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Exceptions. The following exceptions to this
policy are specifically noted below:
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a.
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Employees may communicate with mobile two-way radios while driving
so long as they take all necessary safety precautions.
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b.
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Police Officers shall adhere to departmental policy, "Mobile
Data Communications System SO0801 10/15/08", as it relates to the
use of Mobile Data Terminals (MDT). Firefighters may use MDTs in the
same manner as Police Officers so long as it is consistent with Fire
Department policies. In all other respects, Public Safety personnel
(Police Officers and Firefighters) shall comply with this policy.
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c.
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Hands-free devices may be permitted on a case-by-case basis
to be determined by the employee's supervisor and approved by the
Safety Director. A list of positions and/or individual employees that
are given approval to use hands-free devices shall be incorporated
as an exhibit to this policy and maintained as a permanent record.
It shall be periodically updated and signed by the Safety Director.
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All employees are expected to use good judgment, and act in
accordance with all safety rules, traffic laws and all other regulations
that are designed to avoid accidents. If an employee is observed violating
this policy, he or she will be given a verbal warning. A second observed
infraction of this policy will lead to a written warning. Any subsequent
infraction will be cause for termination. If an employee is involved
in an accident while on duty driving a City-owned vehicle, equipment
or a personal vehicle, and a factor of the accident is driving while
distracted, he or she will be subject to disciplinary action up to
and including termination on the first infraction. In the event of
an accident, the employee shall make all personal and City-owned electronic
devices in their possession at the time of the accident available
for examination by law enforcement personnel.
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Employees that are assigned to shifts that provide coverage
on the basis of a seven (7) day work week and work on the actual holiday,
shall be compensated for holiday pay on the actual holiday and not
the observed holidays listed earlier in this Chapter. This Section
specifically applies to the following personnel:
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E-911 Communications personnel;
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Monett Police Department Officers;
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Windmill Ridge Golf Course;
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Monett Regional Airport;
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Wastewater Treatment Plant (WWTP); and Water Treatment Plant
(WTP).
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All exempt personnel from these departments that typically work
a Monday — Friday schedule, shall follow the same holiday schedule
as all other departments.
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The City of Monett is committed to being a drug-free, healthy,
and safe workplace. You are required to come to work in a mental and
physical condition that will allow you to perform your job satisfactorily.
The overall goal of this policy and drug and alcohol testing policy
is to insure an alcohol and drug free workplace, to reduce accidents
and injuries, and to comply with relevant Federally mandated drug
and alcohol testing.
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The City of Monett recognizes that the state of an employee's
physical condition affects his/her job performance, availability,
their ability to perform certain types of work and may affect his/her
opportunities for continued employment or advancement. The City recognizes
that employees may have concerns about medical marijuana use and their
employment. The City also recognizes that drug and alcohol abuse ranks
as a major health problem which affects an individual's physical condition
and causes untold trauma and expenses not only to the employee but
also to the City employer.
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It is the general policy of the City to strictly prohibit the
possession, manufacture, sale, transfer, use or ingestion of non-prescribed
controlled substances or the use or ingestion of alcohol or the unauthorized
possession, sale or transfer of alcohol on City premises, while operating
City vehicles and equipment, while engaged in the performance of job
duties or while otherwise representing the City of Monett in any capacity
and during off-site lunch periods or breaks when an employee is expected
to return to work. It is the policy of the City to strictly prohibit
the manufacture, sale, transfer, use or ingestion in any manner of
medical marijuana on City premises, while operating City vehicles
and equipment, while engaged in the performance of job duties or while
otherwise representing the City of Monett in any capacity and the
use or ingestion of medical marijuana during off-site lunch periods
or breaks when an employee is expected to return to work.
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The possession of alcoholic beverages by employees whose job
assignment includes buying, selling, distributing, dispensing, and
transferring alcoholic beverages is excluded, as is the use of alcohol
containing solvent, cleaners and other chemicals for the purpose for
which they were manufactured.
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It is a violation of this policy for employees to report to
work, or to enter onto the City premises while being in a condition
impaired for work due to effects, symptoms or side effects of medical
marijuana, alcohol and/or illegal or unauthorized drugs.
