Village of Airport Drive, MO
Jasper County
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Table of Contents
Table of Contents
A. 
Each employee receiving an appointment or a promotion to a position in the Village service must serve a probationary period of eighty-nine (89) days before his/her appointment or promotion shall be considered permanent. During the employee's eighty-nine (89) day 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 and other appropriate Village Officials. If the probationary employee fails to meet required standards of performance, he/she is to be dismissed, or if he/she is a promoted regular employee, he/she 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 sick leave or vacation, but he/she will earn credit for these to be taken at a later date.
B. 
If, at any time during the probationary period the supervisor determines that the services of the employee have been unsatisfactory, the employee may be separated from his/her position by action of the Chairman upon approval of the Board.
C. 
At the end of each employee's eighty-nine (89) day probationary period the supervisor shall complete and file the probationary report and then recommend to the Chairman 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 Village employment or, if promoted from another position, returned to the previous position or a similar classification. The Chairman shall then notify the Board of Trustees the action taken.
The minimum age for employment as a probationary employee shall be eighteen (18) years of age. The minimum age for employment of seasonal employees shall be sixteen (16) years of age.
Employees of the Village shall not be required to live within the Village limits.
All employment by the Village of Airport Drive is on the basis of merit and qualifications. The Village will avoid favoritism, prejudices, and discrimination in all forms of the employment process. Politics, religion, sex, race, union affiliation, age, creed, color, national origin, or any physical or mental handicap which will not affect a persons ability to perform the essential functions of a job in a satisfactory manner will not be a factor in the consideration for employment, promotion, demotion, transfer, rate of pay or dismissal.
A. 
Village employees shall not be appointed or retained on the basis of their political activity. Village employees shall not be coerced to take part in political campaigns, to solicit votes, to levy, contribute or solicit funds for the purpose of supporting or opposing the appointment or election of candidates for any municipal elections.
1. 
No Village 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 Village 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 elections.
2. 
Failure to comply with these provisions is grounds for immediate dismissal.
Applicants for all full-time positions must have a high school diploma or a G.E.D. equivalent.
A. 
Employment requirements are as follows:
1. 
All employees must be willing to meet all training requirements given by the Village.
2. 
All employees must be willing to attend all meetings required by the Chairman.
3. 
All employees must participate in any testing required by the Village.
4. 
All employees must be willing to work assignments as needed.
5. 
All employees must be willing to report to duty in case of an emergency.
6. 
All employees must sign that they have read and understand and will abide by these regulations.
A. 
It shall be the duty of each employee to maintain high standards of conduct, cooperation, efficiency and economy in their work for the Village. 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 warnings with sufficient time for improvement shall precede formal discipline.
B. 
All employees should at all times conduct themselves and perform their assigned duties in such a manner as to reflect favorably on the Village and abide by the rules expressed in these personnel policies. All new employees will receive an orientation at the time of employment which will inform them of the behavior expected of them and the rule, regulations, policies, procedures and practices.
1. 
Gratuities. Employees of the Village are not allowed to accept gratuities.
2. 
Personal visitors. Non-Village business appointments with salesmen or collectors during working hours are prohibited. Personal visitors should be related courteously, but should not be permitted to stay beyond a reasonable length of time.
3. 
Personal phone calls. Personal telephone calls are permitted, but should be kept to a minimum number and minimum length of time. Any long distance personal phone calls must be paid by the employee.
4. 
Personal business. Supervisor will not request subordinates to do personal business for other employees or elected officials.
5. 
Village resources. Village resources will not be used for personal business, misused or otherwise misappropriated.
6. 
Attendance. Employees are expected to be punctual and observe operational hours. Employee must request and be authorized by supervisors, in advance, to be absent from work - either paid or unpaid. Each employee must report to his/her supervisor any unavoidable absences, tardiness or schedule changes as quickly as possible.
[Ord. No. 05-16 § 1, 4-28-2016]
A. 
All positions within the Village of Airport Drive will be classified as full-time, part-time or temporary.
1. 
Full-Time. Those employees who work forty (40) hours or more per week.
