[CC 1999 §10.0801; Ord. No. 99-11-01 §2, 11-16-1999]
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]
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.
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:
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
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]
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.
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]
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.
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.
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]
Employment requirements are as follows:
All employees must be willing to meet all training requirements given by the City.
All employees must be willing to attend all meetings required by the Mayor.
All employees must participate in any testing required by the City.
All employees must be willing to work assignments as needed.
All employees must be willing to report to duty in case of an emergency.
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]
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.
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.
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]
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.
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.
Gratuities. Employees of the City are not allowed to accept gratuities.
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.
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.
Personal business. Supervisor will not request subordinates to do personal business for other employees or elected officials.
City resources. City resources will not be used for personal business, misused or otherwise misappropriated.
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]
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]
The standard workweek for full-time employees shall be five (5) days or a total of forty (40) hours per week.
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.
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]
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.
Use Of Time Clock. Time clock must be punched in and out each day the employee works.
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.
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.
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]
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:
Employee's and supervisor's responsibilities.
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.
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:
Grounds for action. The following are declared to be grounds for demotion, suspension or removal of any employee:
Conviction of a felony or other crime involving moral turpitude.
Acts of incompetency.
Absence without leave.
Acts of insubordination.
Intentional failure or refusal to carry out instructions.
Misappropriation, destruction, theft or conversion of City property.
Employee subsequently becomes physically or mentally unfit for the performance of his/her duties.
Acts of misconduct while on duty.
Willful disregard of orders.
Habitual tardiness and/or absenteeism.
Falsification of any information required by the City.
Failure to properly report accidents or personal injuries.
Neglect or carelessness resulting in damage to City property or to City equipment.
Repeated convictions during employment on misdemeanor and/or traffic charges.
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.
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.
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.
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.
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:
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.
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.
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.
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]
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.
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]
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.
It shall be the policy of the City to insure that all full-time employees enjoy the same number of holidays each year.
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.
For full-time employees whose workweek is other than Monday through Friday, the supervisor shall designate the workday that shall be observed.
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]
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.
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.
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.
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.
When a regularly scheduled holiday occurs during the period of an employee's vacation an additional day of vacation shall be granted.
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]
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.
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.
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.
Abuse of the sick leave privilege can result in dismissal.
[CC 1999 §10.0826; Ord. No. 99-11-01 §2, 11-16-1999]
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.
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]
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]
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.
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.
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]
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.
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.
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:
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.
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]
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.
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.
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.
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.
Specifically, it is illegal and against the policies of the City for any employee, male or female, to sexually harass another employee by:
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;
Making submission to or rejections of such conduct the basis for employment decisions affecting the employee; or
Creating an intimidating, hostile or offensive working environment by such conduct.
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.
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.
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.
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]
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).
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;
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.
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.
The Board of Aldermen of the City of Fair Grove hereby elects the regular retirement age for all eligible employees.
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.
The City of Fair Grove participation as a LAGERS political subdivision will commence on the first (1st) day of September, 2005.