[Ord. No. 218 §§1
— 2, 3-2-1981]
A.
The
Board of Aldermen of the City of St. Robert, hereby adopt the personnel
policy of the City of St. Robert, and the regulations attached thereto
and hereby incorporate the same into this Section as if fully set
out herein.
B.
A copy
of said Personnel Policy and Regulations shall be maintained in the
office of the City Clerk for inspection by any and all employees and
citizens of the City of St. Robert.
[Ord. No. 218 §2, 3-2-1981; Ord.
No. 337 §§1 — 2, 4-8-1991]
A.
These
rules shall apply to all City employees. The "Administrator" as herein referred to shall mean the "City Administrator" and he/she shall be responsible for coordinating and generally supervising
the operations of all departments of the City of St. Robert.
B.
The
City shall be divided into the following departments: Public Works,
Police, Fire, City Hall and transfer station.
The Director of Public Works will have overall supervision of
the Water, Sewer, Streets and Electrical Departments.
C.
All
initial employment with the City of St. Robert, shall be based on
ability, physical and moral fitness as evidenced by the following:
[Ord. No. 2745 §§1 —
4, 12-15-2014]
A.
That there is hereby established a policy regarding the passing of
exams and/or certification testing which are required for positions/jobs
in the City of St. Robert.
B.
When an employee is required to have certification or to pass an
exam(s) to qualify for the position/job in which they are employed
the City of St. Robert shall pay the cost of those exams/tests, and
the employee shall timely take and pass those exams/tests.
C.
The failure of an employee to timely take and pass the exams/tests
shall result in the employee reimbursing the City of St. Robert the
costs of the exams/tests.
D.
An employee's failure to timely take and pass the exams/tests and/or
failure to reimburse the City of St. Robert of St. Robert the costs
of the exams/test, may be considered sufficient grounds for termination
of the employee.
[Ord. No. 218 §2, 3-2-1981]
Other qualifications being equal, applicants who live inside
the corporate City limit of the City of St. Robert will be given preference
to those living outside the City limits when appointments to City
positions are being made.
[Ord. No. 218 §2, 3-2-1981]
All persons presently employed or seeking initial employment
will be required to complete, sign and file an application form.
[Ord. No. 2588 §§1 — 5, 12-17-2012]
A.
Immediate Family Defined. "Immediate family" shall mean spouses, dependents, anyone residing in the person's
household, and anyone within the third degree of consanguinity of
the person, or the person's spouse; e.g. within three degrees of relationship
by blood or marriage.
B.
Employment Of Immediate Family. When employing members of
the immediate family, it shall be the City's policy that it ensures
the appearance of fairness and conformity with City ordinances. Therefore,
the employment of immediate family members is not authorized if one
(1) member would have practical authority to appoint, supervise, evaluate
or discipline the other.
C.
The
Board of Aldermen can create an exception to this policy by a resolution
recorded in meeting minutes. That resolution should set out the particulars
and the reasons for that exception to policy.
D.
For
volunteers of the City, including volunteer firefighters, this policy
shall apply.
E.
If
on the date of passage of this Section there is a pre-existing employment
or volunteer situation that would cause violation of this Section,
then this Section shall not apply to that situation. Each such situation
shall be brought to the attention of the Board of Aldermen by the
City Administrator for individual action and consideration.
[Ord. No. 218 §2, 3-2-1981]
A.
Permanent. Those employees on a regular work week, in specified
positions and set salary scale according to the City of St. Robert.
B.
Temporary. All employees serve a three (3) month probationary
tenure as temporary employees before making permanent status. Part-time
and hourly paid employees used during extra heavy work schedules are
considered temporary.
[Ord. No. 218 §2, 3-2-1981]
Full-time employees may not carry on, concurrently with the
public service, any private business or undertaking which affects
the time or quality of their work.