2. 
Part-Time. Those employees who typically work less than forty (40) hours per week.
3. 
Temporary. Those employees who were hired to fill a temporary position, work on a periodic basis or as a seasonal employee.
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.
[Ord. No. 07-13 §1, 4-25-2013; Ord. No. 05-16 § 2, 4-28-2016]
A. 
The standard workweek for full-time employees shall be forty (40) hours per week, or as determined by the Board of Trustees of the Village of Airport Drive. The work week for part-time employees shall be approved by the Board of Trustees. No employee shall work more than forty (40) hours per week without the express direction of the Chairman of the Board of Trustees.
B. 
The business hours of the Village Hall shall be Monday through Friday, 8:00 A.M. to 5:00 P.M., except for holidays provided herein. The administrative staff is expected to work those hours that the Village Hall is opened and required by ordinance and/or the Chairman and Board of Trustees.
Classification and pay administration are the responsibilities of the Board of Trustees. All pay rates and classifications are established at the first (1st) meeting in April following the election of the Board, although salary adjustments and job adjustments may be made by the Board at any time, depending upon budgetary restrictions or exceptional circumstances.
Each employee shall keep track of his/her time upon a sheet which will show the amount of time for which paid and shall be so certified to the Chairman of the Board of Trustees. Payday shall be Friday following the Village meeting each month, unless holidays alter the same, in which case the Board may establish a different pay day. The Village work period is from the fifteenth (15th) of the month to the fifteenth (15th) of the next month. No employee shall work more than forty (40) hours per week. On occasions where situations require overtime, work hours in excess of the established work period shall receive overtime or compensatory time off at one and one-half (1½) times regular rate in accordance with the Fair Labor Standards Act. All hours worked in excess of the established work period must be authorized by the Chairman of the Board of Trustees. The Village reserves the right to determine whether the employee may receive overtime or compensatory time off.
A. 
It shall be the duty of all Village employees to comply with and to assist in carrying into effect the provisions of the Village's personnel rules and regulations. No employee shall be disciplined except for violation of established rules and regulations and such discipline shall be in accordance with procedures established by the following 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 any effort to avoid a conflict with the Village's rules and regulations.
b. 
It is the duty of every supervisor to discuss and improve 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 steps of progression are:
(1) 
Warning,
(2) 
Demotion,
(3) 
Suspension, and
(4) 
Removal.
2. 
Grounds for action. The following are declared to be grounds for demotion, suspension or removal of any 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 Village 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 Village.
l. 
Failure to properly report accidents or personal injuries.
m. 
Neglect or carelessness resulting in damage to Village property or to Village equipment.
n. 
Repeated convictions during employment on misdemeanor and/or traffic charges.
o. 
Introduction, possession or use on Village property or in Village equipment of intoxicating liquors and/or drugs or proceeding to or from work under the influence of liquor or drugs.
3. 
Employee notice of disciplinary action. Whenever disciplinary action is deemed necessary, the Supervisor shall furnish a written notice to the employee stating the reason (s) for such action and the date such action is to take effect. This notice is to be signed by the employee and then placed in the employee's permanent personnel file.
4. 
Suspension. Any employee may be suspended for a period not to exceed thirty (30) working days, reduced in pay or class, for just and reasonable cause by the supervisor with prior signed approval by the Chairman.
5. 
Evidence of deterioration of conduct. 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. Therefore, evidence should be available in the normally, sufficient employee's permanent personnel file to justify the action taken.
6. 
Employee right of appeal. All employees are granted the right to appeal any form of disciplinary action taken against them. Such appeal handled in the following manner shall be:
a. 
Within ten (10) days after signing the notice of disciplinary action, the employee must notify the Chairman, in writing, that he/she is appealing the action and inform the Chairman, in writing, of his/her reasons) for so doing.
b. 
The Chairman shall, within ten (10) days after receiving the written notice to appeal, thoroughly investigate the action and submit a written statement of facts, findings and recommendations to the Board of Trustees.
c. 
