[Ord. No. 2009-07, 1-8-2009]
A.
The
personnel policies adopted in this Chapter are designed to list the
principles and procedures which will be followed by the City of Laurie,
State of Missouri, in the administration of the personnel program.
These policies are intended and hereby adopted by the City to provide
and establish efficient, equitable and functional rules for employee
conduct. All City employees shall adhere to these rules and the Police
Policy and Procedure Manual also binds employees of the Police Department.
This Personnel Policy Manual revision supersedes prior versions of
this Chapter and any prior leave policies existing separately from
the Manual. All employees serve at will and nothing in these policies
is intended to alter that status.
B.
The
City of Laurie is an equal opportunity employer. Therefore, it complies
with all provisions of Title VII of the Civil Rights Act of 1964,
as amended, and with the Missouri Fair Employment Practice Act of
1961, as amended. These laws prohibit discrimination based on race,
color, sex, religion, national origin, disability, creed, ancestry,
age, marital status or veteran status. Any employee who engages in
discrimination, including, but not limited to, harassment, coercion,
intimidation or retaliation, may be subject to discipline up to and
including termination. Discrimination in any form is a violation of
the law and shall not be condoned by the City.
C.
Any
employee who feels he or she has been subjected to any sort of harassment,
coercion, intimidation or retaliation should immediately report the
incident to their supervisor. If the supervisor is in any manner a
party to the action or does not respond to the employee's request,
the employee may directly contact the Mayor, or if the Mayor is the
employee's supervisor, any City Alderman. Any supervisor who has received
such complaint shall immediately notify the Mayor, or if the Mayor
is the supervisor, any City Alderman, to coordinate an investigation
and take further appropriate steps.
[Ord. No. 2009-07, 1-8-2009; Ord. No. 2012-12, 8-8-2012]
City employees will be appointed, promoted and paid based on
the principle of merit. The principle of merit means that personnel
actions in the City service are based on the individual performance
and contribution of particular employees, rather than on consideration
of seniority alone or partisan or political advantage. The department
head with the approval of the Mayor and the Board of Aldermen will
appoint employees; except the Police Chief has authority to hire reserve
officers to fill an open position and report this at the next regular
Board meeting. Appointment, promotion and pay shall be determined
by evaluation of the applicant's training, education, experience,
skills and abilities. Employees of the City of Laurie shall not be
required to live within the City limits but are encouraged to do so.
[Ord. No. 2009-07, 1-8-2009]
A.
It
is the intent of the City to help provide a safe and drug-free work
environment for the public who visits City property and for our employees.
B.
The
City explicitly prohibits:
1.
The use, possession, solicitation for, or sale of narcotics or other
illegal drugs, alcohol or prescription medication without a prescription
on City or customer premises or while performing an assignment, except
for the possession and sale of legal alcohol within the scope of employment
at City-sanctioned events.
2.
Being impaired or under the influence of legal or illegal drugs or
alcohol away from the City or customer premises, if such impairment
or influence adversely affects the employee's work performance, the
safety of the employee or of others, or puts at risk the City's reputation.
3.
Possession, use, solicitation for, or sale of legal or illegal drugs
or alcohol away from the City or customer premises, if such activity
or involvement adversely affects the employee's work performance,
the safety of the employee or of others, or puts at risk the City's
reputation.
4.
The presence of any detectable amount of prohibited substances in
the employee's system while at work, while on the premises of the
City, or while on City business. "Prohibited substances" include illegal
drugs, alcohol, or prescription drugs not taken in accordance with
a prescription given to the employee.
C.
The
City will conduct drug testing under the following circumstances:
1.
Pre-employment testing. Prospective employees will
be asked to submit to a test once a conditional offer of employment
has been extended and accepted. An offer of employment is conditioned
on the prospective employee testing negative for illegal substances.
2.
Reasonable suspicion testing. The City may ask an
employee to submit to a drug test at any time it feels that the employee
may be under the influence of drugs or alcohol, including, but not
limited to, the following circumstances: evidence of drugs or alcohol
on or about the employee's person or in the employee's vicinity, unusual
conduct on the employee's part that suggests impairment or influence
of drugs or alcohol, negative performance patterns, or excessive and
unexplained absenteeism or tardiness.