[Ord. No. 218 §2, 3-2-1981]
The attitude and deportment of a City employee should at all
times be such as to promote the good will and favorable attitude of
the public toward the City administration and the program and policies.
[Ord. No. 218 §2, 3-2-1981; Ord.
No. 2092 §§1 — 2, 6-2-2008]
A.
Except
for Police Officers and Firefighters, upon initial employment, all
other permanent employees shall serve a probationary three (3) month
tenure. At the end of the three (3) months, the employee shall be
eligible for all the benefits of regular employees.
B.
All
Police Officers and Firefighters, upon initial employment, shall serve
a probationary twelve (12) month tenure. At the end of the twelve
(12) months, the Police Officers and Firefighters shall be eligible
for all the benefits of regular employees.
[Ord. No. 218 §2, 3-2-1981]
Administrators are responsible for maintaining complete and
accurate records relative to all forms of leave, attendance, and absence
of their employees due to any cause, whether with or without pay.
Proper indications, by the use of appropriate symbols as to the cause
of absence, will be made on the departmental time sheets, and on other
required records set up from time to time under special operating
rules.
[Ord. No. 218 §2, 3-2-1981; Ord.
No. 1579 §§1 — 2, 9-8-2003]
A.
Wages
and salaries will be set by the Board of Aldermen.
B.
Overtime
work will be performed only on the authorization of the Administrator
to the extent necessary to meet essential operating requirements.
Compensation for authorized overtime work will be provided. Certain
employees who are called in for duty on weekends and are also required
to be on pager duty which requires them to remain within a certain
area of the City of St. Robert are authorized to be paid overtime
for said duty for overtime and pager duty.
C.
When employees are required to work one (1) hour or more in excess
of the regular daily work schedule, such extra time will be indicated
on the timesheet under the date on which the same is performed. The
Administrator will grant the employee overtime time for the total
amount of overtime worked during any work period.
[Ord. No. 3045 §§ 2
— 3, 2-21-2017]
[Ord. No. 218 §2, 3-2-1981]
No City employee shall be absent from his/her regularly scheduled
duties except by authority of the Administrator. Employees absent
due to reasons beyond their control will be responsible for reporting
their absences together with the reason therefor to the Administrator
as soon as possible after the beginning of their assigned shift or
regular schedule of duties. Except in cases of leave, incident or
illness, all absences for periods in excess of one (1) week must be
approved by the Administrator.
[Ord. No. 218 §2, 3-2-1981]
A.
Each
full-time City employee will receive eight (8) hours per month as
sick leave. Each full-time City employee shall accumulate a maximum
of three hundred sixty (360) hours.
1.
No termination pay will be authorized for sick leave for terminating
employees.
2.
Employees who are absent more than three (3) days for unconfirmed
illness may be required by the Administrator to submit a physician's
statement.
3.
The Administrator is authorized to make any investigation of benefits
claimed under this rule which they may deem necessary and to disapprove
any claims not properly substantiated.
4.
Frequent claiming of benefits under this rule will constitute grounds
for the assumption by the Administrator that the physical condition
of the employee is below the standard necessary for the proper performance
of his/her duties. Likewise evidence of the abuse of this benefit
will constitute grounds for prompt dismissal or disciplinary action
by the Administrator.
[Ord. No. 1416 §§1 — 3, 12-16-2002]
A.
The
purpose of the health leave pool is to furnish a continuing income
for all St. Robert employees who are granted annual health leave and
who are faced with an extended illness or accident and have used all
of their accumulated health leave, holiday leave, compensatory time
(non-FLSA) and vacation days. The health leave pool excludes intermittent
illness, uncomplicated pregnancy, elective surgery, maternity leave
and/or Workers' Compensation injuries.
1.
Establishment of health leave pool.
a.