The Chairman shall, within ten (10) days after submitting such statement to the Board of Trustees, convene a meeting, that may be closed, which shall be held in an informal manner so as to avoid the appearance of a trial in a court of law. The appellant shall have the right to appear in person at the open meeting and for any portion of the closed session the Board desires.
d. 
The action of the Board of Trustees at this meeting shall be final and conclusive.
A. 
It is the desire of the Village that the causes of grievances be adjusted informally. As such, both supervisors and employees are expected to make every effort to resolve problems as they arise. However, an employee who attempts and fails to satisfactorily resolve a grievance with his/her supervisor within a reasonable period of time may present his/her grievance to the Chairman. The Chairman shall convene a meeting to consider the grievance. The employee, the supervisor and any other interested party shall have the right to be heard at such meeting. The Chairman shall then take whatever action that he/she deems appropriate, with any action taken subject to the approval of the Board of Trustees.
B. 
No employee shall be disciplined or discriminated against in any way because of his/her proper use of grievance procedures.
[Ord. No. 12-10 § 1, 10-27-2010; Ord. No. 07-13 § 2, 4-25-2013; Ord. No. 05-16 § 3, 4-28-2016]
A. 
All full-time employees of the Village shall receive normal compensation for any Federal legal holiday and any other day or part of a day during which the public offices of the Village shall be closed by special proclamation of the Chairman with approval of the Board of Trustees. Part-time employees shall receive compensation based upon their scheduled work hours for such holiday.
B. 
It shall be the policy of the Village to insure that all full-time employees enjoy the same number of holidays each year.
C. 
The standard shall be the number of holidays in a particular year which will be celebrated by full-time employees working a 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.
D. 
For full-time employees whose workweek is other than Monday through Friday, the supervisor shall designate the workday that shall be observed.
E. 
Any employee absent without authorized leave on the preceding and/or the day following a holiday shall not receive regular compensation for the holiday.
F. 
The Village recognizes the following holidays: New Year's Day, Presidents' Day, Good Friday, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day (and the immediately following Friday), Christmas Day and Christmas Eve or the day immediately following Christmas as determined by the Board of Trustees. The Village offices will be closed, and holiday pay is eight (8) hours of regular pay, for full-time employees. Holiday pay for part-time employees is four (4) hours of regular pay.
[Ord. No. 07-13 § 3, 4-25-2013; Ord. No. 05-16 § 4, 4-28-2016]
A. 
Paid vacation leave for full-time employees accrues at the rate of eight (8) hours per month, eighty (80) hours annually, while part-time employees accrue leave at the rate of four (4) hours per month, forty (40) hours annually. Vacations must be scheduled in advance and approved by the Board. Full-time Village employees are not allowed to accumulate vacation time in an amount in excess of eighty (80) hours annually, while part-time employees are not allowed to accumulate vacation time in excess of forty (40) hours annually. If an employee leaves the service of the Village with accrued vacation time, he/she shall be paid for the same, not to exceed eighty (80) hours for full-time employees, forty (40) hours for part-time employees.
[Ord. No. 08-17, 8-24-2017]
B. 
Employees must take all vacation days in each year. Vacation requests should be submitted to the department head at least one (1) month prior to proposed leave. No vacation time will be carried from one (1) year to the next. Vacation not taken will be forfeited and dropped from the record.
C. 
Absence on account of sickness, injury or disability in excess of allowed sick leave shall be charged to vacation days or wages withheld, at the discretion of the employee.
D. 
The Village Clerk shall keep records of vacation leave allowance and use. Supervisors shall have access to such records and shall schedule vacation leaves with particular regard or priority to the seniority of employees, in accord with operating requirements and insofar as possible, with the request of the employee.
E. 
When a regularly scheduled holiday occurs during the period of an employee's vacation an additional day of vacation shall be granted.
F. 
If an employee resigns or is dismissed he/she shall be compensated for accumulated vacation credit at his/her regular pay rate.
[Ord. No. 07-13 § 4, 4-25-2013; Ord. No. 05-16 § 5, 4-28-2016]
A. 
