[Ord. No. 1987-230 §I, 12-1-1987; Ord. No. 1998-310 §I, 6-2-1998; Ord.
No. 2007-390 §1, 4-17-2007]
[Ord. No. 1987-230 §II, 12-1-1987; Ord. No. 1998-310 §II, 6-2-1998; Ord. No. 2007-390 §1, 4-17-2007]
All revisions of and amendments to the personnel policies stated
herein shall only be made with the majority approval of the Board
of Aldermen.
[Ord. No. 1987-230 §III, 12-1-1987; Ord. No. 1998-310 §III, 6-2-1998; Ord. No. 2007-390 §1, 4-17-2007]
A.
All
non-elected employees shall serve a probationary period of ninety
(90) days from the date of employment. All benefits begin after the
probationary period.
B.
All
non-elected employees transferred or promoted to a new position shall
serve a probationary period of sixty (60) days from the date of transfer
or promotion.
[Ord. No. 1987-230 §IV, 12-1-1987; Ord. No. 1998-310 §IV, 6-2-1998; Ord. No. 2007-390 §1, 4-17-2007; Ord. No. 2012-434 §1, 7-5-2011]
A.
Certain Officers, Employees.
City Clerk: To work eight (8) hours per day
Monday through Friday from 7:30 A.M. to 4:00 P.M. City Clerk will
work additional hours as needed to perform duties with the Mayor's
approval.
Full-time employees: To work forty (40) hours
per workweek.
Part-time workers: To work as needed with approval
of the supervisor and Mayor. A part-time employee works anything less
than twenty-eight (28) hours a workweek.
Police Chief: To work forty (40) hours per
workweek. Chief of Police to work additional hours as needed to perform
duties, subject to review by the Mayor.
Police Officers: To work no more than one hundred
seventy-one (171) hours during a twenty-eight (28) day period as designated
by Chief of Police. Police Officers to work additional hours as needed
to perform duties with the approval of the Chief of Police, subject
to review by the Mayor.
Police reserves: Reserves are requested to
volunteer a minimum of twenty (20) hours monthly to keep their commissions
active.
Supervisor: To work eight (8) hours per day
Monday through Friday from 7:30 A.M. to 4:00 P.M. The Supervisor will
work additional hours as needed to perform duties of position with
Mayor's approval.
Workweek: Sunday through Saturday.
B.
Overtime Hours.
[Ord. No. 2014-461 §1, 9-16-2014; Ord. No. 2021-539, 10-19-2021]
1.
The standard workweek for general employees other than department
heads shall be live (5) days and forty (40) hours. Salaried employees
should work those hours necessary to assure the satisfactory performance
of their department but not less than forty (40) hours per week. The
salaried administrative employee shall assign to each employee regular
work duties and responsibilities that normally can 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 salaried administrative employees
such overtime is considered part of their job responsibility and does
not justify overtime pay. When classified employees are required to
work extra or prolonged shifts, the department head shall authorize
overtime that shall be compensated by compensatory time off at the
rate of one and one-half (1 1/2) hours for each hour of overtime.
2.
Compensatory time off is not to exceed eighty (80) hours. If
an employee accrues over the eighty (80) hours, he or she will receive
a cash payout on his or her paycheck of any hours over the eighty
(80) hours. An employee will be allowed to carry over into the next
fiscal year eighty (80) hours.
3.
Accumulated compensatory time off shall be paid upon separation
for any reason including death of the employee. Compensatory time
shall be paid on the last paycheck issued to the employee by the City.
4.
All exempt employees from overtime hours will be given compensatory
time off at the rate of one and one-half (1 1/2) hours for each hour
of overtime during emergencies declared by the Federal Emergency Management
Agency or the State Emergency Management Agency.
[Ord. No. 1987-230 §V, 12-1-1987; Ord. No. 1998-310 §V, 6-2-1998; Ord.
No. 2007-390 §1, 4-17-2007; Ord. No. 2014-454 §1, 3-3-2014; Ord.
No. 2021-541, 11-23-2021]
A.
All
full-time City employees shall be granted the following holidays:
B.
When
a holiday falls on a regular workday, the full-time employees, after
their probationary period, shall receive holiday pay. Full-time employees
who work on any holiday that falls on a regular workday shall receive
a compensatory day off at some other time at the employee's choice,
subject to review by the supervisor, Chief of Police and/or the Mayor.