Each employee or employee's supervisor, in time of emergency, shall
contribute eight (8) hours (one (1) day) to the health leave pool
in order to become a member. If the number of days in the pool falls
below three hundred sixty (360) hours (forty-five (45) days), each
member will be required to donate eight (8) more hours (employees
with no health leave days remaining will be assessed upon the accumulation
of eight (8) hours). Each employee may join or exit the health leave
pool on the anniversary date, January first (1st), with no refund
of hours. New employees may join during the first (1st) month following
their probationary period.
b.
Once a health leave pool member reaches the maximum allowable sick
leave hours (three hundred sixty (360) hours), their excess sick leave
hours shall be placed in the health leave pool fund to help maintain
a balance of usable hours.
2.
Administration of health leave pool. A committee
consisting of the City Administrator and the department supervisors
will administer the health leave pool. The Committee shall have the
authority to establish procedures that will allow it to function in
a fair and consistent manner.
3.
Application process for health leave pool access.
a.
Employee shall submit an application, which is available in the City
Administrator or City Clerk's office, to the Health Leave Pool Committee
requesting access to the pool.
b.
The first (1st) section of the application must be completed by the
employee and must explain in detail the reason for requesting health
leave hours.
c.
A licensed physician must complete the second (2nd) section of the
application. The physician's explanation must describe the nature
of illness and why the employee is unable to work.
d.
Employer may require a second (2nd) medical opinion.
4.
Requirement for health leave pool participation.
a.
Only St. Robert employees who have donated to the pool shall make
application to the health leave pool.
b.
Health leave pool days can only be used for the employee, not family
members.
c.
Health leave pool days will only be granted after the employee's
available leave (health leave, holiday leave, compensatory time (non-FLSA)
and vacation days) time has been depleted.
d.
The maximum number of hours allowed in a single year will be
two hundred (200) (twenty-five 25) days). The Committee may consider
extension of health leave pool request based on extenuating circumstances
and the physician's report. To qualify for consideration for extension,
an employee shall have worked his or her duties for a minimum of one
thousand two hundred fifty (1,250) hours in the twelve (12) months
preceding the date of his or her request for extension.
[Ord. No. 2669 §2, 12-30-2013]
e.
Once an employee has utilized the maximum allowable hours and does
not return to work, he/she will be granted a leave without pay for
any days missed thereafter.
f.
Employees who repeatedly request excessive health leave pool days
may be denied.
g.
Termination of employment with the City terminates membership in
the health leave pool with no refund of days.
h.
When an employee makes a request, they must state the number of anticipated
hours needed. Upon return to work, any unused hours shall revert to
health leave pool unless otherwise noted in the initial approval.
5.
Approval of participation.
a.
Committee will meet to consider the request for health leave pool
days. After full consideration of the merits of the application, the
Committee will vote. A quorum of five (5) voting members will be required
to convene a meeting and a majority vote of those present will constitute
the Committee's decision.
b.
Employee will be notified of the Committee's decision.
c.
Decisions of the Committee may be appealed to the Council.
d.
Decision of the Council will be final.
[Ord. No. 218 §2, 3-2-1981; Ord.
No. 2586 §§1 — 6, 12-17-2012]
A.
Employees
in permanent positions will be eligible for vacation benefits, either
as time off with pay or as termination pay in cases of separation
from City employment in good standing.
1.
Vacation time will be earned at the rate of 3.33 hours per month:
|
40 hours
|
1st year
|
3.33 hours/month
| |
|
80 hours
|
2nd — 5th year
|
6.67 hours/month
| |
|
120 hours
|
6th — 10th year
|
10.00 hours/month
| |
|
160 hours
|
over 10 years
|
13.33 hours/month
|
2.
Vacation time is not to be cumulative from one year to another.
3.
The time an employee takes his/her vacation must be approved by the
Administrator. If a shorter period is taken, it must be approved by
the Administrator and at no time will be less than three (3) days.
4.
The provision of this Section concerning vacation policy shall apply
to all employees and to all appointed officers.
5.
No employee may accumulate more than thirty (30) days of vacation
time.
6.
