[CC 1996 §105.690]
The City Council, all department heads and supervisory personnel shall consider all employee suggestions concerning the improvement of City services. Employees are encouraged to bring suggestions to the Council through department heads for discussion and consideration. The Mayor, with the approval of the City Council, may offer recognition for employee suggestions.
[CC 1996 §105.700]
A. 
All departments shall observe and keep office and working hours necessary for the efficient transaction of services as determined by the department head with the approval of the City Council. Full-time employees will be scheduled to work forty (40) hours in a seven (7) day pay period. Sworn personnel will be scheduled to work one hundred sixty (160) hours in a twenty-eight (28) day period.
1. 
Rest periods. All full-time employees may receive a fifteen (15) minute rest period during each four (4) hour shift. The rest period may be granted near the middle of each four (4) hour shift whenever this is feasible.
2. 
Meal period. All full-time employees with the exception of sworn personnel may take a thirty (30) minute non-paid meal period during each eight (8) hour work shift. Whenever possible, this meal period shall be scheduled at the middle of each shift. All full-time employees shall sign out for their lunch periods if they leave the work area.
B. 
Employees not utilizing their rest period will not be entitled to additional compensation.
[CC 1996 §105.710]
All employees are required to attire themselves in a fashion that will reflect a positive image of themselves and the City. Uniforms shall be required as and when specified. Business attire for non-uniformed employees shall conform to standards of good taste. There shall be no denim pants or shorts, no blue jeans and no mod or bizarre jewelry worn.
[CC 1996 §105.720]
For all full-time employees, their job with the City shall be their primary employment. No employee of the City shall work at another position outside of the City service which reflects unfavorably on the City, use his/her position with the City to gain such additional employment, nor in any way permit such additional employment to interfere with or influence his/her obligations and duties to the City. Outside employment shall not adversely affect the employee's ability to report to the job refreshed and ready for work. When working with any other public or private organization, no employee shall wear uniforms or clothing purchased by the City or identified with City employment unless prior approval is granted by his/her department head. All full-time employees seeking to hold outside employment shall be required to submit a written request to their department head for approval prior to accepting such a position. This request shall include the name of the company or public agency by whom the individual will be employed, a brief description of the job and duties to be performed, plus all pertinent information regarding insurance, pension plans, other fringe benefits, hours worked per day and per week and other work scheduling information.
[CC 1996 §105.730]
Employees who are required to use their personal automobiles in the course of performing their duties for the City may be paid gas reimbursement, pending the approval of submitted gas receipts.
[CC 1996 §105.740]
A. 
To serve the best interests of the employees, taxpayers and the City Government, it is the policy of the City to restrict certain types of political activity without infringing upon the employee's rights to exercise their suffrage as citizens. The purpose to support financially or otherwise any political party or person and to safeguard the interest of the public whom all employees serve without regard to their political opinions or affiliations.
B. 
No employee of the City shall make any contribution to campaign funds of a candidate for office of Council member or Mayor or political organizations supporting said candidates, nor shall any employee campaign for or publicly support the candidacy of any individual for the office of Mayor or City Council.
C. 
No employee, either full- or part-time of the City, while on duty or while in uniform that identifies the individual as an employee of the City shall:
1. 
Canvass on behalf of any candidate, political party or political issue;
2. 
Display a political picture, sticker, badge or button;
3. 
Attend a political rally, fund raising function or other political gathering;
4. 
Circulate or sign a political petition; or
5. 
Serve as an election judge or Clerk.
D. 
No employee shall place or allow to remain, upon a City vehicle used by the employee in the course of employment, any political picture, sticker, badge or button.
E. 
Nothing in this Section shall be construed to restrict an employee's freedom to express an opinion or exercise the right to vote while off duty.
F. 
No employee of the City shall use City equipment, personnel, facilities or resources to promote or help promote any civic, social, business entity or interest without the expressed written consent of the City Council.
[CC 1996 §105.750]
From time to time employees may be asked to fill in temporarily at work in a higher classification. Such assignment shall be made by the department head with the approval of the City Council. If such temporary assignment extends beyond thirty (30) generally consecutive working days, additional compensation of the higher classification may be provided. The duration of a temporary assignment shall not exceed six (6) months. At the end of said fill in, the department head may recommend to the City Council for his/her approval of an additional six (6) months.
[CC 1996 §105.760]
Employees should afford every citizen courtesy and consideration. It is particularly important that a full, courteous explanation be given a citizen when it is necessary to refuse a request or when the action requested is outside the jurisdiction of the City. In dealing with citizens' complaints, particularly irate citizens, employees are encouraged to direct the individual to a supervisor or appropriate City Official for an explanation or assistance.