3.
Post-accident testing. Any employee involved in
an on-the-job accident or injury under circumstances that suggest
possible use or influence of drugs or alcohol in the accident or injury
event may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not
only the one who was injured, but also any employee who potentially
contributed to the accident or injury event in any way.
D.
Any
drug testing required or requested by the City will be conducted by
a laboratory licensed by the State. All expenses related to the test
will be incurred by the City. Alcohol testing may be conducted by
appropriately trained City Police Officers.
E.
If
an employee is tested for drugs or alcohol and the results indicate
a violation of this policy, the employee may be subject to appropriate
disciplinary action, up to and including immediate termination from
employment. In such a case, the employee will be given an opportunity
to explain the circumstances prior to any final employment action
becoming effective.
[Ord. No. 2009-07, 1-8-2009]
A.
Each
employee receiving an appointment or promotion to a position with
the City of Laurie will be evaluated in that position after a period
of six (6) months. After successful completion of the first six (6)
months of employment, an employee may be considered for a pay raise.
During the six (6) month period, the employee's work habits, abilities,
work quality, attitude, promptness and other pertinent performance
will be observed and evaluated by his/her supervisor, department head,
Mayor and other appropriate City Officials. If a new employee fails
to meet required standards of performance, such employee is to be
dismissed. Promoted employees may be restored to the position from
which he/she was promoted, or to a comparable position, if such position
is available.
B.
Annually
between September first (1st) and October thirty-first (31st), department
heads and the Mayor shall evaluate in writing all employees reporting
directly to them, communicate with each employee regarding the contents
of the performance review, and recommend pay raises where appropriate.
Department heads shall report evaluations and recommendations to the
Mayor annually by November first (1st), and the Mayor shall communicate
these with the Mayor's input, along with evaluations and recommendations
regarding department heads, to the Board of Aldermen annually by November
fifteenth (15th). This will allow consideration of pay recommendations
in the budget process.
[Ord. No. 2009-07, 1-8-2009]
A.
It
shall be the duty of each employee of the City of Laurie to:
1.
Practice high moral principles in all aspects relating to City activities
and in personal relationships that could potentially adversely reflect
upon the integrity of the government.
2.
Bring to the performance of his/her assigned duties an earnest effort
and an attitude of cooperation.
3.
Seek to find and employ more efficient and economical methods of
accomplishing tasks, which will conserve public funds.
4.
Seek to promote harmony among other employees and to encourage an
atmosphere of cooperation and teamwork.
5.
Follow the chain of command and, if not satisfied, use the grievance
procedure rather than by-passing a supervisor or the Mayor.
B.
Further,
employees of the City of Laurie shall not:
1.
Practice discrimination through the dispensation of special favors
or privileges to anyone nor accept favors or benefits induced by reason
of City employment.
2.
Make private promises of any kind binding upon the duties of employment.
3.
Engage in business with public or private interests, either directly
or indirectly, which is inconsistent with the performance of his/her
City duties or gives the appearance of or may be construed as a conflict
of interest.
4.
Use any information coming to him/her in confidence in the performance
of any public duty as a means for making private gain.
5.
Fraternization. All employees, both supervisory
and non-supervisory, will be prohibited from fraternizing or becoming
romantically involved with other employees when their personal relationship
creates a conflict of interest, causes disruption, creates a negative
or unprofessional work environment, creates a hostile work environment,
or presents concerns regarding supervision, safety, security, or morale.
[Ord. No. 2013-10 §1, 8-14-2013; Ord. No. 2016-15 §1, 11-8-2016]
[1]
Cross Reference — As to police officers, also refer
to Police Policy and Procedures Manual, General Order 14.
[Ord. No. 2017-07 § 1, 5-9-2017]
A.