At the time an employee terminates employment with the City, the
employee shall not be paid for vacation time accumulated more than
two hundred forty (240) hours. This includes termination of employment
by retirement.
7.
If an employee has accumulated more than two hundred forty (240)
hours vacation time on the effective date of this Section, the employee
and his or her department head shall schedule the employee's utilization
of accumulated vacation to bring that employee's accumulated vacation
time to a level that is in compliance with the terms of this Section.
If the employee is a department head or an appointed official, then
that employee shall schedule with the City Administrator as would
a regular employee with their department head as set forth earlier
in this Section. The City will directly negotiate with employees or
appointed officers with more than three hundred (300) vacation hours
accumulated. Compliance shall be accomplished no later than January
1, 2014.
8.
The term "employee", as utilized in this Section,
includes appointed officers of the City.
9.
The term "City", as utilized in this Section, refers
to the City of St. Robert.
[Ord. No. 218 §2, 3-2-1981]
A.
The administrator may grant emergency leave with pay for not more
than three (3) working days in any one (1) calendar year, to the employees
who have completed at least one (1) year continuous service, in the
case of a death of the member's employee family, as set forth in the
City's Bereavement Policy.
[Ord. No. 3034 § 3, 2-7-2017]
B.
The
Administrator may authorize the use of accrued unused sick leave in
cases of serious illness of a member of an employee's household which
necessitates his/her personal care or attention; or in case of a quarantine
of an employee's household under public health regulations or resulting
from competent medical advice.
[Ord. No. 218 §2, 3-2-1981; Ord.
No. 1838 §§1 — 3, 11-7-2005; Ord. No. 3684, 4-13-2021]
A.
Pursuant
to the express provisions of Section 105.270.1, RSMo., the City of
St. Robert is required provide leaves of absence with pay to employees
who are:
1.
Members of the National Guard or of any reserve component of the
Armed Forces of the United States without loss of time, pay, regular
leave, impairment of efficiency rating, or of any other rights or
benefits, to which otherwise entitled, for:
a.
All periods of military services during which they are engaged in
the performance of duty or training in the service of this State at
the call of the Governor and as ordered by the adjutant general without
regard to length of time; and
b.
For all periods of military services during which they are engaged
in the performance of duty in the service of the United States under
competent orders for a period not to exceed a total of one hundred
twenty (120) hours in any Federal fiscal year.
B.
All
employees of the City who meet either of the two (2) above described
categories of military service shall be entitled to a military leave
of absence with pay.
C.
If
any full-time City employee is called to military service in the service
of the State of Missouri, the City will place the employee on a military
leave of absence with pay. During his or her military leave of absence,
the employee will be entitled to receive City pay equal to what he
or she would have earned had he or she not been called to service.
D.
If
a regular full-time employee is called to military service in the
service of the United States, the City will place the employee on
a military leave of absence with pay equal to what he or she would
have earned had he or she not been called to service. However, the
maximum annual military leave of absence pay for the regular, full-time
employee shall be limited to one hundred and twenty (120) hours of
leave time.
E.
If
a full-time firefighter employee is called to military service in
the service of the United States, the City will place the employee
on a military leave of absence with pay equal to what he or she would
have earned had he or she not been called to service. However, the
maximum annual military leave of absence pay for the full-time firefighter
employee shall be limited to one hundred sixty-nine (169) hours of
leave time. Because a full-time firefighter works under different
shift and pay schedules than does a regular full-time employee, it
is necessary to make this adjustment so that the military leave of
absence limitation period for a full-time firefighter is equivalent
to that of a regular full-time employee.
F.
All
other provisions and requirements of Section 105.270, RSMo., shall
be complied with.
[1]
State Law Reference: For similar statutory provisions, Section
105.270.1, RSMo.
[Ord. No. 218 §2, 3-2-1981]
A.
