[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:
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.
SEXUAL HARASSMENT
1.
2.
3.
Definition. For the purpose of this Section, the following
word shall have the prescribed meaning:
Unwelcome sexual advance, requests for sexual favors and
other verbal or physical conduct of a sexual nature constitute sexual
harassment when:
Submission to such conduct is made either explicitly or implicitly
a term or condition of an individual's employment;
Submission to or rejection of such conduct by an individual
is used as the basis for employment decisions affecting such individual;
or
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.