[CC 1996 §105.770]
A. 
Employees are expected to follow safety procedures established for their respective department and to take an active part in protecting themselves and their fellow employees at all times. Employees are encouraged to detect and report to their supervisors any hazardous conditions or unsafe practices in their workplaces and to make suggestions for their correction.
B. 
Employees operating City vehicles, or personal vehicles on City business, must wear a seat belt.
C. 
Employees must report all accidents and injuries to their supervisor immediately. Failure to make a timely report of accidents and injuries may result in disciplinary action to include suspension or termination.
[CC 1996 §105.780]
Personnel records of all employees shall be maintained by the City Clerk and every employee's personnel record shall be available to him/her upon request during office hours. The records related to the hiring and promotion, disciplining and termination of personnel shall be maintained by the City Clerk. All such records shall be maintained within City Hall.
[CC 1996 §105.790]
When authorized by the City Council, an employee may receive a car allowance as reimbursement and compensation for the use of the employee's personal automobile for official City use during regular working hours. In such case the employee will be required to secure and maintain auto liability insurance in an amount determined by the City Council and which names the City as a co-insured. Evidence of said insurance shall be submitted annually. Additionally, said personal automobile shall be maintained and operated in a safe, clean manner and in conformance with all State and local laws.
[Ord. No. 1320, 4-18-2022]
Other than the Chief of Police and K-9 Police Officer that uses his/her City vehicle to transport his/her City police dog to and from his/her personal residence, City of Breckenridge Hills employees, including, but not limited to, full time employees, part time employees and members of the City of Breckenridge Hills Police Department, Public Works Department and City Code Inspectors, are prohibited from operating City vehicles for personal use and shall only use City vehicles for City business. City employees other than the Chief of Police and the City K-9 officer are also prohibited from driving City vehicles to and/or from their personal residence. Any City employee found to be in violation of this Section shall serve as immediate grounds for termination of said employee.
[CC 1996 §105.800]
A. 
All employees are members of the City's Emergency Management Agency and may be called upon to perform such duties as necessary to prepare for or respond to a disaster. Employees receive no additional compensation for serving as members of this agency, but if called upon to respond to a disaster, will receive compensation at the same rate as for other work performed by said employee, including eligible overtime.
B. 
All members of the Emergency Management Agency are required by State law to take an oath in writing to uphold the Constitution and not advocate the overthrow of the government by force or violence.
C. 
The Mayor is authorized to reduce staff levels during emergencies and severe weather. Employees not required to be at work under such conditions will be compensated at their normal rate of pay.
[CC 1996 §105.810]
A. 
All employees whose job requires that they drive a vehicle, whether the City's or their own, must possess a valid driver's license. All employees who operate a truck for the City must possess the necessary license required by the State of Missouri.
B. 
All employees required to have a driver's license are required to report to the City all convictions of moving violations within thirty (30) days and to notify the City of any suspension, revocation, cancellation, disqualification or out of service order by the end of the business day on which the employee receives said notice.
[CC 1996 §105.820; CC 1981 §105.240; Ord. No. 770 §§1 — 5, 6-18-1990]
A. 
No employee or officer of the City shall discriminate against any employee of the City by engaging in sexual harassment in the recruitment, promotion, disciplining, dismissal or treatment of employees.
B. 
Definition. For the purpose of this Section, the following word shall have the prescribed meaning:
SEXUAL HARASSMENT
Unwelcome sexual advance, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
1. 
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
2. 
Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
3. 
Such conduct has the purpose or effect or unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
C. 
Any employee who believes that he/she has been subjected to sexual harassment shall have the right to file a written complaint properly executed.
D. 
All complaints of sexual harassment within the employee's department shall first be filed with the department head. The Department head shall have seven (7) working days within which to investigate and/or take appropriate action with respect to such complaint. If the action taken by the department head is not satisfactory to the complainant, he/she may file the complaint directly with the Mayor who may decide to a hearing of the City Council or may take action with respect to the complaint himself/herself. If the complainant believes that he/she has been subjected to sexual harassment by their department head, the initial complaint may be filed with the Mayor. If the complainant believes that he/she has been subjected to sexual harassment by the Mayor, the initial complaint may be filed with the City Clerk who may call for a meeting of the City Council on the matter. All such complaints shall remain confidential.
E. 
No officer or employee of the City shall take retaliatory action of any kind against any employee of the City as a result of that employee filing a complaint of sexual harassment pursuant to this Section. If such retaliatory action is taken against any employee, he/she shall have the right to file a separate complaint pursuant to this Section.