There
is hereby established a “use of social media” policy that
will continue to provide that City of Laurie is a safe and effective
workplace. This policy shall apply to all City of Laurie employees,
volunteers, elected officials and others who use City-provided resources,
regardless of the user’s location when accessing the social
media network, who shall for purposes of this policy be referred to
as “employee.” This policy will provide guidance to employees
on the kind of comments that “cross the line” from private
lawful activity to activity that harms the City’s legitimate
business interests, and therefore, subjects the employee to disciplinary
action.
B.
This
policy will give administrative personnel guidelines that may apply
when using information obtained from a social network site. An employee’s
use of social network sites becomes a problem when, in the sole discretion
of the City, it interferes with the employee’s work, is used
to harass or discriminate against co-workers, creates a hostile work
environment, divulges confidential information, or harms the goodwill,
image and/or reputation of the City.
C.
The
City does not discourage employee’s use of social media within
the established guidelines on non-business personal time. However,
the guidelines provided below should be adhered to whether during
business or non-business time. If an employee is uncertain about the
appropriateness of a social media posting they should check with their
supervisor or department head.
D.
Social
Media Guidelines For Employees.
1.
Do not post any comment or picture involving an employee, councilmember,
patron, citizen, or volunteer of the City “on the job”
or at City sponsored functions (except for protected political speech)
without authorization from a supervisor.
2.
Employees whose affiliation with the City is evident, should mention
that the remarks made on the web only reflect his or her own views
and not necessarily the views of the City or other employees. However,
based on the needs of the City, an employee may be counseled to refrain
from commenting on work related matters, even if they mention that
their views are their own.
3.
Employees should remember that their conduct may reflect upon the
City and they are encouraged to exercise good judgment in their web
communications.
4.
Employees are cautioned that they may be subject to discipline, up
to and including discharge, for making defamatory, obscene, libelous,
or offensive statements pertaining to the City or its employees.
5.
Employees should not provide any confidential, proprietary, or private
information about the City or its employees.
6.
All City policies that regulate off-duty conduct apply to social
network activity, including, but not limited to, policies related
to illegal harassment, code of conduct, non-discrimination, etc.
7.
The City logo may not be used on the web without prior permission
from the City.
8.
Employees may consult with their appropriate supervisor with any
questions about the City’s views with respect to these guidelines
for web communications and the City’s legitimate business interest.
9.
Employees may not disclose information that was obtained as a result
of their employment with the City.
10.
Employees may not post any work related comments/material while on
duty or from a City owned machine, unless expressly approved by their
department head.
E.
IMPORTANT:
Employees authorized to respond on behalf of the City to social media
sites constitutes a form of communication subject to the provisions
of the Sunshine Law.
[Ord. No. 2009-07, 1-8-2009; Ord. No. 2010-19, 12-8-2010]
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 contribute
or solicit funds or support for the purpose of supporting or opposing
the appointment or election of candidates for any municipal office
in the City of Laurie.
[Ord. No. 2009-07, 1-8-2009]
Two (2) members of an immediate family shall not be employed
under the same supervisor; neither shall two (2) members of an immediate
family be employed at the same time if such employment will result
in an employee supervising a member of the immediate family. This
policy applies to promotions, demotions, transfers, reinstatements
and new appointments. "Immediate family" is defined
as wife, husband, mother, father, brother, sister, son, daughter,
mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparent,
grandchild, stepmother, stepfather, brother-in-law, sister-in-law,
uncle, aunt, niece and nephew.
[Ord. No. 2009-07, 1-8-2009]
Employees may not engage in any private business or activity
while on duty. No employee shall engage in or accept private employment
or render any service for private interest when such employment or
service is incompatible or creates a conflict of interest with official
duties. The employee will notify the Board of all outside employment.
[Ord. No. 2009-07, 1-8-2009; Ord. No. 2010-11 §9, 7-14-2010]
A.
City
property and resources are intended for the purpose of conducting
municipal business and employees should not use them for personal
benefit. Included are telephones, facsimile machines, copiers, computers,
all electronic systems, hardware, software, temporary or permanent
files and any related systems or devices, office supplies, maintenance
equipment and all other forms of City property.
B.