Paid sick leave will be calculated on a calendar year basis beginning January 1 and ending December 31 each year. If an employee is hired during the year, sick leave will be prorated for the remainder the year. Full-time Village employees accumulate sick leave at the rate of four (4) hours per month, for a total of forty-eight (48) hours per year. Part-time employees accumulate sick leave at the rate of two (2) hours per month, and may accumulate a total of twenty-four (24) hours per year.
[Ord. No. 08-17, 8-24-2017]
B. 
An employee may be eligible for sick leave for the following reasons:
1. 
Personal illness or physical incapacity;
2. 
Quarantine of an employee by a physician.
C. 
An employee who is unable to report for work because of the above reasons shall report a reason for his/her absence to his/her supervisor within two (2) hours before the time he/she is expected to report to work. Sick leave with pay shall not be granted unless such report has been timely made. Documentation may be required of the employee before any sick leave will be granted or any payment made. In all cases, 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 him/her from appearing for work.
D. 
An employee leaving their position in the Village shall not be allowed the use of sick leave in the last two (2) weeks of their employment. Unused sick leave will not be compensated for in any way at the time of resignation or dismissal from the Village.
E. 
Abuse of the sick leave privilege can result in dismissal.
A. 
Employees may receive a leave of absence, not to exceed ten (10) working days annually, for participation in annual training for the National Guard or Reserve Armed Forces. Request for such leave must be accompanied by a copy of official orders requiring such training. Employees shall not be compensated for such leave. Leave of absence may exceed ten (10) days if the Guard or Reserve unit is activated.
B. 
Any employee who is drafted into the military service shall, upon termination of his/her active service, be entitled to return to the Village 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.
Upon written orders of the Chairman an employee may be granted maternity leave with pay for a period of two (2) weeks. An additional unpaid leave in accordance with Federal law shall be granted as required.
A. 
Upon request of the employee, an absence may be granted by the department head because of an emergency illness and/or death in the immediate family. The length of the absence shall be determined between the department and Chairman and the employee and shall generally be between one (1) and three (3) days. The guidelines include, but are not limited to:
1. 
One (1) to three (3) days in case of death or serious illness in the immediate family which is defined as spouse, child, mother, father, sister, brother, mother-in-law, father-in-law, grandmother or grandfather.
2. 
One (1) day for attending funerals of relatives outside the immediate family.
An employee may be granted leave with pay when required to be absent from work for jury duty or as trial witness. Compensation for such leave shall be limited to the difference between pay received for this service and normal Village pay.
A leave of absence without pay may be granted for the following reasons: personal illness, non-occupational injury and pregnancy which extend beyond the sick leave policy or other leave as approved by the Board. There will be no accrual or payment for holiday, vacation or sick leave while the employee is absent on extended leave without pay.
[1]
Editor’s Note: Former Section 119.240, Health Insurance, as adopted and amended by Ord. No. 07-12, 6-28-2012, was repealed 4-25-2013 by Ord. No. 07-13 §5.
A. 
All employees or Village representatives who use their own automobile in performance of official duties shall be reimbursed on a per mile basis if approved prior to use by the Board of Trustees.
B. 
This policy is intended only for long distance travel of Village employees and/or representatives. All travel within the greater Springfield or Airport Drive area shall be compensated only when prior approval has been obtained from the Chairman and department head.
C. 
All Village employees are required to wear seat belts as set forth in State Statutes.
No tobacco use is allowed in any Village vehicle.
It is the policy of the Village to provide equal opportunity employment to all persons employed or seeking employment with the Village and therefore to cooperate fully with the guidelines established by the 1964 Civil Rights Act, the 1972 Equal Employment Opportunity Act and the 1973 Rehabilitation Act is a Village-wide Affirmative Action Program. Discrimination is prohibited because of race, color, religion, sex, national origin, political affiliation, disability, marital status and age in all aspects of personnel policies, programs, practices and operations.
A. 
It is the policy of the Village of Airport Drive that the unlawful manufacture, distribution, dispensation, possession or uses of controlled substances is prohibited in the workplace. Controlled substances include alcohol and alcohol containing beverages and other non-prescription substances.
