege can result in dismissal.
Pregnancy. As required by the 1978 amendments to Title VII of the Civil Rights Act of 1964, pregnancy and pregnancy-related conditions shall be treated the same as any other illness or short-term disability.
Emergency Leave. Emergency leave shall be at the discretion of the department supervisor.
Funeral Leave. Funeral leave may be granted to an employee at the discretion of the department supervisor.
Leave Related To Workers' Compensation. Leave under this Subsection applies to any employee who sustains an injury in the course of performing his/her assigned duties or who incurs an occupational disease compensable under the Missouri Workers' Compensation as prescribed by the Missouri State Statutes and not by the City of Branson West. After receiving initial treatment, the injured employee and the City Clerk shall complete an "on-the-job" injury report and forward it to the company carrying the insurance on the City. An employee who is injured in the performance of his/her job will be granted leave with pay on the day the accident occurs in order to obtain medical treatment. Any bills for medical and hospital expenses received by the employee shall be forwarded to the City Clerk for processing and proper distribution. All matters regarding coverage or claims should be referred to the City Clerk. Provisions as to injury time off, sick leave, with or without pay shall be subject to variance in accordance with compliance with Workmen's Compensation laws of this State.
Extended Leave. In cases of prolonged illness or injury which extend beyond accumulated sick leave, an employee may obtain a leave without pay, not to exceed six (6) months, when approved by the Board of Aldermen or appropriate board.
[Ord. No. 2-2019, 4-16-2019]
All regular full-time employees of the City shall receive normal compensation for the legal holidays listed below and any other day or part of a day during which the public offices of the City shall be closed by special proclamation of the Mayor with approval of the Board of Aldermen. The Board of Aldermen shall retain the right to determine which traditional and non-traditional days of each year that will be considered paid holiday leave. Normally the holiday schedule will be those holidays observed as follows:
New Year's Day, January 1
Martin Luther King Day, third (3rd) Monday in January
Presidents' Day, third (3rd) Monday in February
Good Friday, Friday before Easter
Memorial Day, last Monday in May
Independence Day, July 4
Labor Day, first (1st) Monday of September
Columbus Day, second (2nd) Monday of October
Veterans' Day, November 11
Thanksgiving Day, last Thursday in November
Friday after Thanksgiving
Christmas Eve, December 24
Christmas Day, December 25
New Year's Eve, December 31
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 regular employees working forty (40) 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 workweek is other than Monday through Friday, the department head may require employees to work on holidays that are normally granted to other employees of the City or may allow the employees to take the time off and be compensated at regular pay. If the holiday falls on an employee's scheduled day off, the employee shall be compensated for the holiday at regular pay. Whenever an employee is required to work on a holiday that is normally granted to other employees of the City, the employee shall receive equal time off during the following thirty (30) days; however, if the employee does not take the equal time off during the thirty (30) days following the holiday, the employee shall forfeit the time off and shall instead be paid time and a half (1½) for the time worked on the holiday. The selection of time off shall be jointly made by the employee and the department head but must be made to best serve the needs of the City.
Any employee absent without authorized leave on the day preceding and/or the day following a holiday shall not receive regular compensation for the holiday.
Vacation is a substantial benefit to regular full-time employees of the City, and is important to their health and welfare and well-being. 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 week to which the employee is assigned at the time of vacation. After the first (1st) year of employment, the employee earns one (1) week of vacation (forty (40) hours). After the second (2nd) year of employment, employees earn two (2) weeks (eighty (80) hours) of vacation. After the ninth (9th) year of employment, the employee earns three (3) weeks (one hundred twenty (120) hours) of vacation. After the fifteenth (15th) year of employment, the employee earns four (4) weeks (one hundred sixty (160) hours) of vacation.
Vacation leave will be authorized only after it has been earned and it must be taken within one (1) year of its accumulation or carried over as unused vacation as noted below. In the event a holiday falls within an employee's scheduled vacation, he/she shall be cleared with the department supervisor before it is scheduled. Employees will be compensated for all unused vacation accumulated that year, in case of resignation or dismissal from City employment.
Part-time employees will not receive vacation time.
Maternity Or Family Leave. Maternity leave is to be used when an employee is unable to perform the duties of his/her position due to pregnancy or recovery of the employee or spouse. Upon approval of the department head, the employee will be granted a leave with pay by use of the employee's accumulated sick leave and vacation. If additional time is required, the employee may request a leave without pay. Within thirty (30) days after the employee knows that she is pregnant, she shall forward to her department head a memorandum stating the name of her physician and the anticipated day of delivery. Thirty (30) days after termination of pregnancy, the employee will return to work, unless additional leave is granted by the Board of Aldermen or otherwise be terminated.
Leave Of Absence.
In addition to leaves authorized above, a department head may authorize an employee to be absent without pay for personal reasons for a period or periods not to exceed ten (10) working days in any calendar year. Extended leaves of absences without pay may be granted to an employee under special circumstances. This leave shall be for not more than thirty (30) days. Approval in advance must be obtained from the Board of Aldermen.