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You may use legally prescribed drugs on the job only if they
do not impair your ability to perform the essential functions of your
job effectively and safely without endangering yourself or others.
Employees must use the drug in accordance with a physician's or labeling
instructions. Employees must not distribute the drug to other individuals
and must report the use of the legal drug to his or her immediate
supervisor before the beginning of his or her work shift. The City
reserves the right to have a physician of its choice determine whether
an employee can safely perform his/her job while using or being under
the influence of any legal drug and may restrict such employee's work
activity or presence on City premises. Employees are not permitted
to be under the influence or use medical marijuana on the job.
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Employees of the City of ,Monett are expected to fully comply
with this policy and be free from the use of illegal drugs and to
abstain from alcohol use and medical marijuana use as provided by
this policy. This policy applies to job applicants, probationary employees,
full, part-time and temporary employees of the City.
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Whenever a supervisor has reason to believe the appearance and/or
conduct of an employee are indicative of the use of alcohol, drugs
or both, or an employee is under the influence of medical marijuana
the supervisor has the responsibility to act on his/her suspicion.
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Failure to submit to any drug or alcohol testing required under
this policy, including but not limited the failure to report in a
timely manner to a collection site, sign any required consent forms
or otherwise fully cooperate in the collection of any breath or urine
specimen, is also strictly prohibited. If any employee or applicant
refuses to be tested, the refusal shall be treated as a positive test
and the employee shall be subject to disciplinary action or excluded
from the hiring process. Test results will be kept confidential from
the general City work force and public. However, test results may
be made known to the involved City personnel to determine an appropriate
response to the testing results.
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If a pre-employment drug test returns a positive result for
marijuana and the employee provides a valid Missouri patient identification
card for medical marijuana, the positive test result will not be automatic
grounds for denial of employment. To request an accommodation, employees
must report possession of a Missouri patient identification card for
medical marijuana and provide any required documentation to the human
resources department. Any employee who has their Missouri patient
identification card revoked or suspended must report such revocation
or suspension to the Human Resources Department within five (5) days.
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If you violate this policy, it may lead to disciplinary action,
up to and including immediate termination of your employment. We may
also require that you participate in a substance abuse rehabilitation
or treatment program. If you violate this policy, there could also
be legal consequences.
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The City maintains a contract Employee Assistance Program which
will provide counseling or referral services for drug and alcohol
abuse. Accumulated leave or leave without pay may be granted for treatment,
counseling or rehabilitation under the applicable ordinance provisions.
It will be the employee's responsibility to comply with the City's
requests for referral and diagnosis and to cooperate fully with any
prescribed therapy.
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If you have questions about this policy or issues related to
drug or alcohol use at work, you can raise your concerns with your
supervisor or the Human Resources Department without fear of reprisal.
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CHAPTER 514
EMPLOYEE COMPENSATION DURING MUTUAL AID RESPONSE
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The City of Monett recognizes the additional effort and hazards
that come with emergency response which are different than normal,
scheduled work. Specifically, mutual aid requests that come from requesting
agencies or other coordinating agencies under the terms of an approved
Mutual Aid Agreement. This policy shall serve as the City of Monett's
standard practice for employee compensation for mutual aid provided
to Missouri Public Utility Alliance (MPUA) members, the Oklahoma Municipal
Authority (OMA) and its members, and the American Public Power Association
(APPA) and its members. If additional Mutual Aid Agreements are approved
by the City Council following adoption of this amendment, the terms
and conditions of this amendment shall apply.
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This policy is applicable only for responses to formal requests
for mutual aid assistance. Assistance provided by the City of Monett
to other Cities or agencies without a formal mutual aid request for
assistance shall be treated as routine work and all employee pay and
benefits shall remain the same as if they were performing work for
the City of Monett.
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This policy also covers other departments of the City, including,
but not limited to, Public Works, Fire and Police if the mutual aid
is in response to a State- or Federally-declared disaster.