C.
In
order to receive holiday pay, employees must work the scheduled workday
preceding the holiday and also the scheduled workday following the
holiday. Exceptions to this requirement are when an employee is on
vacation, on funeral leave or on sick leave with a doctor's statement.
This does not include any employee on Worker's Compensation.
[Ord. No. 1987-230 §VI, 12-1-1987; Ord. No. 1998-310 §VI, 6-2-1998; Ord. No. 2007-390 §1, 4-17-2007]
A.
Each full-time employee shall receive, after their probationary period, one-half (½) day of sick leave for each full month employed with a maximum of six (6) days per year. Sick leave can be carried forward into the new calendar year and accrued up to fifteen (15) days. Paid sick leave only pertains as described under Section 117.060.
B.
Advance
sick leave requests for doctor's appointments, dentist's appointments,
etc., shall be made to and approved by an employee's immediate supervisor.
C.
Time
off due to illness must be reported as soon as possible. Any employee
injured on the job must inform his/her supervisor before leaving his/her
shift.
D.
An
employee will be given leave under the guidelines of the Family and
Medical Leave Act of 1993.
E.
A doctor's
statement must be submitted by an employee to his/her supervisor anytime
more than three (3) consecutive days of sick leave is taken. This
statement shall be submitted upon return to work.
F.
Employees
returning to duties after an injury or an extended illness must get
a release from their doctor.
G.
Employees
terminated from the City forfeit all accrued sick leave.
H.
A record
of all employee's sick leave time accrued and used shall be maintained
by the City Clerk.
[Ord. No. 1987-230 §VII, 12-1-1987; Ord. No. 1994-282 §VII, 12-20-1994; Ord. No. 1998-310 §VII, 6-2-1998; Ord. No. 2007-390 §1, 4-17-2007; Ord.
No. 2014-462 §§1 — 2, 9-16-2014]
B.
A full-time employee shall receive vacation leave after his/her anniversary
date.
C.
An employee may choose when he/she wants to take his/her vacation
leave subject to review by his/her superior and/or the Mayor to coordinate
work schedules.
D.
Employees are encouraged to take time off for their vacation prior
to their anniversary date. If an employee is unable to use his vacation
time before his anniversary date, the City will buy back no more than
forty (40) hours.
E.
A record of all employees' vacation leave time accrued and used each
year shall be maintained by the City Clerk.
[Ord. No. 2007-390 §1, 4-17-2007]
All full-time employees will receive health insurance benefits
after their probationary period.
[Ord. No. 2007-390 §1, 4-17-2007]
A.
Retirement
benefits will be given at the discretion of the Board of Aldermen
after examining the prior year's revenues. If the revenues exceed
what was estimated in the budget for the prior year, the Board of
Aldermen may approve retirement benefits. The benefit is paid into
a deferred compensation plan for each employee. Employees can invest
in the deferred compensation plan themselves if they choose to.
B.
Only
full-time employees who have worked one (1) full year prior to March
first (1st) and are employee by the City on March first (1st) will
receive the benefit.
C.
Benefits
will be paid as follows:
1.
One (1) to three (3) years of service will receive three percent
(3%) of their prior year's wages.
2.
Three (3) to five (5) years of service will receive four percent
(4%) of their prior year's wages.
3.
An employee who has worked five (5) years or more will receive five
percent (5%) of their prior year's wages.
[Ord. No. 2021-543, 12-7-2021]
Dental insurance shall be made available to each full-time employee
after their probationary period. Rates for dental insurance shall
be determined on an annual basis.
[Ord. No. 1987-230 §VIII, 12-1-1987; Amended Ord. No. 1987-230 §VIII, 12-17-1991; Ord. No. 1998-310 §VIII, 6-2-1998; Ord. No. 2007-390 §1, 4-17-2007]
A.
An
employee, other than an elected official, may be suspended with or
without pay by his/her immediate supervisor with the consent of the
Mayor in accordance with City ordinances.
B.
An
employee, other than an elected official, may be discharged by the
Mayor with the consent of a majority of the Board of Aldermen.
C.
An
employee, other than an elected official, may be discharged by a two-thirds
(2/3) vote of the Board of Aldermen regardless of recommendation of
the Mayor.
D.