Employees shall be allowed two (2) personal days each year with pay. These must be authorized by the department head in advance. They are not to be accumulated and can be used only during the calendar year in which they are earned.
Jury Duty And Court Appearance. Employees absent for jury duty will be paid their regular salary. Employees will be paid their regular salary for court attendance required by subpoena for City business; except Police Officers may be required to attend Municipal Court in the line of duty.
Group Insurance Participation. All employees (except part-time and seasonal employees who work less than thirty-two (32) hours per week) are eligible for participation in the City's group insurance program.
Workers' Compensation. All employees of the City are extended Workers' Compensation insurance coverage including part-time, seasonal, and temporary employees. This provides for payment of medical expenses and compensation to the employee who receives an injury in the course of his/her employment. All claims must meet the requirements of the Workers' Compensation laws of this State.
Layoffs will be based on relative efficiency and any employee affected through no fault of his/her own shall be eligible for re-employment when the reason for the layoff no longer exists.
Order of layoff. The following factors shall be considered:
Efficiency of employee as demonstrated on job.
Needs of the City.
Nature of the work or project to be curtailed.
Length of service to the City.
Whether or not employee can be transferred to another department, or another class.
Whether employee is full-time, part-time, seasonal or temporary.
Notice of layoff. A notice of layoff to the employee will be given as far in advance as practical and in no case less than three (3) days prior to the effective date, and shall state the possibility of re-employment and/or the expected date of re-employment, and any other information deemed necessary by the Board of Aldermen.
Re-employment. All other factors being equal, an employee will be re-employed in the reverse order of the layoff.
The standard workweek for employees other than department heads shall be five (5) days and forty (40) hours. Department heads 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 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. For department heads or other salaried employees, any work over forty (40) hours per week is considered part of their job responsibility and does not justify overtime pay.
When regular, classified employees are required to work extra or prolonged shifts, the department head shall authorize overtime pay which shall be one and one-half (1½) times the regular rate of pay. An employee who has left the normal place of work for home and is called back for overtime work shall be paid overtime in accordance with the Section above, and shall receive a minimum payment equal to at least two (2) hours pay.
[CC 1997 §2-165; Ord. No. 1206 §2-165(d), 3-24-1998]
Return Of City Property. An employee leaving the City service, whether through resignation, retirement, layoff, or dismissal, is responsible for returning any City property which he/she may have in his/her possession. Upon termination, such property must be returned to the head of the department from which the employee is terminating before receiving his/her final check. Any expenses incurred by the City due to loss or damaged property or failure to return City property shall be deducted from the employee's final check.
What The Employee Can Expect Of The Employer.
The opportunity for promotion will be extended to all employees before a new employee is hired for any position. No employee will be hired for any position within the City without first considering the qualifications of any employee interested in the vacancy and from whom the position does indeed represent a change in position and classification.
Promotions, transfers, and demotions and other decisions affecting employees will in no case be made on the basis of race, color, religion, sex, national origin or age.
The employee can expect the opportunity to review personnel records with the department head during normal working hours. No personnel record can be removed from the personnel files.
What The Employer Shall Expect From Each Employee.
To respect, and protect the rights, properties and interest of the City.
To respect and protect the rights and properties of all fellow employees.
To initiate suggestions or recommendations through proper channels for improvement in any of the working environment of City activities.
To accept and fulfill the responsibilities and obligations of the job as planned and assigned by each employee's immediate supervisor.
To give adequate notice whenever possible of anticipated employee initiated termination of employment.
Conduct, Work Habits, Attitude. It shall be the duty of each employee to maintain high standards of conduct, cooperation, efficiency and economy in their work with City service. 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 goodwill of the employee. Whenever possible, oral and/or written warning with sufficient time for improvement shall precede formal discipline.
Discipline Policy. 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 to the personnel rules and regulations.
Employee's and supervisor's responsibilities.
It is the duty of every employee to attempt to correct any faults in performance when called to their attention and to make every effort to avoid conflict with the City's rules and regulations.
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:
Grounds for action. The following are declared to be grounds for demotion, suspension, or removal of any permanent employee:
Conviction of a felony or other crime involving moral turpitude.
Acts of incompetence.
Absence without leave.
Acts of insubordination.
Intentional failure or refusal to carry out instructions.
Misappropriation, destruction, theft, or conversion of City property.
Refusal or neglect to pay just debts. Maintenance of effort to pay debts must be shown to clear employee of neglect charges.
Employee subsequently becomes physically or mentally unfit for the performance of his/her duties.
Acts of misconduct while on duty.
Willful disregard of orders.
Habitual tardiness and/or absenteeism.
Falsification of any information required by the City.
Failure to properly report accidents or personal injuries.
Neglect or carelessness resulting in damage to City property or equipment.
Repeated convictions during employment on misdemeanor and/or traffic charges.
