[R.O. 2006 §125.010; CC 1978 §23.010; Ord. No. 548 §I, 10-7-1986]
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 or support, for the purpose of supporting or opposing
the appointment or election of candidates for any Municipal office.
[R.O. 2006 §125.020; CC 1978 §23.020; Ord. No. 548 §I, 10-7-1986]
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.
[R.O. 2006 §125.030; CC 1978 §23.030; Ord. No. 548 §I, 10-7-1986]
No employee of the City shall accept outside employment, whether
part-time, temporary or permanent, without prior approval from the
Finance Officer/Director of Personnel. Each change in outside employment
shall require separate approval. Employees may not engage in any private
business or activity while on duty.
[R.O. 2006 §125.040; CC 1978 §23.040; Ord. No. 548 §I, 10-7-1986; Ord.
No. 1577 §I, 1-17-2006; Ord. No. 1812 §I, 11-4-2008; Ord. No. 2432, 9-18-2018]
A.
Definition.
The word "grievance" means a formal, written statement
from an eligible employee concerning actions taken by the City on
one (1) of the following items: loss of pay, written reprimand, suspension
and termination. An employee may not grieve demotions, reclassifications,
transfers, reassignments and changes in shift rotations unless they
are a direct consequence of a disciplinary action to that employee.
"Eligible employee" means any regular full-time
and regular part-time employee. Discharge of an employee shall not
preclude access to the grievance procedure.
B.
Principles.
The most effective accomplishment of the work of the City requires
prompt consideration and equitable adjustment of the employee grievances.
It is the desire of the City to adjust the causes of grievances informally
and both supervisors and employees are expected to make every good
faith effort to resolve problems as they arise. The filing of a formal,
written grievance directly with the Director of Operations shall not
preclude continuing a good faith effort to resolve the grievance.
The good faith effort does not extend the time limit(s) included in
the grievance procedure.
C.
Grievance
Process.
1.
Within two (2) business days following the event on which the grievance
was based, an eligible employee may file a formal written grievance
with the Director of Operations. The good faith efforts shall have
taken place in order for the formal written grievance to proceed.
The grievance must be in writing and refer to a specific issue that
can be grieved and the precise settlement desired. The contents of
a formal written grievance and settlement desired cannot be changed
after it is submitted. A copy of the grievance shall be immediately
forwarded to the City Administrator and the employee's supervisor.
2.
Within ten (10) business days after receipt of the formal grievance
and after reviewing all the facts pertaining to the grievance, the
Director of Operations shall provide a written response to the employee
who filed the grievance.
3.
If the written response is not satisfactory to the employee who has
filed a grievance, the employee may, within two (2) business days
of receipt of the decision, appeal that decision, in writing, to the
City Administrator. Within fifteen (15) days after receipt of the
appeal, the Director of Operations shall schedule a hearing with the
City Administrator. Within forty-eight (48) hours after the completion
of the hearing the Director of Operations shall inform the appellant
of the decision.
[R.O. 2006 §125.050; CC 1978 §23.050; Ord. No. 729 §I, 6-16-1992; Ord.
No. 1590 §I, 3-21-2006; Ord. No. 1634 §I, 10-3-2006]
A.
All
full-time employees of the City, except department heads or supervisors,
shall receive compensation for the following holidays:
1.
New Year's Day.
2.
Martin Luther King Day.
[Ord. No. 2254 §I, 12-15-2015]
3.
Memorial Day.
4.
Independence Day.
5.
Labor Day.
6.
Veteran's Day.
7.
Thanksgiving Day.
8.
The Friday following Thanksgiving Day.
9.
Christmas.
10.
Days closed by special proclamation of the Mayor with the approval
of the Board of Aldermen.
11.
Five (5) personal holidays per calendar year of the employee's choice
subject to the employee giving five (5) working days' notice to and
obtaining the approval of the supervisor.
[Ord. No. 2453, 3-5-2019]
B.