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MUTAL AID — EMPLOYEE LABOR RATES
| |
Upon the occurrence of an emergency event that results in a
request for mutual aid, the City of Monett agrees to respond, as determined
by the Mayor or City Administrator in consultation with the Utilities
Superintendent, Public Works Superintendent, Police Chief, Fire Chief
or Emergency Management Director depending on the nature of the request.
If a request for mutual aid is approved for response, the Mayor or
City Administrator are hereby authorized to provide City personnel,
equipment and supplies to assist the requesting agency in accordance
with the following:
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A.
|
Rate of Pay. Employees shall earn the same base hourly rate
as they are earning at the time of deployment.
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B.
|
Within the State of Missouri. If the event is within the State
of Missouri, employees shall be paid at the rate of one and one-half
(1 1/2) times the employee's regular hourly rate of pay, including
travel time defined as from portal to portal. Except for the initial
and final travel day, time worked will include a minimum of eight
(8) hours each day, with a maximum of hours allowed in accordance
with the latest edition of the APPA Safety Manual, but not to exceed
sixteen (16) hours in a calendar day.
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C.
|
Outside the State of Missouri. If the event is located outside
the State of Missouri, employees shall be paid at the rate of two
(2) times the employee's regular hourly rate of pay, including travel
time. Except for the initial and final travel day, time worked shall
include a minimum of twelve (12) hours each day, with a maximum of
hours allowed in accordance with the latest edition of the APPA Safety
Manual, but not to exceed sixteen (16) hours in a calendar day.
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D.
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Mutual Aid Provided on a Holiday. All hours worked on the actual
day of the following holidays shall be paid at two and one-half (2
1/2) times the employee's regular hourly rate of pay, including travel
time: New Year's Day, President's Day, Memorial Day, Independence
Day/July 4th, Labor Day, Veteran's Day, Thanksgiving, the Friday following
Thanksgiving, Christmas Eve and Christmas. These days are recognized
as the holiday for purposes of this policy regardless of the day that
may be recognized by the City.
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E.
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Per Diem Meal Expenses. While deployed on mutual aid assistance,
employees shall be paid fifty dollars ($50.00) per day for meals.
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GENERAL LABOR, EQUIPMENT AND OTHER EXPENSES
| |
On the initial and final travel day, time worked is calculated
from the time employees arrive at a City of Monett location to prepare
for deployment; and includes travel time to the destination location
and any restoration work or assistance rendered at the destination
City. The same calculation applies to the day of return.
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Cities or agencies that request and receive mutual aid from
the City of Monett shall be billed as follows:
| |
A.
|
Labor Expense. The City of Monett shall bill for labor incurred
plus overhead for benefits (including but not limited to wages, FICA,
retirement, insurance, workers compensation) plus a ten percent (10%)
administration fee.
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B.
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Equipment and Material Expenses. The City of Monett shall bill
for equipment in accordance with the current equipment rate schedule
in addition to any City of Monett inventory utilized as part of the
response. All invoices shall include a ten percent (10%) administration
fee.
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C.
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Additional Expenses. Additional expenses shall be billed to
the requesting agency at actual cost incurred. This may include but
is not limited to: retail cost for non-inventory material and supplies,
fuel, lodging, and other expenses incurred as a result of the mutual
aid response.
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D.
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Payment Terms. Payment in full shall be due within forty-five
(45) days of billing, however, this may be extended without penalty
at the discretion of the City Administrator, if the requesting agency
is awaiting Federal and/or State disaster aid assistance.
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After Completion Of
|
2080 Employee
|
2920 Firefighter
|
---|---|---|
Year 1
|
80 hours
|
4 shifts
|
Year 2
|
88 hours
|
5 shifts
|
Year 3
|
96 hours
| |
Year 4
|
104 hours
|
6 shifts
|
Year 5
|
112 hours
| |
Year 6
|
120 hours
|
7 shifts
|
Year 7
|
128 hours
| |
Year 8
|
136 hours
|
8 shifts
|
Year 9
|
144 hours
| |
Year 10
|
152 hours
|
9 shifts
|
Year 11
|
160 hours
|
10 shifts
|