All
City employees occupying permanent full-time positions and subject
to the provisions and limitations hereinafter set forth shall observe
with pay the holidays listed below:
[Ord. No. 3789, 11-23-2021]
|
|
New Year's Day
|
Veteran's Day
| |
|
|
Washington's Birthday
|
Thanksgiving Day
| |
|
Memorial Day
|
The day after Thanksgiving
| ||
|
Juneteenth Independence Day
|
Christmas Day
| ||
|
Independence Day
|
The day after Christmas
| ||
|
Labor Day
|
Martin Luther King's Day
|
B.
Also
any other date which may be designated by the governing body of the
City will be observed as a holiday. When any designated holiday shall
fall on Sunday, the following business day will be observed. When
any designated holiday shall fall on Saturday, the previous Friday
shall be the designated day off. If a holiday falls on the weekend,
the holiday for police, fire or others that work will be observed
in the same manner as for other City employees. Designation of the
above or any dates as holidays shall not be construed as to confer
on any employee the right to observe the same, or to be absent from
his/her duties on the dates above designated except under the following
conditions:
[Ord. No. 3059 §§ 2 —
3, 3-21-2017; Ord. No. 3789, 11-23-2021
1.
The Administrator shall specifically authorize the observance
of any holiday designated hereunder and may reject or instruct the
observance of same in order to provide necessary functions and services
by their departments.
2.
Time off will be authorized for employees who may be required
to work on a designated holiday.
C.
It
should be distinctly understood that holidays are on a current year
basis, and intended to be observed as they occur. Except for Police
Officers, holidays may not be accumulated, nor may credit for unused
holidays be carried over into the following calendar year.
[Ord. No. 218 §2, 3-2-1981]
A.
Attendance Of Conference, Schools, Etc. The Board of Aldermen
may grant leaves with pay, together with necessary travel expense
allowances as deemed proper in order to permit employees holding permanent
positions to attend conferences, schools, and similar events designated
to improve their efficiency and considered as being beneficial to
the interest of the City.
B.
Jury And Court Service. An employee who is legally summoned
to serve on a jury or in court trials shall be permitted absences
with pay for the time actually required by such duty.
C.
Special Leaves Without Pay. Under justifiable circumstances,
the Administrator may grant special leaves of absences without pay
for periods not exceeding one week, subject to the approval of the
Board of Aldermen. However, no leave will be granted under this rule
for the purpose of enabling employees to accept temporary outside
employment.
[Ord. No. 1789 §§1 — 2, 5-9-2005]
The Board of Aldermen has approved the St. Robert City Direct
Deposit policy requiring direct deposit of payroll checks for all
City employees, and is desirous of said direct deposit policy to be
implemented within the City of St. Robert.
[Ord. No. 218 §2, 3-2-1981]
A.
The
Administrator is to enforce discipline. The Administrator will be
charged with the responsibility of enforcing and maintaining proper
standards of discipline and personal conduct among the employees and
is vested with the discretionary authority to practice the following
suggested forms and sequence of remedial measures incident to the
operating rules of the departments:
1.
Seriously calling attention of an employee to an unsatisfactory conduct
or performance of duties.
2.
Personal reprimand of the employee.
3.
Suspension of the employee without pay for an appropriate period,
subject to review and approval by the Board of Aldermen.
[Ord. No. 1560 §§1 — 4, 8-4-2003; Ord. No. 1587 §§1 —
2, 9-22-2003; Ord. No.
3165, 12-19-2017; Ord. No. 3219, 4-3-2018; Ord. No. 3684, 4-13-2021]
A.
The
following supervisors are found by the Board of Aldermen to be exempt
under the FSLA:
1.
City Administrator.
2.
Assistant City Administrator.
3.
City Clerk/HR Specialist.
4.
Finance Officer/Deputy City Collector.
5.
Network Administrator.
6.
Park Superintendent.
7.
Chief of Police.
8.
Assistant Police Chief.
9.
Fire Chief.
10.
Deputy Fire Chief.
11.
Public Works Director.