When
a holiday falls on a Sunday, the following Monday shall be observed
as the holiday. When the holiday falls on a Saturday, the preceding
Friday shall be observed as the holiday.
C.
An
employee absent without authorized leave on the day preceding and/or
the day following the holiday shall not receive compensation for the
holiday.
D.
All Departments Other Than Police Officers. All full-time
non-exempt employees who work on a holiday shall be paid at one and
one-half (1½) times the employee's hourly rate of pay in addition
to any holiday pay to which he/she is eligible.
E.
Police Officers Only. All full-time non-exempt police officers
who work on a holiday shall be paid at their regular rate of pay for
the hours worked on the holiday in addition to any holiday pay to
which he/she is eligible. If the holiday falls on a scheduled day
off the officer will receive only the holiday pay.
F.
Holidays
and personal holidays are considered as time worked in calculating
overtime.
[R.O. 2006 §125.060; CC 1978 §23.060; Ord. No. 548 §I, 10-7-1986; Ord.
No. 1530 §I, 7-19-2005; Ord. No. 2432, 9-18-2018; Ord. No. 2625, 8-3-2021; Ord.
No. 2690, 7-19-2022; Ord. No. 2838, 2-20-2024]
A.
All
full-time employees of the City are eligible for vacation leave with
pay. Vacation accrual is concurrent with employment, accrues per pay
period, and is allowed to be utilized after ninety (90) days of employment.
After ninety (90) days of employment, new employees will receive forty
(40) hours of vacation to be utilized within the first year. Permanent
part-time employees are eligible for forty (40) hours of personal
leave with pay each year from January 1 to December 31. Permanent
part-time employees will surrender unused vacation hours at the end
of the year or when terminating employment.
1.
All full-time employees will accrue vacation hours with consecutive
years of service per pay period throughout the year at the following
rate:
|
Length Of Service (In Years)
|
Maximum Accrual
|
Accrued Per Pay Period
|
|---|---|---|
|
.25
|
40
|
Received in Full
|
|
1+ to 4
|
80
|
3.08
|
|
5+ to 9
|
120
|
4.62
|
|
10+
|
160
|
6.15
|
|
11
|
168
|
6.46
|
|
12
|
176
|
6.77
|
|
13
|
184
|
7.08
|
|
14
|
192
|
7.38
|
|
15
|
200
|
7.69
|
|
16
|
208
|
8
|
|
17
|
216
|
8.31
|
|
18
|
224
|
8.62
|
|
19
|
232
|
8.92
|
|
20+
|
240
|
9.23
|
B.
Vacation
Leave.
1.
Can be utilized after ninety (90) days of continuous employment;
2.
Vacation hours may not be used in the same period it is accrued;
3.
May not be carried from one (1) year to the next; and
4.
May be taken separately, in full hour increments.
5.
After five (5) consecutive years of employment an employee has the
option for the City to buy back up to forty (40) available vacation
hours at their current rate of pay. The employee is responsible for
making this request by completing a vacation buy back form within
thirty (30) days prior to their annual anniversary date.
6.
After ten (10) consecutive years of employment an employee has the
option for the City to buy back up to eighty (80) available vacation
hours at their current rate of pay. The employee is responsible for
making this request by completing a vacation buy back form within
thirty (30) days prior to their annual anniversary date.
7.
When an employee opts for the vacation buy back, those hours will
no longer be available to use.
C.
Approvals.
1.
Exceptions will be granted with the written consent of the City Administrator.
2.
Employees must obtain approval from their department head at least
five (5) days prior to vacation being granted. If less than five (5)
days the approval of the Director of Operations is required.
3.
The department heads shall schedule vacation leave with the approval
of the Director of Operations or City Administrator.
D.
Termination.
Any full-time employee, who has been in continuous employ of the City
for one (1) year (12 months), shall, upon resignation be entitled
to compensation for all their accrued vacation hours times the current
hourly rate of pay of vacation hours.
