[CC 1999 §10.0801; Ord. No. 99-11-01 §2, 11-16-1999]
A.
Each employee receiving an appointment or a promotion to a position
in the City 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-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 City
Officials. If the probationary employee fails to meet required standards
or 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 new hire employee is not eligible for sick leave or vacation,
but he/she will earn credit for these to be taken at a later date.
[Ord. No. 102 § 1, 10-14-2014]
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 Mayor 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 Mayor 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 City employment
or, if promoted from another position, returned to the previous position
or a similar classification. The Mayor shall then notify the Board
of Aldermen the action taken.
[CC 1999 §10.0802; Ord. No. 99-11-01 §2, 11-16-1999]
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.
[CC 1999 §10.0803; Ord. No. 99-11-01 §2, 11-16-1999]
Employees of the City shall not be required to live within the
City limits.
[CC 1999 §§10.0804, 10.0808, 10.0810; Ord. No. 99-11-01 §2, 11-16-1999]
The primary consideration in the recruitment of personnel will
be on the basis of technical competence and personal integrity of
the applicants. Candidates will be recruited from a geographical area
as wide as necessary to assure the obtaining of well-qualified applicants.
All vacancies occurring in the City service shall, whenever possible,
be filled by promotion of a qualified employee within the City service.
However, the Mayor and Board may recruit applicants from outside the
City service whenever they have reason to believe that better qualified
applicants are available than within the City service. Promotion within
the City service shall be based on the qualifications and seniority
of the person being appointed. Usually, the first (1st) consideration
in filling of vacancies will be given to the most qualified senior
applicant in the department in which the vacancy exists. Next, consideration
will be given to the most qualified senior applicant from outside
the department. If no acceptable applicant is found within the City
service, the vacancy will be filled from outside the City service.
The criteria used in the selection of the most qualified senior applicant
shall be based upon experience, performance and evaluation and where
feasible, examination. The final selection of employees shall be up
to the Mayor and the Board.
[CC 1999 §10.0805; Ord. No. 99-11-01 §2, 11-16-1999]
A.
Two
(2) members of an immediate family shall not be employed by the City
regardless of the administrative department. This policy applies to
promotions, demotions, transfers, reinstatements and new appointments. "Immediate family" as used in this Section, 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.
B.
If
a marriage occurs between City employees the above will be considered
on an individual basis.
[CC 1999 §10.0806; Ord. No. 99-11-01 §2, 11-16-1999]
A.
City
employees shall not be appointed or retained on the basis of their
political activity. City 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 City 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 City 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.
[CC 1999 §10.0807; Ord. No. 99-11-01 §2, 11-16-1999]
Applicants for all full-time positions must have a high school
diploma or a G.E.D. equivalent.
[CC 1999 §10.0812; Ord. No. 99-11-01 §2, 11-16-1999]
A.
Employment
requirements are as follows:
1.
All employees must be willing to meet all training requirements given
by the City.
2.
All employees must be willing to attend all meetings required by
the Mayor.
3.
All employees must participate in any testing required by the City.
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.
Physical Examinations. After an offer of employment and before the
applicant begins working, all applicants for full-time employment
for safety sensitive positions which entail specific physical or mental
requirements, shall undergo a pre-employment physical. The City provides
a pre-employment physical examination for all full-time employees,
at the City's expense. The requirement of a physical examination will
be job-related and designed to be consistent with business necessity
to determine whether the applicant can perform the essential functions
of the job with or without reasonable accommodation. Part-time and
temporary positions involving safety sensitive positions may also
require a pre-employment physical at the City's discretion. The pre-employment
physical shall be conducted by a physician approved by the City. The
results of the examination shall be provided to the City and kept
confidential. The areas covered by the physical examination may be
specified by a department's internal operating procedures and job
description of the position. Although the physician's medical determinations
relative to an applicant's ability to perform the essential physical/mental
requirements of the job and whether their disability may pose a direct
threat that cannot be reduced or eliminated through reasonable accommodation,
the physician's determinations are only recommendations subject to
the decision to make a reasonable accommodation or not by the department
head and Mayor. Only in cases of emergency an employee may begin work
prior to the medical examination, but employment is subject to passing
such an examination.