12.
Facility Manager of the Transfer Station.
B.
The
City shall change the job descriptions of the above named supervisors
to indicate that they are exempt from FSLA.
[Ord. No. 218 §2, 3-2-1981]
A.
Any
of the following acts or conduct on the part of an employee will constitute
special grounds for prompt dismissal by the Administrator:
1.
Conviction under a felony charge.
2.
Repeated convictions during service on misdemeanor charges, such
as speeding, reckless driving, or accidents involving injury to persons
and damage to property or equipment.
3.
Use of intoxicants while on duty.
4.
Flagrant and persistent insubordination.
5.
Conduct subversive to the proper order, discipline and morals of
municipal service.
6.
Misappropriation or unauthorized use of City equipment, tools, machines,
funds, etc.
7.
Incompetence or repeated neglect of duty.
8.
Unauthorized absence from duty without satisfactory explanation.
[Ord. No. 218 §2, 3-2-1981]
Under justifiable circumstances, the Administrator, subject
to the review and approval of the Board of Aldermen may suspend an
employee without pay for a period not in excess of fourteen (14) days.
Any offense of a similar nature occurring within three (3) years will
constitute grounds for dismissal.
[Ord. No. 218 §2, 3-2-1981]
A.
Subject
to the review and approval by the Board of Aldermen, the Administrator
is vested with discretionary authority to demote employees to positions
in lower classifications on the following general grounds:
[Ord. No. 218 §2, 3-2-1981; Ord. No. 2778 §§ 1 — 3, 5-5-2015]
Employees may be laid off without prejudice by reason of lack
of work or funds or the abolishment of positions. Insofar as it is
practicable, the Administrator will give at least two (2) weeks' notice
of such a lay off.
[Ord. No. 218 §2, 3-2-1981]
In order to resign in good standing, employees in permanent
positions should give at least two (2) weeks notice of their intentions.
In event of failure to observe this requirement, the Administrator
will have the discretionary authority to disapprove extra termination
pay covering any unused vacation leave to which an employee may be
entitled under these rules. All temporary employees will be required
to surrender and return to the Administrator or other source, all
records and all property of the City of St. Robert which may be in
their possession or custody.
[Ord. No. 218 §2, 3-2-1981]
Insofar as may be consistent with the interest of the City,
vacancies will be filled by promotion, of qualified employees in lower
classifications.
[Ord. No. 218 §2, 3-2-1981]
A.
Insofar
as may be possible, it is the general policy of the City to anticipate
and avoid occurrences of valid complaints or grievances, and to deal
promptly with any which may arise; except where there is an acceptable
reason for not doing so, all matters of this nature will be handled
and transmitted through Superiors in the following order:
B.
Each
of the above Reviewers will discuss all relevant circumstances with
the person or persons immediately concerned and endeavor to adjust
the matter to the extent of his/her authority, and on a basis satisfactory
to the department head and subject to the review and approval by the
Board of Aldermen, he/she will make such further investigation as
may be deemed warranted, following which he/she will render a decision
relative to the matter, which shall be final and binding upon all
parties concerned. Any complaint or grievance may be satisfied at
any level of this procedure without further action when agreed upon
by the employee.
C.
This Section is not for the purposes of appealing employment decisions.
[Ord. No. 2784 §§1 —
3, 5-19-2015]
[Ord. No. 218 §2, 3-2-1981]
The Administrator may in connection with any personnel matter
of serious importance, convene an advisory committee of three (3)
employees and three (3) Board members to make recommendations as in
their opinion the facts warrant.
[Ord. No. 218 §2, 3-2-1981]
The Board of Aldermen shall have the right to adopt regulations
to supplement this policy and such regulations shall be made available
to all employees and further shall be administered in the same manner
as this policy.
[Ord. No. 444 §§1
— 5, 6-16-1997]
A.