The
City reserves the right to audit, access and review all matters on
the City's information technology network, including e-mail and voice
mail messages at any time, with or without notice, and that such access
may occur during or after working hours. City employees shall protect
City-owned equipment from theft, damage and unauthorized use. Employees
using any City communication system for any reason should be aware
that there is no presumption of privacy and they are expected to conduct
themselves at all times so that their actions are appropriate and
do not reflect poorly on the City of Laurie.
C.
Improper
use of the City's communications services and equipment will result
in discipline, up to and including termination.
D.
City
employees and any other individual authorized to ride in City vehicles
are required to wear seat belts when in City vehicles. No unauthorized
individual is allowed in City vehicles unless approved in advance
in writing by the Board of Aldermen. City employees who have been
provided with a City vehicle shall exercise reasonable prudence and
care in the operation of said vehicle and are authorized to allow
spouses to ride in the vehicle. City employees with responsibility
for City vehicles shall allow volunteers to use such vehicles only
to the extent necessary for City purposes. Individuals authorized
to ride in Police vehicles include, but are not limited to, stranded
motorists, prisoners, detainees and witnesses.
[Ord. No. 2009-07, 1-8-2009]
A.
Every
full-time employee and every part-time employee, excepting auxiliary
(reserve) Police Officers who will receive no fringe benefits, shall
be allowed annual vacation leave with pay. Vacation leave will begin
accruing at the time of employment but shall not be taken until the
completion of at least six (6) months employment. Vacation leave shall
be accrued as follows:
1.
Employees shall be allowed leave at the rate of four (4) hours per
month of service for the first (1st) year of employment.
2.
Employees with at least one (1) but less than ten (10) years of continuous
service shall be allowed leave at the rate of eight (8) hours per
month.
3.
Employees with at least ten (10) but less than twenty (20) years
of continuous service shall be allowed leave at the rate of twelve
(12) hours per month.
4.
Employees with twenty (20) or more years of continuous service shall
be allowed leave at the rate of sixteen (16) hours per month.
5.
Part-time employees shall be allowed leave at the rate of two (2)
hours per month.
|
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Time off for vacation leave, whether paid or unpaid, is not
counted as "hours worked" for the purpose of overtime calculations.
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B.
Employees
should attempt to take at least one (1) week of vacation leave in
consecutive days each year. Subsequent vacation leave may be taken
in parts throughout the remainder of the period. Up to eighty (80)
hours of vacation leave may be carried over past an employee's anniversary
date of hiring. Any accumulated vacation leave in excess of eighty
(80) hours shall be paid out to the employee at the end of the next
pay period following their anniversary date. Absence on account of
sickness, injury or disability, in excess of that hereinafter authorized,
may, at the request of the employee and within the discretion of the
department head, be charged against vacation leave. Vacation leave
may not be taken in increments smaller than four (4) hours for exempt
employees or smaller than one (1) hour for no-exempt employees.
[Ord. No. 2019-05, 5-14-2019]
C.
Vacation
leave shall be scheduled with the department head, with particular
regard to seniority of employees, to accord with operating requirements
and manpower needs. Police employees should attempt to take the majority
of their vacation days during the months of October through April.
Employees will fill out a vacation request form before taking time
off which will be approved by department heads or the Mayor for department
heads.
D.
When
a regularly scheduled holiday occurs during the period of an employee's
vacation, an additional day of vacation shall be granted.
[Ord. No. 2009-07, 1-8-2009]
A.
All
full-time employees of the City shall receive regular compensation
for the ten (10) legal holidays listed below and any other day or
part of a day during which the public offices of the City shall be
closed by special proclamation of the Mayor, with approval of the
Board of Aldermen. Part-time employees shall receive compensation
in proportion to the average number of hours normally scheduled to
work. Holidays to be observed are:
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New Years Day
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January 1
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Martin Luther King Day
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3rd Monday in January
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Presidents' Day
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3rd Monday in February
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Memorial Day
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Last Monday in May
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Independence Day
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July 4
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Labor Day
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1st Monday in September
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Veterans Day
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November 11
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Thanksgiving Day
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4th Thursday in November
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The Friday following Thanksgiving Day
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Christmas Day
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December 25
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B.