[Ord. No. 147, 12-12-2017]
a.
Americans with Disabilities Act (ADA). All department heads must
notify the physician (or person administering a physical exam) of
ADA regulations. They are prohibited from making inquiries as to the
nature and extent or severity of disabilities except as they are job-related.
b.
Drug Screen. The City reserves the right to initiate pre-employment
drug screens which, if performed, can be part of the screening of
applicants. Any drug screen based on reasonable suspicion will be
governed by the City policy on drug testing. Drug screens are not
medical exams and may be administered prior to any offer of employment.
Any tests for alcohol will be administered after an offer of employment.
7.
All employees must sign that they have read and understand and will
abide by these regulations.
[Ord. No. 147, 12-12-2017]
[CC 1999 §10.0813; Ord. No. 99-11-01 §2, 11-16-1999]
Transfers represent a lateral move between different departments
and consequently do not necessarily result in a reclassification or
increase in salary for the employee involved. At the request of the
department head or employee, a departmental vacancy, a conflict of
interest development within a current position, a lack of job effectiveness
on the employees' part or a move that is viewed as in the best interest
of the City as a whole, constitute some of the major reasons for a
transfer of positions. Transfers may be voluntary or involuntary on
the part of the employee. The Mayor and Board consult with the affected
department head prior to transferring an employee to a new department.
[CC 1999 §10.0814; Ord. No. 99-11-01 §2, 11-16-1999]
A.
It
shall be the duty of each employee to maintain high standards of conduct,
cooperation, efficiency and economy in their work for the City. 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 City
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 City are not allowed
to accept gratuities.
2.
Personal visitors. Non-City 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.
City resources. City 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.
[CC 1999 §10.0815; Ord. No. 99-11-01 §2, 11-16-1999]
A.
All
positions within the City of Fair Grove will be classified as full-time,
part-time or temporary.
[CC 1999 §10.0816; Ord. No. 99-11-01 §2, 11-16-1999]
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.
[CC 1999 §10.0817; Ord. No. 99-11-01 §2, 11-16-1999]
A.
The
standard workweek for full-time employees shall be five (5) days or
a total of forty (40) hours per week.
B.
The
department head or supervisor 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.
C.
The
business hours of City Hall shall be 8:00 A.M. to 4:30 P.M. Monday
through Friday, except for holidays provided herein. The administrative
staff is expected to work those hours that City Hall is open and as
required by ordinance and/or the Mayor and Board of Aldermen.
[CC 1999 §10.0818; Ord. No. 99-11-01 §2, 11-16-1999]
The standard workweek for regular employees shall be five (5)
days of eight (8) hours each or forty (40) hours. Occasionally, however,
circumstances may require that regular employees work extra or prolonged
shifts. Overtime will be paid over forty (40) hours per week for employees.
Employees will be paid overtime in accordance with the Fair Labor
Standards Act. The Mayor or Board of Aldermen may approve when overtime
is required.
[CC 1999 §10.0820; Ord. No. 99-11-01 §2, 11-16-1999]
A.
Time Sheets And Time Clock. For the purpose of this Section, "time sheets" and "time clock" means any
and all forms and equipment utilized by the City for the purpose of
employees reporting their related hours worked.
B.
Use Of Time Clock. Time clock must be punched in and out
each day the employee works.
C.
Submission Of Time Sheets. Time sheets must be signed by
the employee and approved by the Supervisor. Time sheets should be
turned into the City Clerk by no later than Noon the day after the
ending pay period date.
D.
Pay Dates. Employees will be paid every week. Supervisors
are required to have their time sheets turned in by 8:00 A.M. on the
morning following the day that the pay period ends on. Paychecks will
be distributed by the supervisors.
E.
Pay Procedure. The pay procedure when the pay period ends
on a day other than one (1) worked by the employee is: if an employee
is off work at the end of a pay period, the employee should complete
their time sheet prior to taking off. Failure to so do may result
in the employee missing that scheduled payday.
[CC 1999 §10.0821; Ord. No. 99-11-01 §2, 11-16-1999]
A.
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 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 City'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:
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 City 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 City.
l.