[1]
Editor's Note: Former Section 125.065, Flex Time, was repealed
4-4-2023 by Ord. No. 2749. Prior history includes: Ord. No. 2153 § I, 3-18-2014 and Ord. No. 2317 § I, 1-17-2017.
[R.O. 2006 §125.070; CC 1978 §23.070; Ord. No. 703 §I, 11-5-1991; Ord.
No. 1576 §I, 1-17-2006; Ord. No. 2691, 7-19-2022]
A.
All
full-time City employees shall earn sick leave with full pay at the
rate of one (1) day for each full calendar month of service. For employees
employed on or before July 31, 2022, sick leave may be accumulated
up to seven hundred twenty (720) hours. For employees employed on
or after August 1, 2022, sick leave may be accumulated up to four
hundred eighty (480) hours.
B.
Sick
days may be used for illness, doctor visits and treatments for an
employee, their children, spouse or their parents. An employee who
is unable to report to work because of sickness shall report the reason
for their absence to their supervisor prior to the time they were
to report for 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 shall be granted or 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. Department head will provide all required documentation
to the Payroll Department.
C.
Any
full-time employee who has had continuous and uninterrupted employment
with the City for five (5) or more years but less than ten (10) years
shall be entitled, upon termination of such employment, to compensation
for fifty percent (50%) of his/her earned and accumulated sick days.
Said compensation shall be paid in a lump sum in a separate check
at the same time of the final payroll check.
D.
Any
full-time employee who has had continuous and uninterrupted employment
with the City for ten (10) years or more shall be entitled, upon termination
of such employment, to compensation for one hundred percent (100%)
of his/her earned and accumulated sick days. Said compensation shall
be paid in a lump sum in a separate check at the same time of the
final payroll check.
[R.O. 2006 §125.080; CC 1978 §23.080; Ord. No. 548 §I, 10-7-1986]
An employee shall be granted leave with pay when required to
be absent from work for jury duty or as a trial witness. Compensation
for such leave shall be limited to the difference between pay received
for this service and normal duty pay.
[R.O. 2006 §125.090; Ord. No. 514 §§1 — 2, 6-25-1985; Ord. No. 1578 §I, 1-17-2006; Ord. No. 2432, 9-18-2018; Ord. No. 2805, 11-7-2023]
A.
Any
full-time employee may be granted three (3) working days leave within
thirty (30) days as needed in the event of the death of his or her
spouse, child, stepchild, foster child, mother, father, stepparent,
sister, brother, step-sibling, mother-in-law, father-in-law; sister-in-law,
brother-in-law, son-in-law, daughter-in-law and step-in-laws, grandmother
and grandfather, grandchildren and step-grandchildren. Adopted relations
in the previous categories are also included. A full-time employee
may be granted one (1) working day leave within thirty (30) days in
the event of the death of his/her uncle or aunt. Such leave shall
not be deducted from either sick leave or vacation leave. Any holidays
or unscheduled sick leave, which occurs during that time, will be
counted as part of the three (3) consecutive workdays. Any scheduled
leave, which occurs during that time, may be rescheduled at the discretion
of the Department Head and Director of Operations. Any full-time employee
shall be compensated for the bereavement leave.
B.
The
City Administrator or his/her designee may require a death certificate
from the employee requesting compensation for bereavement leave.
[R.O. 2006 §125.100; CC 1978 §23.090; Ord. No. 548 §I, 10-7-1986]
A.
The
City hereby elects to accept the provisions of the State Workers'
Compensation Law, as set forth in Chapter 287 of the Revised Statutes
of Missouri. The City is authorized to carry workers' compensation
insurance on all employees and officers of the City covered by the
State Workers' Compensation Law.
B.
An
employee receiving temporary total disability benefits under the State
Workers' Compensation Law shall receive pay equal to the difference
between the amount received from said benefits and his/her normal
salary for the period of his/her disability not exceeding twenty (20)
working days.
