[CC 1997 §2-163; Ord. No. 16-2025, 8-12-2025]
A.
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.
1.
Information to be included. The following information is required by Part 516, FLSA to be maintained within each employee's personnel file:
a.
Name of employee in full;
b.
Home address including zip code;
c.
Date of birth, if under nineteen (19);
d.
Sex;
e.
Occupation (job classification);
f.
Time of day and day of week on which the employee's workweek begins;
g.
Daily and weekly hours of work;
h.
Regular hourly rate of pay in any workweek (used as a base rate to calculate overtime pay or compensatory time);
i.
Total daily or weekly straight time earnings;
j.
Total overtime compensation for any workweek;
k.
Total additions to or deductions from wages paid;
l.
Total wages paid each pay period;
m.
Date of payment and the pay period covered by the payment;
n.
Employee's anniversary date (day, month, year);
o.
Employee's attendance record;
p.
Records of accumulated vacation leave and sick leave;
q.
Records of benefits accruing to the employee;
r.
Documents regarding the employee's status — reprimands, commendations, legal actions, resignations, and such other documentation that is relevant;
s.
Relevant medical information that may effect the health and welfare of other employees.
2.
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".
3.
Salary ranges, position classification, and basic employment information shall in all cases be made available to the public on request at reasonable times.
B.
Probationary Period.
1.
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.
2.
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.
3.
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.
4.
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:
a.
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
b.
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.
C.
Hiring Of Relatives. Two (2) members of an immediate family shall not 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. When two (2) immediate family members work in the same department, neither may apply for promotion that places one (1) in a place of supervision of the other. If two (2) employees in the same department marry, and one (1) supervises the other, one (1) of them must resign within a reasonable length of time.
D.
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.
E.
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.
F.
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.
G.
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.
H.
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.
I.
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:
1.
Any employment, activity or enterprise which involves the use, for private gain, of the City's time, facilities, equipment or supplies.
2.
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.
3.
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.
J.
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.
K.
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.