Upon suspension pursuant to Subsection (A), the immediate supervisor of such employee shall cause a written statement which contains the basis for the suspension to be delivered to the City Clerk, the Mayor and the employee forthwith.
E.
The
City Clerk shall cause the suspension to be placed on the agenda for
the next regular meeting of the Board of Aldermen for consideration
and review.
F.
At
the next regular meeting of the Board of Aldermen, the Board, in open
or closed session, shall review the written report of suspension and
shall either within their discretion:
G.
The
Board of Aldermen, in making their decision in regards to such employee,
are bound only by State law which provides that an employee may be
discharged for cause or no cause at all.
[Ord. No. 1987-230 §IX, 12-1-1987; Ord. No. 1998-310 §IX, 6-2-1998; Ord. No. 2007-390 §1, 4-17-2007]
A.
An
employee who has a grievance in regards to his/her work condition,
work load, supervisor or with the City administration may file a report
of such grievance with either his/her supervisor, the City Clerk,
the Mayor or directly with the Board of Aldermen without fear of or
jeopardizing his/her position, chances for promotion, salary advancement,
or fear of harassment.
B.
The
Board of Aldermen shall be the final arbiter of such grievance.
[Ord. No. 1987-230 §X, 12-1-1987; Amended Ord. No. 1987-230 §X, 8-20-1991; Ord. No. 1998-310 §X, 6-2-1998; Ord. No. 2007-390 §1, 4-17-2007]
A.
The
City of Goodman is an equal opportunity employer. It is the policy
of the City that all persons are considered for employment without
regard to race, sex, religion, color or country of origin.
B.
Without
exception, considerations for employment by the City of Goodman are
based solely on education, aptitude, ability and experience.
[Ord. No. 1996-296 §XI, 3-5-1996; Ord. No. 1998-310 §XI, 6-2-1998; Ord. No. 2007-390 §1, 4-17-2007]
A.
In
the case of the death of an employee's spouse, parent, child, son-in-law,
daughter-in-law, brother, sister, brother-in-law, sister-in-law, grandparent,
grandchild or the same relative of the employee's spouse, the employee
will be allowed time off with pay for up to three (3) consecutive
days, one (1) of which must be the day of the funeral. Paid time off
is not permitted for days on which the employee is not scheduled to
work. The object is to provide pay for those scheduled workdays on
which the employee will be away from work attending the funeral or
its arrangements.
B.
In
the event of the death of any other relative of the employee or the
employee's spouse, necessary time off with pay, not to exceed one
(1) day, shall be allowed only when the employee attends the funeral.
Additional time off with pay may be granted when requested. Such requests
should be made to the Mayor who will determine the period of time
off allowed.
[Ord. No. 2001-336, 9-18-2001]
A.
It
is the policy of the City of Goodman, Missouri, to provide safe, dependable
and economical services to its citizens and to provide safe working
conditions for its employees and to comply with the requirements of
Federal law and regulations related to the Drug Free Workplace Act
of 1988 and the Omnibus Transportation Employee Testing Act of 1991.
It is also the policy of the City of Goodman, Missouri, to provide
healthy, satisfying working environments for its employees.
B.
To
meet these goals, it is the policy of the City of Goodman, Missouri,
to insure that its employees are not impaired in their ability to
perform assigned duties in a safe, productive and healthy manner;
to create a workplace environment free from the adverse effects of
alcohol and controlled substances abuse or misuse; to prohibit the
unlawful manufacture, distribution, dispensing, possession or use
of alcohol and controlled substances; and to encourage employees to
seek professional assistance when personal problems, including alcohol
and controlled substance dependency, adversely affect their ability
to perform their duties.
[Ord. No. 2001-336, 9-18-2001]
The purpose of this policy is to assure worker fitness by duty
and to protect employees and the public from the risks posed by the
use of alcohol and controlled substances. It is also the purpose of
this policy to comply with all applicable Federal and State regulations
governing workplace alcohol and controlled substance abuse programs
mandated under the above-noted acts. These acts mandate urine drug
testing and breathalyzer alcohol tests for safety-sensitive positions
and prevent performance of safety-sensitive functions when there is
a positive test result. The Federal law has also establishes standards
for collection and testing of urine and breath specimens, the reporting
of certain drug-related offenses, protective measures for certain
employees tested, for the preservation of confidentiality and for
certain reporting.