[R.O. 2006 §125.110; Ord. No. 817 §II, 8-2-1994; Ord. No. 1416 §I, 7-20-2004; Ord.
No. 1589 §I, 3-21-2006; Ord. No. 1818 §I, 12-16-2008; Ord. No. 2432, 9-18-2018; Ord. No. 2751, 4-18-2023; Ord. No. 2809, 11-21-2023]
A.
The standard workweek for full-time City employees, except those employees who qualify under Subsection (A)(4) of this Section, shall be four (4) or five (5) days with a total of forty (40) hours per week. Exempt employees shall work those hours necessary to insure the satisfactory performance of their departments but not less than forty (40) hours per week. Exempt employees shall not be entitled to overtime compensation under the provisions of this Section.
1.
For purposes of this Section, the following are considered Department
Heads: Public Works Director, Chief of Police, Building Commissioner,
Finance Officer, Director of Operations, City Clerk, Planning and
Development Director, and Grounds and Maintenance Director.
2.
For purposes of this Section, exempt or non-exempt employees are
as defined under the Fair Labor Standards Act.
3.
All full-time non-exempt City employees, except as set out in Subsection (A)(4) of this Section, shall be paid overtime at the rate of one and one-half (1 1/2) times their regular rates of pay whenever said employee works in excess of forty (40) hours in any one (1) week. All holidays, vacation and personal holidays will be calculated as hours worked.
4.
Pursuant to Section 207(k) requirements (29 U.S.C. 207(k)), known
generally as the so-called "7(k) provisions" of the Fair Labor Standard
Act, the work period for eligible law enforcement employees is established
as a fourteen (14) day period beginning on Monday and ending on Sunday
at Midnight fourteen (14) days later. Premium pay for hours in excess
of one hundred seventy-one (171) hours in a twenty-eight (28) day
period is required by Section 207(k) with the same ratio applied to
work periods of less than the twenty-eight (28) days. That ratio for
the City of Warrenton work period will result in the overtime premium
rate being paid to law enforcement employees who work in excess of
eighty-six (86) hours in the fourteen (14) day work period.
5.
Any full-time employee entitled to overtime pay pursuant to this
Section may at the election of the employee take compensatory time
off in lieu of overtime compensation. Said compensatory time off shall
be accrued at a rate of one and one-half (1 1/2) hours for each hour
of employment for which overtime compensation is required.
An employee may not accrue:
a.
More than four hundred eighty (480) hours of compensatory time off
for law enforcement personnel; and
b.
More than two hundred forty (240) hours of compensatory time off
for any other personnel. If a catastrophic event has been declared,
this accrual amount could increase up to four hundred eighty (480)
hours with the approval of the City Administrator or their designee.
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Any employee who has accrued compensatory time off shall, upon
termination of employment be paid for the unused compensatory time
at a rate of compensation of current rate of pay on their final paycheck;
the average regular rate received by said employee during the last
three (3) years of the employee's employment or the final regular
rate received by said employee whichever is higher.
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An employee who has accrued compensatory time off shall be permitted
to use such time within a reasonable period after making a request
to do so, if the use of the compensatory time off does not unduly
disrupt the operations of the City. No employee shall be able to earn
compensatory time off and use it in the same week.
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If a catastrophic event is declared and budget restraints are
of immediate concern to the City, the City Administrator and Department
Heads or their designee(s) reserve the right to require compensatory
time to be accrued rather than being compensated at the standard overtime
rate. In such instances compensatory time will be accrued in accordance
with the requirements of the Fair Labor Standards Act.
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"Compensatory time off" are hours during which said employee
is not working and which are not counted for purposes of overtime
compensation, and for which said employee is compensated at said employee's
regular rate. Any hours accrued for compensatory time off remaining
on December thirty-first (31st) of each calendar year will be paid
pursuant to the most recent Board approved Compensatory Time Policy.
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