It
shall be the policy of the City to ensure that all full-time employees
enjoy the same number of holidays each year. The standard shall be
the number of holidays in a particular year, which will be celebrated
by full-time employees working Monday through Friday. For this group,
when a holiday falls on a Sunday, the following Monday shall be observed
as the holiday. When a holiday falls on a Saturday, the preceding
Friday shall be observed as the holiday.
C.
Any
full-time employee who is required to work on a regularly scheduled
holiday shall receive a day off as near as possible to the holiday,
considering manpower and scheduling conflicts. The department head
shall designate the day off that will be taken. Efforts shall be made
to grant alternate days within the same week as the actual holiday.
When scheduling needs make this impossible, the holiday will be granted
within one (1) month of the actual holiday. Alternately, any full-time
employee who is required to work on a regularly scheduled holiday
may choose to receive eight (8) hours of holiday pay, at one times
(1x) the employee’s regular pay, in addition to the employee’s
regular pay, en lieu of taking a day off.
[Ord. No. 2016-16 § 1, 11-8-2016]
D.
Any
employee absent without authorized leave on the day preceding and/or
the day following a holiday shall not receive regular compensation
for the holiday. Time off for holidays is not counted as "hours worked"
for the purpose of overtime calculations.
[Ord. No. 2009-07, 1-8-2009]
A.
All
full-time non-exempt employees shall accrue sick leave with full pay
at the rate of four (4) hours for each calendar month of service.
Sick leave shall accrue from the date of employment but shall not
be taken until after six (6) months employment. Sick leave may never
be taken in advance of accruing the time. Absence prior to the end
of six (6) months employment or in excess of leave accrued shall be
without pay. Part-time non-exempt employees shall accrue sick leave
at the rate of two (2) hours per month for each calendar month of
service. Auxiliary (reserve) Police Officers shall not earn sick leave.
B.
Time
off for sick leave, whether paid or unpaid, is not counted as "hours
worked" for the purpose of overtime calculations.
C.
A non-exempt
employee may be eligible for sick leave for the following reasons:
D.
A non-exempt
employee who is unable to report to work because of the above stated
reasons shall notify their department head or supervisor within two
(2) hours before the time he/she is expected to report to work. Sick
leave with pay shall not be allowed unless such report has been made.
Sick leave in excess of three (3) working days shall be allowed only
after presenting a written statement from a physician certifying that
the employee's condition prevents the employee from performing the
essential functions of the employee's job. Prior to returning to work,
an employee absent due to sick leave in excess of three (3) working
days shall also provide a written statement from a physician certifying
if and when the employee is able to return to work and that the employee
is able to perform the essential functions of the employee's job.
E.
The
department head or the Mayor (for department heads) must authorize
an employee's use of sick leave for absence from work due to serious
illness or injury of an immediate family member.
F.
Any
employee who reports to work and then becomes ill and leaves work
may use sick leave. Sick leave may not be taken in increments smaller
than one (1) hour for non-exempt employees.
G.
Sick
leave may be accumulated up to two hundred forty (240) hours. Any
employee who has accumulated two hundred forty (240) hours of sick
leave shall thereafter be paid for all unused sick leave accumulated.
Payment shall be made annually at the first (1st) pay period in January.
Payment shall be at the rate of one (1) hour regular pay for each
hour of unused sick leave accumulated beyond the limit.
H.
As
required by the 1978 amendments to Title VII of the Civil Rights Act
of 1964, pregnancy and pregnancy-related conditions shall be treated
the same as any other illness or short-term disability.
I.
Any
employee terminating from City service shall not be paid for any sick
leave used in the last two (2) calendar weeks of employment. When
an employee resigns (giving two (2) weeks' notice) or retires from
employment, the employee shall be entitled to receive reimbursement
for accrued sick leave according to the following schedule:
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0 — 2 Years of Service
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Reimbursement for 0%
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2 — 5 Years of Service
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Reimbursement for 25%
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5 — 10 Years of Service
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Reimbursement for 50%
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10 — 15 Years of Service
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Reimbursement for 75%
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Over 15 Years of Service
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Reimbursement for 100%
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J.