Failure to properly report accidents or personal injuries.
m.
Neglect or carelessness resulting in damage to City property or to
City equipment.
n.
Repeated convictions during employment on misdemeanor and/or traffic
charges.
o.
Introduction, possession or use on City property or in City 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 Mayor.
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 Mayor, in writing, that he/she is appealing
the action and inform the Mayor, in writing, of his/her reasons) for
so doing.
b.
The Mayor 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 Aldermen.
c.
The Mayor shall, within ten (10) days after submitting such statement
to the Board of Aldermen, 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 Aldermen at this meeting shall be final
and conclusive.
[CC 1999 §10.0822; Ord. No. 99-11-01 §2, 11-16-1999]
A.
It
is the desire of the City 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 Mayor. The Mayor 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 Mayor shall then take whatever action that he/she deems appropriate,
with any action taken subject to the approval of the Board of Aldermen.
B.
No
employee shall be disciplined or discriminated against in any way
because of his/her proper use of grievance procedures.
[CC 1999 §10.0823; Ord. No. 99-11-01 §2, 11-16-1999]
A.
All
full-time employees of the City 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 City shall be closed by special proclamation
of the Mayor with approval of the Board of Aldermen.
B.
It
shall be the policy of the City 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 thirty-five (35)
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.
[CC 1999 §10.0824; Ord. No. 99-11-01 §2, 11-16-1999]
A.
All
full-time employees accrue annual vacation leave with pay on their
anniversary date. After one (1) full year of employment, an employee
is entitled to five (5) days vacation time. After two (2) full years
of employment and after each subsequent full year of employment through
five (5) years, an employee is entitled to ten (10) days vacation
time. Employees with six (6) years of continuous service or more shall
be allowed vacation leave of fifteen (15) working days per year plus
one (1) additional working day per year for each year of continuous
service after ten (10) years of continuous service up to fifteen (15)
years. Employees with fifteen (15) years of continuous service or
more shall be allowed vacation leave of twenty (20) working days per
year. No employee shall be eligible for more than twenty (20) working
days vacation per year.
B.
Employees
must take all vacations days in each year. Vacation request 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
discretion of the employee.
D.
The
City 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.
[CC 1999 §10.0825; Ord. No. 99-11-01 §2, 11-16-1999]
A.
All
full-time employees will be allowed six (6) days of sick leave with
full pay per calendar year. Calendar year will begin January first
(1st) and end December thirty-first (31st) of each year. If an employee
is hired during the year, sick leave will be prorated for the remainder
of the year at one-half (½) day per month. Sick leave may not
be accumulated more than twelve (12) days.
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 City 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 City.
E.
Abuse
of the sick leave privilege can result in dismissal.
[CC 1999 §10.0826; Ord. No. 99-11-01 §2, 11-16-1999]
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 City 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.
[CC 1999 §10.0827; Ord. No. 99-11-01 §2, 11-16-1999]
Upon written orders of the Mayor 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.
[CC 1999 §10.0828; Ord. No. 99-11-01 §2, 11-16-1999]
The Mayor, with the approval of the Board, may authorize special
leaves of absence, with or without pay, for any period not to exceed
six (6) calendar months in any one (1) calendar year for attendance
at a school or university for the purpose of training in subjects
relating to the work of the employee and which will benefit the employee
and the City service. The City may share in up to one hundred percent
(100%) of the tuition costs if the course is completed. However, if
the City shares in the cost, the employee must remain in the City
service for one (1) month for each hour of course credit, after completion
of the course. If the employee fails in this obligation, the City's
portion of the tuition will be deducted from the employee's last pay
check. In the event that the course is not based on credit hours,
the employee's required length of stay after completion of the course
should be determined before the course begins by the employee and
the Mayor with the approval of the Board of Aldermen.
[CC 1999 §10.0830; Ord. No. 99-11-01 §2, 11-16-1999]
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 Mayor and the employee and shall generally be between
one (1) and three (3) days. The guidelines include, but are not limited
to:
[CC 1999 §10.0831; Ord. No. 99-11-01 §2, 11-16-1999]
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 City pay.
[CC 1999 §10.0833; Ord. No. 99-11-01 §2, 11-16-1999]
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.