Introduction, possession, or use on City property or in City equipment of intoxicating liquors, or proceeding to or from work under the influence of liquor.
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 time such action is taken and in any event not later than three (3) working days from date shall serve as prima facie evidence of delivery.
Probationary employee. Any probationary employee may be suspended, reduced in pay or class, or removed at any time by the department head or Mayor. Probationary, temporary, seasonal part-time employees shall not have the right of appeal from such action.
Permanent employees. All permanent employees holding positions in the City service may be suspended for a period of not to exceed thirty (30) working days, reduced in pay or class, or removed for just and reasonable cause by the department head with prior signed approval by the Mayor. Permanent employees shall be dismissed only after having been given written notice.
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.
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 department head or, if inapplicable, the Mayor.
Investigation. The department head (or Mayor, if none) shall hear appeals submitted by any permanent employee in City service relative to any suspensions, demotions, or dismissal and shall submit a written statement of facts, findings, and recommendations to the Mayor, whose action shall be final and conclusive.
Hearing closed. The hearing shall be closed to the public at the discretion of the Mayor.
Informal nature. The hearing shall be conducted in an informal manner and the Mayor shall make every effort to avoid the appearance of conducting a trial in a court of law.
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 its findings and recommendations to the Board of Aldermen.
Right to representation. The appellant shall have the right to appear and be heard in person or by counsel.
Appellant fails to appear. Appellant's failure to attend or notify the Mayor of inability to attend will constitute just cause for dismissal of the appeal.
[CC 1997 §2-166]
Purpose. 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 arrive.
Policy. An employee may present a grievance, or have an employee committee, selected by the employee, present the grievance to the employee's supervisor, department head or Mayor.
Grievances To Be Written. All grievances shall be submitted in writing.
Time Limit. If satisfaction is not achieved by the above procedure within ten (10) working days, the grievance may then be presented to the Personnel Board or to the Mayor.
Personnel Board. The Personnel Board or the Mayor shall convene a meeting 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. The Personnel Board or the Mayor shall then take appropriate action which may include a recommendation to change the personnel rules and regulations, a finding that the grievance is unjustified, or any other appropriate recommendation.
Protection. No employee shall be disciplined or discriminated against in any way because of proper use of the grievance procedure.
[CC 1997 §2-167]
It is the duty and right of every employee to register and vote on all political issues. Employees are permitted to join political organizations, civic associations or civic betterment groups.
Employees, except temporary and seasonal employees, are not permitted to engage in any political activity involving the election of candidates for any office. Any employee, except temporary and seasonal employees, desiring to become a candidate for elective office shall first take a leave of absence without pay, or resign.
Employees, except temporary and seasonal employees, are not permitted to solicit, sell or handle political contributions. Employees are not permitted to wear or display political badges, buttons or signs on their person or on City property during on-duty hours. Employees will not openly campaign or oppose candidates that would leave the impression of doing so in the name of the City.
Membership On Boards And Commissions. Employees, except temporary and seasonal employees, are not permitted to be a member of councils, boards or commissions that are advisory or administrative to the City except where such membership is specifically authorized by City ordinance. No elected official of this City shall be in direct charge of any department of the City, except the Mayor.
[CC 1997 §2-168]
Uniforms. Uniform allowance will be made to Police Department personnel. The rate of allowance shall be set by the Board of Aldermen. Cleaning and/or laundry costs and regular maintenance of the uniforms is the responsibility of the patrolmen.
Use Of City-Owned Vehicles. Employees designated by the Board of Aldermen shall be allowed to use City-owned vehicles as transportation to and from their home to their place of work in addition to use during normal hours of duty. All vehicles shall be kept clean and driven in a manner so as to conform with existing traffic regulations and not bring discredit to the City.
[CC 1997 §2-169]
Equal Employment Opportunity.
The City will not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, physical handicap or age. The City will take affirmative action to insure that applicants for employment are employed, and that employees are treated during employment without regard to their race, color, religion, sex, national origin, physical handicap or age. Such action shall include, but not be limited to, the following: employment, upgrading, demotion or transfer, recruiter, recruitment advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship.
The City will post in conspicuous places, available to employees and applicants for employment, notices to be provided by the Government setting forth the provisions of the non-discrimination clause. The City will state that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, physical handicap or age.
Job Descriptions. Each shall have a specification that includes a concise descriptive title, a description of the duties and responsibilities of positions and a statement of the qualifications for filling such positions. Such specifications shall be approved by the department head and shall be kept on file in the office of the City Clerk and shall be open to inspection by any interested party during regular office hours. Any such job description shall not be deemed to prevent the City from requiring an employee to perform additional acts or duties based upon the needs of the City, but in any such case the employee shall be specifically informed by the Mayor of what additional acts or duties are being required, and whether the increased acts or duties shall be temporary or permanent. An employee may receive a raise in rate of pay if approved by the Board of Aldermen based upon a permanent increase in their job duties and responsibilities notwithstanding that the employee has already received one (1) pay raise in the calendar year.