Exempt
employees are not subject to sick leave, but should handle absences
due to illness responsibly in giving notice, arranging for work to
be covered and coordinating with the Mayor.
[Ord. No. 2009-07, 1-8-2009]
A.
All
employees who have worked at least one thousand two hundred fifty
(1,250) hours in the preceding twelve (12) months shall be entitled
to take up to twelve (12) weeks of unpaid leave each year for specified
family and medical reasons pursuant to and consistent with the provisions
of the Family and Medical Leave Act of 1993 (29 USC 2601 et seq.),
as amended, and all Federal regulations administered and enforced
by the U.S. Department of Labor, Employment Standards Administration.
To the extent allowed by Federal laws and regulations, any accrued
paid vacation leave and accrued paid sick leave will be applied to
any family and medical leave granted pursuant to this Section and
will be included when calculating the number of days granted to an
employee for family and medical leave.
B.
The
time taken for any unpaid leave in accordance with this provision
will run concurrently with the time for continuation coverage detailed
in the provision covering "Insurance" below if the employee does not
return to work.
[Ord. No. 2009-07, 1-8-2009]
A.
Jury Duty. An employee may be granted leave with pay when
required to be absent from work for jury duty or as a trial witness.
Nominal jury pay for mileage and jury service will not be deducted
from the employee's pay. Employees who report for jury duty and are
excused by the court before 12:00 P.M. will report to work to complete
their scheduled shift. This Section does not apply to Police Officers
who attend court as a result of their duties.
B.
Military Leave. Employees may receive a leave of absence
for participation in annual training in the National Guard or Reserve
Armed Forces. A request for such leave must be accompanied by a copy
of the official orders requiring such training. Compensation for such
leave shall be limited to the difference between pay received for
this military service and normal City pay. Such military training
leave shall not be deducted from annual leave of other kinds. The
City also complies with the provisions of the Uniformed Services Employment
and Re-employment Rights Act. Any employee who chooses to enter military
service or is drafted or activated into military service may request
unpaid leave under this Statute and may have certain re-employment
rights if the requirements of that Statute are met. Inquire if you
are considering this option for further information.
C.
Funeral Leave. An employee may be granted three (3) working
days paid leave as needed in the event of death of spouse, child,
mother, father, sister, brother, mother-in-law, father-in-law, grandmother
or grandfather. Such leave shall not be deducted from either sick
leave or vacation leave. An employee may be granted one (1) day funeral
leave for the funeral of any other close family member, friend or
colleague, at the discretion of the department head or the Mayor for
a department head.
[Ord. No. 2009-07, 1-8-2009; Ord. No. 2010-19, 12-8-2010]
A.
Each
full-time employee who has been employed for thirty (30) days may
apply for health, vision, dental and life insurance coverage through
the designated insurance provider of the City. The City will pay a
portion of the premium for full-time employees, as determined each
year by the Board of Aldermen. Dependent coverage will be at the expense
of the employee.
[Ord. No. 2014-02, 1-8-2014]
B.
Any
employee declining insurance coverage shall be required to sign a
waiver. The provider will determine future eligibility. Any employee
declining insurance coverage through the City's designated insurance
provider may be reimbursed by the City for ninety percent (90%) of
the cost of alternate insurance coverage, co-pays and/or the cost
of prescription medicine not covered by any insurance, up to a total
maximum of two thousand dollars ($2,000.00) per calendar year, upon
request and presentation of receipts by the employee.
D.
Medical
claims shall be handled by the employee, as provided for in the explanation
of benefits received from the insurance carrier. All deductibles and
co-payments shall be the responsibility of the covered employee. The
City will reimburse an employee insured by the City's designated insurance
carrier up to a maximum of one thousand dollars ($1,000.00) per calendar
year of the employee's three thousand dollars ($3,000.00) deductible.
E.
