[CC 1990 §2-252; Ord. No. 366 §§1 — 2, 10-18-2004]
A.
Appointment And Promotion. Appointments and promotions to
all classified positions shall be solely on the basis of merit, which
shall be determined by evaluation of the applicant's:
B.
Promotion Policy. Whenever possible, all vacancies occurring
in the service of the City shall be filled by promotion of a qualified
employee within the City service. The department head may recruit
applicants from outside the City service whenever no adequately qualified
applicants are available within the City service. Promotion within
the City service shall be based on the qualifications of the person
being appointed. 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 applicant
shall be based upon experience, performance, evaluation and, where
feasible, examination.
C.
Age. The minimum age for employment as a probationary employee
shall be eighteen (18) years of age. The minimum age for employment
for seasonal employees shall be sixteen (16) years of age. The minimum
age for employment as a Police Office shall be twenty-one (21) years
of age.
D.
Relative In City Service. Article VII, Section 6 of the
Constitution of the State of Missouri states: "Any public officer
or employee in this state who by virtue of his or her office or employment
names or appoints to public office or employment any relative within
the fourth degree, by consanguinity or affinity, shall thereby forfeit
his or her office or employment." Relative includes the following
related to the officer or employee and spouse: son or daughter, grandchild,
great grandchild, parent, brother or sister, nephew or niece, grand
nephew or niece, grandparent, uncle or aunt, first cousin, great grandparent,
great uncle or aunt and great-great grandparent."
E.
Job
descriptions may be found in the Personnel Policy and Procedures Manual
which is on file in the office of the City Clerk.
F.
Employee
evaluation may be found in the Personnel Policy and Procedures Manual
which is on file in the office of the City Clerk.
A.
Probationary Period.
1.
Each employee receiving an appointment in the service of the City
must serve a probationary period of six (6) months before being considered
a permanent employee.
2.
During the employee's six (6) month probationary period, the employee
shall be evaluated by the immediate supervisor for the position based
on written performance expectations provided to the employee at the
time of employment.
3.
During the probationary period full-time employees are eligible for
employee fringe benefits, such as sick leave and personal days. Wages
for designated holidays falling within the probationary period shall
be paid to full-time probationary employees.
4.
Full medical insurance starts after one (1) full calendar month for
full-time employees.
5.
Retirement benefits start after six (6) months for full-time employees.
B.
Extension Of Probationary Period. At the end of an employee's
six (6) month probationary period, if there is reason to believe that
the employee may develop the ability to perform satisfactorily by
an extension of the probationary period, the department head may recommend
an extension of no less than two (2) months but not to exceed six
(6) months to the Board of Aldermen for approval.
C.
Termination Of Probationary Period. At the end of each employee's
six (6) month probationary period or extension granted under the authority
of the Board of Aldermen, the supervisor of the employee shall complete
a performance evaluation and notify the Mayor that:
1.
The employee has successfully completed the probationary period,
and is capable of performing the duties of the position satisfactorily,
and is henceforth to be considered a permanent employee with all rights
and privileges due; or
2.
The employee has not demonstrated the ability to satisfactorily perform
the duties of the position, and is to be separated from City Government.
A.
Conduct, Work Habits, Attitude.
1.
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 desirable standards, 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 the needed improvement.
Whenever possible, oral and/or written warnings with sufficient time
for improvement shall precede formal discipline. City equipment cannot
be used for private use or private jobs unless it is a "Good Samaritan
Act" to help a citizen of Belle or community related.
2.
All City employees are expected to dress appropriately in relationship
to the duties of their position. It is at the discretion of the immediate
supervisor to address inappropriate dress issues. It is the immediate
supervisor's responsibilities to insure that a professional image
is maintained. Shirts and shoes must be worn at all times.
B.
Political Activities. 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.
C.
Outside Employment.
1.
Employees of the City shall be permitted to hold jobs in addition
to their full-time jobs with the City providing said outside work
does not conflict with the performance of their duties with the City.
Prior to accept any outside employment, the Board of Aldermen must
be notified and approve outside employment. Approval shall be based
on a determination that no conflict exists between duties of full-time
employment with the City and the duties and responsibilities of the
outside employment.
2.
No employee of the City shall perform any work for any other individual,
firm or company during the established workday for their department.
3.
If it is necessary for an employee to work overtime (required by
the Board of Aldermen or their department supervisor) in case of any
emergency, no employee shall be exempt from performing their share
of overtime duty because of any outside employment.
Every employee has the opportunity to have his/her issues heard,
however, if urged to first speak to the immediate supervisor before
proceeding to the next step. An employee must first speak with the
immediate supervisor for the position and then may proceed to the
City Administrator/Office Manager, Mayor and Board of Aldermen. Instances
of alleged civil right harassment (gender, race, disability, etc.)
allegations may be taken to any supervisor, the Mayor or any Board
of Aldermen member.
A.
Military Leave. Employees may receive a leave of absence
not to exceed two (2) weeks annually for participation in annual training
in the National Guard or Reserved Armed Forces. A copy of official
orders requiring training must accompany requests for such leave.
Compensation for this period of military leave shall be limited to
the amount by which the normal City pay exceeds the military pay received.
A copy of the military pay voucher shall be submitted prior to authorization
for payment to the employee for the period of leave. Such military
training leave shall not be deducted from leave unless employee requests
to use vacation.
B.
Emergency Leave.
1.
In the event of death of a closely related person of an employee,
the employee may be granted bereavement leave by their department
head. For purposes of this policy, closely related person is defined
as: spouse, child, mother, father, sister, brother, grandparent, grandchild,
mother-in-law, father-in-law, sister-in-law, brother-in-law, and son-
or daughter-in-law.
2.
Bereavement leave shall be with pay at the regular rate of compensation.