B. 
Any employee that violates the above stated policy is subject to disciplinary action which may include, but is not limited to, termination of employment. All employees are required to follow the requirements of the policy. Any employee that is convicted of violating any State or Federal criminal drug law is required to notify the Chairman of the Village within five (5) days of the conviction.
C. 
The Village will work to develop a drug-free awareness program for all employees. The purpose of this program is to inform the employees of the following:
1. 
The Village's policy on drug abuse,
2. 
The dangers of workplace drug abuse,
3. 
The penalties the Village will impose for drug violations, and
4. 
What drug counseling, rehabilitation or employee assistance programs are available.
D. 
Drug/alcohol tests shall be required for employees whenever there is a pattern of on-duty accidents, an accident resulting in property damage or any on-the-job injury.
E. 
The Village will continue efforts to preserve a drug-free workplace and may enforce the Federal guidelines including NIDA (National Institute of Drug Abuse).
It is a condition of employment for all employees that have an accident during work requiring them to seek medical attention, that they submit to a blood and/or urine test at the time they receive medical attention. Said test shall be administered per Section 342.040 of the Village Code.
A. 
The Equal Employment opportunity commission (EEOC) issued guidelines affirming its position that sex-related harassment in the workplace is sex discrimination and, as such, is prohibited by Title VII of the 1964 Civil Rights Act.
B. 
It has long been the Village's policy that all employees have a right to work in an environment free from any type of discrimination, including freedom from sexual harassment.
C. 
It is the policy of the Village that all employees should enjoy a working environment free from all forms of discrimination, including sexual harassment. No employee, either male or female, should be subjected to unsolicited and unwelcome sexual overtures or conduct, either verbal or physical.
D. 
Sexual harassment lowers morale and is damaging to the work environment; it is also illegal. Therefore, the Village will treat sexual harassment like any other form of employee misconduct - it will not be tolerated.
E. 
Specifically, it is illegal and against the policies of the Village for any employee, male or female, to sexually harass another employee by:
1. 
Making acceptance of unwelcome sexual advances or request for sexual favors or other verbal or physical conduct of sexual nature a condition of an employee's continued employment;
2. 
Making submission to or rejections of such conduct the basis for employment decisions affecting the employee; or
3. 
Creating an intimidating, hostile or offensive working environment by such conduct.
F. 
The Village will enforce disciplinary action against any person who threatens or insinuates, either explicitly, that an employee's refusal to submit to sexual advances will adversely affect the employee's employment, evaluation, wages, advancement, assigned duties, shifts or any condition of employment or career development. This discipline can include termination.
G. 
The Village recognizes that the question of whether a particular action or incident is a purely personal, social relationship without a discriminatory employment effect requires a factual determination based on all facts in each case.
H. 
Therefore, the Village will act positively to investigate alleged sexual harassment claims and to effectively remedy them when an allegation is determined to be valid. Given the nature of the type of discrimination, the Village also recognizes that false accusations of harassment can have serious effects on innocent men and women. Therefore, false accusations will result in the same severe disciplinary action applicable to one (1) found guilty of sexual harassment.
I. 
Employees subject to acts of sexual harassment should consider requesting the persons involved to cease from such harassment and shall immediately report such conduct to the Chairman, Board President, the appropriate supervisor or department head.
Employee evaluations, disciplinary reports, reprimands and all other personnel records are deemed by the Village to be confidential records and are not to be copied or otherwise disseminated without express written authorization of the Chairman. Employees may review their own personnel records upon request to the Chairman. Department heads and supervisors shall have access to personnel records of employees under their supervision. No person shall make copies of, obtain or use the personnel records of any other employee for their personal use or for any purpose other than in connection with their responsibilities as a Village employee.
[Ord. No. 07-13 §6, 4-25-2013; Ord. No. 05-16 § 6, 4-28-2016]
The Village may participate in a deferred compensation plan for its employees, and may match employee contributions up to five percent (5%) of an employee's normal salary and/or wage, and shall participate in LAGERS retirement system for full-time employees.