Terminated
employees and dependents have the option of accepting State continuation
coverage benefits to continue their group health coverage. If terminated
employees opt to accept State continuation coverage, participant will
be responsible for the entire coverage premium.
F.
The
City shall provide Workers' Compensation and professional liability
insurance for coverage of all employees in the City service.
[Ord. No. 2009-07, 1-8-2009]
Each full-time City employee shall be eligible for participation
in a retirement plan after twelve (12) consecutive months of service.
Contributions will be made on a monthly basis, with an annual contribution
rate determined by the Board of Aldermen. The City does not have a
mandatory retirement age and employees may be considered retired after
leaving City service and being vested in the City retirement plan.
[Ord. No. 2009-07, 1-8-2009]
A.
Employees
shall be compensated for continuing education, training and professional
meetings as deemed necessary by the department head or Board of Aldermen.
Compensation for non-exempt employees shall include travel time when
overnight accommodations are not provided. When overnight accommodations
are provided and paid by the City, compensation shall be at the rate
of one (1) day regular pay for each day in attendance at such meeting.
The department head should consider travel time when deciding if the
employee should return home or use overnight accommodations.
B.
Reimbursement
shall be made for meals that are purchased during required travel
not to exceed an amount set for each meal by the Mayor, subject to
review by the Board of Aldermen.
C.
Expenses
for meals shall not be allowed when such meals are provided and paid
in the cost of registration.
D.
Employees
shall use vehicles provided by the City whenever practicable. Compensation
for use of personal vehicles in travel, when required, shall be at
the rate established by the Internal Revenue Service.
E.
Employees
requesting reimbursement for travel expenses shall complete an expense
report and provide receipts for all claimed expenditures. An expense
report, including receipts, shall also be completed when costs are
paid by City credit card.
[1]
Cross Reference — As to police officers, refer to Police
Policy and Procedures Manual, General Order 90.
[Ord. No. 2009-07, 1-8-2009]
A.
The
City has adopted a pay week which begins Sunday at 12:00 A.M. and
ends Saturday at 11:59 P.M. with pay received the following Tuesday.
Pay on weekends is at the same rate as pay on weekdays. If a holiday
interferes with the City Clerk's ability to complete payroll, payday
may be delayed until Wednesday. The standard workweek for full-time
non-exempt employees shall be forty (40) hours. Exempt employees should
work those hours necessary to assure the satisfactory performance
of their departments and other job duties, but not less than forty
(40) hours per week. Employees shall be assigned duties and responsibilities
that can normally be accomplished within the set workweek.
B.
When
non-exempt employees are required to work in excess of forty (40)
hours in a pay week for proper performance of work duties and responsibilities,
overtime shall be compensated at the rate of one and one-half (1½)
times their regular wage for hours worked over forty (40). With the
concurrence of the employee's supervisor, the employee may elect to
take compensatory time (an hour and a half for each hour over forty
(40) worked in a week) rather than overtime pay. Compensatory time
may only be accumulated up to two hundred forty (240) hours. Any employee
who has accumulated two hundred forty (240) hours of compensatory
time shall thereafter be paid overtime each week for any hours worked
in excess of forty (40). With the approval of the Chief of Police,
more than two hundred forty (240) hours but not more than four hundred
eighty (480) hours of compensatory time may be carried over into the
next year by Police Officers, so long as the hours in excess of two
hundred forty (240) are taken in the first four (4) months of the
year into which they are carried over. Overtime shall require approval
by the department head or supervisor indicated in the organizational
chart. Use of compensatory time is not counted as "hours worked" for
the purpose of calculation overtime.
Example: Employee A works forty-four (44) hours in week one
and with the concurrence of his/her supervisor elects to accrue six
(6) hours of compensatory time rather than being paid overtime for
week one. In week two, Employee A works two (2) hours on Monday, takes
the rest of the day off by using the six (6) hours of compensatory
time, works eight (8) hours each day Tuesday, Wednesday and Thursday,
and works ten (10) hours on Friday. Employee A has only thirty-six
(36) hours worked for week two (2+8+8+8+10), and therefore is not
paid any overtime and does not accrue any additional compensatory
time. However, Employee A is paid for forty-two (42) hours because
of his/her use of six (6) hours of compensatory time.