3.
Three (3) days of bereavement leave is granted to each full-time
employee for each incident. Requests for sick leave or vacation are
to be reviewed and approved by the immediate supervisor on a case-by-case
basis. The Board of Aldermen encourages each supervisor to be as lenient
as possible in review such requests.
4.
Temporary, part-time or seasonal employees shall not be entitled
to emergency leave with pay.
C.
Jury Duty. 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 from this service and normal duty pay.
A.
Discipline Policy.
1.
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. All discipline shall be in accordance with
procedures established by the personnel rules and regulations.
2.
Employee's responsibilities. It is the duty of every
employee to attempt to correct any faults in their performance when
called to their attention and to make every effort to avoid conflict
with the City's rules and regulations.
3.
Supervisor's responsibilities.
a.
It is the duty of every supervisor to immediately discuss improper
or 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 step of progression being:
(1)
Documented verbal counseling,
(2)
Written counseling,
(3)
Suspension and/or probation, and
(4)
Removal.
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More severe infractions, such as ethics violations, may warrant
acceleration of discipline and in some cases may warrant immediate
removal. Suspension and/or probation, or dismissal must to be documented
by supervisor with immediate notification provided to the Board of
Aldermen.
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b.
All supervisor activities are to be directed toward helping non-performing
employees be successful and productive. However, finite time periods
should be given to expedite the process. General performance issues
require verbal counseling comprising clear direction, expectations
and appropriate support with a two (2) month time frame. Failing success,
written directives along with signed documentation of understanding
by the employee should be undertaken for another two (2) months. If
the employee is not successfully performing their job duties after
sixty (60) days of counseling and assistance, the supervisor should
provide to the Board of Aldermen documentation of all attempts to
assist the employee and a recommendation to place the employee on
thirty (30) days probation. If the employee is failing to perform
job duties in a successful manner after ninety (90) days of corrective
action, the supervisor should recommend to the Board of Aldermen that
the employee be terminated. Documentation of all attempts to correct
the employee's performance must accompany a recommendation to terminate.
The Board of Aldermen retains the authority to approve suspension,
corrective probation and termination. Upon viewing documentation,
the Board of Aldermen may require additional counseling and assistance.
4.
Grounds for action. The following are examples of
actions which are grounds for discipline, or removal of full-time
or part-time employees:
a.
Conviction of a felony or other crime involving moral turpitude;
b.
Acts of incompetence;
c.
Absence without leave;
d.
Act of insubordination;
e.
Intentional failure or refusal to carry out instructions;
f.
Misappropriation, destruction, theft or conversion of City property;
g.
Inability to successfully perform the duties of the position;
h.
Acts of misconduct while on duty;
i.
Willful disregard of orders;
j.
Habitual tardiness and/or absenteeism;
k.
Falsification of any information required by the City;
l.
Failure to properly report accidents or personal injuries;
m.
Neglect or carelessness resulting in damage to City property or equipment;
n.
Repeated convictions during employment on misdemeanor and/or traffic
charges;
o.
Introduction, possession, or use of City property or in City equipment
of illicit drugs, intoxicating liquors;
p.
Inappropriate conduct or treatment of members of the public;
q.
Sexual harassment;
r.
Acts of discrimination on the basis of race, color, national origin,
sex, religion, age or disability.
s.
Failure to pass any controlled substance or alcohol testing as required
herein.
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This is not an all inclusive list. Other actions that may be
considered for demotion, suspension or removal will be reviewed by
the Board of Aldermen upon recommendation of the City Administrator/Mayor.
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5.
Resignation of employee. In order to resign in good
standing, an employee must give adequate notice of his/her intent
to resign. The termination action of any employee who fails to give
adequate notice shall bear the following notation: "Resignation accepted
with prejudice due to inadequate notice." Adequate notice for the
purpose of enforcement of these provisions shall be, in most cases,
construed to mean two (2) weeks. Failure to give adequate notice shall
be sufficient reason to deny an applicant consideration for employment
at a later date. The supervisors of the various departments may release
an employee without prejudice when an employee has given adequate
notice, but requests an earlier release.
B.
Suspension Of Employees.
1.
Probationary employee. Any probationary employee
may be suspended, reduced in pay or class, or terminated at any time
by the Board of Aldermen. Probationary, temporary, seasonal or part-time
employees shall not have the right to appeal such action.
2.
Full-time or regular employee. All full-time regular
employees holding positions in the service of the City may be suspended
for a period of not more than ten (10) working days, reduced in pay
or class, or terminated by the Board of Aldermen.
C.
Appeals.
1.
Right to appeal. All full-time, permanent employees
are granted the right of appeal. Within ten (10) days after effective
date of disciplinary action, the employee may file a written appeal
to the Board of Aldermen.
2.
Investigation. The Board of Aldermen shall hear
appeals submitted by any full-time, permanent employee in the City
relative to any suspension, demotion or dismissal.
3.
Appeal hearing open to public. The employee may
file a written request that the hearing be open or closed to the public.
The Board of Aldermen may consider the employee's request; however,
the meeting will be open or closed at the discretion of the Board
of Aldermen, subject to all requirements of law.
4.
Informal nature. The hearing shall be conducted
in an informal nature and the Board of Aldermen shall make every effort
to avoid the appearance of conducting a trial in a court of law.
5.
Scheduling of appeal. No later than ten (10) working
days after receipt of the written appeal, the Mayor shall fix a time
and place for convening of the hearing.
6.
Right to appellant. Appellant shall have the right
to appear and be heard in person.
7.
Appellant fails to appear. Appellant's failure to
attend or notify the City Clerk of his/her inability to attend due
to good cause at the hearing will constitute just cause of dismissal
of the appeal and imposition of the disciplinary action.