EMPLOYEE
EXPENSES
For
the purposes of this Section, the following terms shall be defined
as follows:
Any persons employed by the City and all elected and appointed
officials of the City.
Only those expenses actually and necessarily incurred by
an employee in the performance of the official business of the City.
B.
An
employee of the City shall be entitled to reimbursement for expenses
in accordance with the terms of this Section.
C.
Any
employee incurring expenses and seeking reimbursement therefor shall
prepare and submit to the City Clerk a voucher of such expenses, on
the form provided by the City Clerk, duly certified by such employee
as being true and correct. Such voucher shall be submitted within
thirty (30) days following the incurring of such expenses.
D.
The
City Clerk of the City shall be responsible for reviewing each such
voucher of expenses and shall make such investigation as shall be
appropriate to ascertain that such expenses were properly incurred.
Upon determination that the expenses qualify as expenses actually
and necessarily incurred by an employee in the performance of the
official business of the City, the City Clerk shall authorize reimbursement
therefor.
E.
A cash
advance to an employee may be authorized by the City Clerk in such
instances as the Clerk shall determine when the projected expenses
to be incurred by a particular employee would result in a financial
burden on such an employee. Upon authorization of such an advance,
the voucher for expenses, and the balance of the advance remaining,
if any, shall be submitted to the City Clerk within ten (10) days
after such expenses are actually incurred.
[Ord. No. 780 §§1
— 5, 11-22-1999; Ord. No. 2978 § 3, 10-18-2016]
A.
Members of the Board of Aldermen, members of St. Robert City appointed
committees and City employees shall be reimbursed for City business
on which that person drives his/her own personal vehicle outside the
City limits of St. Robert, when a City vehicle is not available.
B.
The mileage reimbursement will be at the rate for business mileage
allowed by the I.R.S. at the date that reimbursement is requested.
D.
Trips of less than ten (10) miles will not be subject to reimbursement.
E.
Mileage claims may be aggregated.
[Ord. No. 1862 §§1 — 7, 1-23-2006; Ord. No. 1899 §3, 5-15-2006]
A.
The
Board of Aldermen of the City of St. Robert believes it is in the
best interest of the City to implement a mandatory criminal background
check for all City of St. Robert employees.
B.
This
Section is enacted pursuant to Section 43.535, RSMo., to regulate
the employment of those engaged in the functions of a municipality.
This Section is only applicable to persons offered employment by the
City of St. Robert and does not apply to those merely interviewing
for employment. Further, a person's status as a City employee is conditional
until the results from the background check are reviewed and approved
by the Mayor and City Administrator.
C.
An
applicant, employee or volunteer seeking employment with the City
of St. Robert shall submit a set of his/her fingerprints taken by
the Police Department to the City Clerk. The background check shall
be completed and transmitted without any fee to the applicant, employee
or volunteer seeking employment with the City of St. Robert.
D.
Upon
receipt of the fingerprints and the appropriate fees, the City Clerk
will transmit both sets of fingerprints and appropriate fees to the
appropriate State agency or bureau. The appropriate State agency or
bureau will compare the subject's fingerprints against its criminal
file and, if no disqualifying conduct is found therein, submit the
fingerprints to the Federal Bureau of Investigation for a comparison
with nationwide records. The results of the Federal Bureau of Investigation
check will be returned to the appropriate State agency or bureau,
which will disseminate the State and national results to the St. Robert
City Clerk.
E.
The
Mayor and the City Administrator shall render a fitness determination
based upon the results of the criminal background check and communicate
its fitness determination to such public entity.
F.
In
rendering a fitness determination, the Mayor and the City Administrator
will decide whether the record subject has been convicted of or is
under pending indictment for:
G.
A record
subject may request and receive a copy of his/her criminal history
record information from the City Clerk. Should the record subject
seek to amend or correct his/her record, he/she must contact the appropriate
State agency or bureau for a Missouri State record or the Federal
Bureau of Investigation for records from other jurisdictions maintained
in its file.