[CC 1999 §10.0834; Ord. No. 99-11-01 §2, 11-16-1999; Ord. No. 171, 1-8-2018]
Full-time employees may be required to pay a portion of their
premium for medical/hospitalization. Family coverage is available
at the employee's expense.
[CC 1999 §10.0835; Ord. No. 99-11-01 §2, 11-16-1999]
Employees who must wear uniforms as a requirement of their position
shall be provided with necessary uniforms by the City. The employee
shall wear uniforms when uniforms are provided.
[CC 1999 §10.0836; Ord. No. 99-11-01 §2, 11-16-1999]
A.
An
employee or authorized representative who uses his/her personal vehicle
for City business with the authority of the Mayor and two (2) Board
members will be compensated at the rate per mile then in effect for
employees of the State Government.
B.
This
policy is intended only for long distance travel of City employees
and/or representatives. All travel within the greater Springfield
or Fair Grove area shall be compensated only when prior approval has
been obtained from the Mayor and department head.
C.
All
City employees are required to wear seat belts as set forth in State
Statutes.
[CC 1999 §10.0837; Ord. No. 99-11-01 §2, 11-16-1999]
No tobacco use is allowed in any City vehicle.
[CC 1999 §10.0838; Ord. No. 99-11-01 §2, 11-16-1999]
It is the policy of the City to provide equal opportunity employment
to all persons employed or seeking employment with the City 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 City-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.
[CC 1999 §10.0840; Ord. No. 99-11-01 §2, 11-16-1999]
A.
It
is the policy of the City of Fair Grove 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 Mayor of the City within five (5)
days of the conviction.
C.
The
City 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:
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
City 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 City Code.
[CC 1999 §10.0841; Ord. No. 99-11-01 §2, 11-16-1999]
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 City'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 City 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 City 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 City 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
City 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
City 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 City 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 City
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 Mayor, Board President, the appropriate
supervisor or department head.
[Ord. No. 05-05-01 §10.0842, 5-10-2005]
Employee evaluations, disciplinary reports, reprimands and all
other personnel records are deemed by the City to be confidential
records and are not to be copied or otherwise disseminated without
express written authorization of the Mayor. Employees may review their
own personnel records upon request to the Mayor. 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 City employee.
[Ord. No. 05-08-04, 8-10-2005]
A.
The
Board of Aldermen of the City of Fair Grove a "political subdivision",
as defined in Sections 70.600 through 70.755, RSMo., 2000, as amended,
hereby elects to become a participating political subdivision of the
Missouri Local Government Employees Retirement System and to thereby
provide retirement benefits to all its eligible general employees
and Police Officers under Benefit Program L-1 (1.00% life allowance).
B.
The
Board of Aldermen of the City of Fair Grove hereby elects that one
hundred percent (100%) of prior employment be considered for "prior
service credit" in calculating benefits and contributions to LAGERS
and further elects that employees eligible to become members of LAGERS
are those employees employed in positions normally requiring one thousand
five hundred (1,500) hours of work a year, provided such employees
are not members of another governmental retirement plan or are otherwise
excluded from membership in LAGERS by State law;
C.
The
Board of Aldermen of the City of Fair Grove hereby elects to have
the "final average salary" of its employee members determined over
a sixty (60) consecutive month period.
D.
The
Board of Aldermen of the City of Fair Grove hereby elects to require
employees who become members of LAGERS to pay four percent (4%) of
gross salary and wages as employee contributions to LAGERS.
E.
The
Board of Aldermen of the City of Fair Grove hereby elects the regular
retirement age for all eligible employees.
F.
The
City Clerk of the City of Fair Grove is hereby authorized and directed
to deduct from the wages or salaries of each employee member, the
employee contributions, if any, required by Section 70.705, RSMo.,
2000 and to promptly remit such contributions to LAGERS, along with
the employer contributions required by Sections 70.705 and 70.730,
RSMo., 2000, as amended. It is understood there is no statutory provision
for a participating political subdivision to terminate its membership
under LAGERS.
G.
The
City of Fair Grove participation as a LAGERS political subdivision
will commence on the first (1st) day of September, 2005.