[Ord. No. 2001-336, 9-18-2001]
This policy applies to all safety-sensitive employees who perform
safety-sensitive functions as these persons and activities are defined
in the Omnibus Transportation Employee Testing Act and its implementing
regulations including, but not limited to, persons who are required
to possess CDL license for the operation of a commercial vehicle,
all law enforcement, emergency services personnel and other safety-sensitive
positions in the jurisdiction of the City of Goodman, Missouri.
[Ord. No. 2001-336, 9-18-2001]
A.
Unless
otherwise designated by the Board of Aldermen of Goodman, Missouri,
in writing, the Mayor shall be designated as the controlled substance
and alcohol policy Administrator for the City of Goodman, Missouri.
Any inquiries concerning his/her policy, its application, its administration
or its interpretation shall be made to the policy Administrator.
B.
The
Mayor of Goodman shall designate a position to be identified to the
public and to employees whose incumbent is the primary person responsible
for implementation and administration of this policy under the supervision
of the Mayor of Goodman, Missouri, if the person is not the chief
Administrator of the jurisdiction.
C.
The
policy Administrator shall develop and maintain a current list of
the positions that are governed by this policy. The list shall be
available for inspection in the City Hall offices of the City of Goodman,
Missouri. Individuals who are applying for positions with the City
of Goodman and affected employees shall be notified of the positions
that are covered by this policy.
D.
The
policy Administrator shall develop all forms necessary to carry out
the provisions of this policy, unless the forms are provided under
the Federal regulations. The forms shall be provided to appropriate
persons who are responsible for the implementation and management
of this policy.
[Ord. No. 2001-336, 9-18-2001]
A.
An
employee is prohibited from the operation of a commercial motor vehicle
and/or from engaging in any work-related functions for alcohol-related
conduct:
1.
While consuming alcohol;
2.
While having a blood alcohol concentration of two hundredths (0.02)
or greater;
3.
Within (4) hours of consuming alcohol;
4.
After refusing to submit to an alcohol test; and
5.
From consuming alcohol within eight (8) hours after an accident as
specified in this policy.
B.
An
employee is prohibited from the unauthorized use of a controlled substance
at any time, whether on or off duty.
C.
An
employee is prohibited from the unauthorized possession of alcohol
while on duty and of controlled substances at any time, whether on
or off duty.
D.
Any
employee convicted of illegal conduct related to controlled substances
or alcohol or who fails to report such a conviction to the policy
Administrator shall be subject to immediate termination from service.
E.
Any
employee whose job performance requires the possession of a valid
CDL and who loses the CDL for a violation of or as a consequence of
the law shall be subject to disciplinary action up to and including
termination from service. The employee shall notify the policy Administrator
and the employee's immediate supervisor of the loss of the CDL. Failure
to notify the policy Administrator of the loss of the CDL shall result
in immediate termination from service.
F.
Any
employee who is consuming a prescribed or authorized controlled substance
or other substance of any kind whose side effects may inhibit or impair
the employee's performance shall provide written notice to the policy
Administrator of such consumption upon reporting to work and prior
to engaging in any work-related activity, or earlier if possible.
Failure to report shall be cause for disciplinary action up to and
including termination from service.
[Ord. No. 2001-336, 9-18-2001]
A.
General. Employees subject to this policy shall be subject
to controlled substances and alcohol testing including the following
types of tests: pre-employment testing, random testing (except as
provided herein), reasonable suspicion testing, post accident testing,
return to work testing, and follow-up testing to rehabilitation programs.
B.
Pre-Employment Testing. Pre-employment urine drug testing
shall be required of all applicants for positions covered by this
policy as a condition of the application procedure. Future employment
as defined shall be considered as if the application was for original
entry into service for purposes of this policy. Receipt of satisfactory
test results is required prior to commencement of employment and/or
engaging in safety-sensitive functions and the failure of a controlled
substance or alcohol test disqualifies an applicant from appointment
to employment for a period of at least one hundred twenty (120) days.
Evidence of the absence of controlled substances or alcohol dependency
from a substance abuse professional (SAP) and negative controlled
substance and alcohol tests shall be required prior to further consideration
for any employment, including reports from prior employers by an employee's
written authorization.
C.
Reasonable Suspicion Testing. Reasonable suspicion testing
shall be used to determine fitness for daily evaluations, including
appropriate urine and/or breath testing, when there are objective
observable reasons to believe that a controlled substance or alcohol
use is adversely affecting an employee's job performance or that the
employee has violated this policy. Reasonable suspicion referral for
testing shall be made on the basis of documented objective facts and
circumstances which are consistent with the effects of substance use.
Reasonable suspicion observations and reports can only be made by
supervisory or management personnel who are trained to detect the
signs and symptoms of controlled substance and alcohol use and who
may reasonably conclude that an employee may be adversely affected
or impaired in the employee's work performance due to the use of the
controlled substance or alcohol. The observing supervisor or manager,
whether or not the person is the employee's immediate supervisor,
is required to complete the appropriate required documentation concurrently
with the observation and consideration to impose reasonable suspicion
testing.
Reasonable suspicion testing shall be required and completed
whenever possible within two (2) hours of the observation, but in
any case no later than before eight (8) hours after the observation
for breath alcohol testing and thirty-two (32) hours for controlled
substance testing.
D.
Post-Accident Testing. Post-accident testing shall be required
to test employees after a vehicle accident has occurred in which a
fatality has occurred, or when a traffic violation is issued after
an accident, or testing may be required where injury to a person requires
transport to a medical treatment facility, or disabling damage to
one (1) or more vehicles requires towing from the accident site to
occur. Testing shall include both breath alcohol and urine drug testing
of the employee(s). Post-accident testing shall be required and completed
whenever possible within two (2) hours after the accident occurrence,
but in any case no later than before eight (8) hours after the accident
for breath alcohol testing and thirty-two (32) hours for controlled
substance testing. An employee involved in an accident shall refrain
from alcohol consumption for eight (8) hours following the accident.
E.
Random Testing. Random testing shall be conducted on all
persons covered by this policy. Random testing shall be unannounced
and conducted unpredictable frequency throughout the year using an
established scientifically based selection method. Testing shall be
conducted whenever and as ordered by appropriate supervisory personnel,
but no less frequently than required by Federal law and regulations,
and in such numbers as is minimally determined under the regulations.
F.
Failure To Test. Any employee who fails to submit to the
required testing under this policy is considered to have tested positive
and shall be subject to all of the consequences that flow related
to positive testing.
Any employee ordered to test shall report immediately to the
test site upon being ordered to submit to testing. No delay of any
type may be granted or taken. Delay in reporting by the employee shall
be treated as a refusal to test and shall subject the employee to
all of the consequences that flow related to positive testing. Failure
to provide a sufficient sample or for providing an unadulterated sample
shall be considered as a refusal to test and shall subject the employee
to all of the consequences that flow.
[Ord. No. 2001-336, 9-18-2001]
A.
Unless
otherwise specified in this policy, the City of Goodman, Missouri's
policies related to disciplinary action shall be followed when imposing
discipline for violation of this policy.
B.
The
acceptance by an employee of the rehabilitation assistance plan and
contract does not serve as a bar to imposing disciplinary action related
to violations of this policy.
C.
Any
supervisor or manager who knowingly permits an employee to violate
this policy or engage in work activity while consuming alcohol or
a controlled substance or fails to enforce this policy shall be subject
to immediate termination from employment.
D.
This
policy does not displace any other penalties that may be imposed or
be incurred as a result of violation of City of Goodman, Missouri's
policy or State and Federal laws or as provided in the Workers' Compensation
laws.
[Ord. No. 2001-336, 9-18-2001]
A.
This
policy shall be administered in compliance with other Federal, State
and local laws related to employee health and welfare policies, leave
policies, benefit programs and other related policies of the City
of Goodman, Missouri. In the case of apparent conflicts between this
policy, other polices and applicable laws, the policy Administrator
shall make the appropriate rulings to resolve the potential conflicts,
whenever possible.
B.
In
the event that any part of this policy is judicially determined to
be in conflict with any law or to be in violation of any law or is
rendered ineffective because of some State or Federal legislative
enactment, that part(s) shall be void, but the remainder of the policy
shall remain in effect. Parts that are void or voided shall be replaced
as soon as possible so as to maintain the full effect of this policy
and/or to bring it into compliance with relevant laws.
[Ord. No. 2001-336, 9-18-2001]
This policy is subject to amendment by the City of Goodman,
Missouri, from time to time. Amendments that are made shall be provided
to employees upon adoption and shall become effective as provided
by the policy Administrator.