C.
A non-exempt
employee who has left the normal place of work and been called back
for additional work shall receive a minimum payment equal to at least
two (2) hours pay. This will also apply to Police Officers who are
required to attend court outside their scheduled work period.
D.
Employees
may volunteer off-duty time for activities of their choice, such as
volunteer firefighter. If such services are needed during normal working
hours, the employee may request time off without pay in advance of
the activity, which shall be granted if the supervisor determines
the time off is consistent with the needs of the City. City vehicles
or equipment may not be used in the performance of these services.
E.
Each
department shall determine a work schedule which meets the needs of
that department. Employees shall be responsible for obtaining their
schedule and reporting to work in a timely manner. Requests for schedule
changes shall be made to the supervisor or department head indicated
in the organizational chart. Requests for vacation leave should be
made in advance. Department heads may vary the normal working hours
of 8:00 A.M. to 4:30 P.M. Monday through Friday in his or her department
as circumstances warrant.
F.
Employees
shall be responsible for keeping accurate time records. Leave taken,
including sick leave, vacation leave, holidays, compensatory time
to be accrued instead of paid as overtime, and compensatory time used,
should be indicated on time records. Employees shall sign time records
and present to their supervisor or department head. Department head
and/or supervisor will review the time record for accuracy and sign
as required. Any falsification of time records shall be grounds for
termination. Department heads will submit time records to the Mayor
or Alderman signing pay checks for that pay period for review and
signature as required.
G.
An
employee leaving the City service shall not be issued their final
paycheck until all City property has been returned and all obligations
to the City have been fulfilled.
H.
The
City Clerk shall maintain payroll records and personnel files. Accurate
records of all leave accumulated and used, years of service, performance
evaluations and disciplinary action shall be kept for each employee
by the department head.
I.
Any
Police Officer working the night shift, as defined by the Chief of
Police, will earn an additional fifty cents ($0.50) per hour shift
premium.
[Ord. No. 2018-03, 1-9-2018]
[Ord. No. 2009-07, 1-8-2009; Ord. No. 2011-10, 6-8-2011]
The City of Laurie shall provide all necessary equipment for
employees to properly do the tasks assigned to them. Police Officers
will be issued a weapon, duty gear and uniforms. Uniforms to be worn
will be determined by the Police Chief. Full-time officers will initially
be issued three (3) long sleeve shirts, three (3) short sleeve shirts,
three (3) trousers and a duty jacket. Reserve officers will initially
be issued one (1) long sleeve shirt, one (1) short sleeve shirt, one
(1) trouser and a duty jacket. A department-owned weapon is issued
to each full-time officer. If the officer wishes to carry his/her
own weapon, he/she must receive permission from the Chief of Police.
Full-time officers will receive uniform maintenance through the Police
Department's annual budget. The uniform budget will be used to maintain
and replace uniforms and items at the discretion of the Police Chief.
Replacement items for reserve officers will be furnished by the City.
Full-time officers will be furnished bullet-resistant body armor.
Many reserve officers have body armor from other employment. However,
to the extent any reserve officer who does not already have body armor
elects to purchase body armor, the City will reimburse that reserve
officer for twenty percent (20%) of the cost. Maintenance workers
may be provided uniforms as determined by the Mayor and the Board.
[Ord. No. 2009-07, 1-8-2009]
Vacancies occurring in the City service shall when possible
be filled by promotion of a qualified employee within existing personnel.
However, the City may recruit applicants from outside the City service.
Promotion or transfer within the City service shall be based primarily
on the qualifications and performance of the person being appointed
and secondarily on seniority. The criteria used in the selection of
the most qualified applicant shall be experience, performance, evaluations
and, where feasible, examination.
[Ord. No. 2009-07, 1-8-2009]
A.
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 Policies
and all other rules, regulations and ordinances of the City.
B.
All
department heads and other supervisors are encouraged to give feedback
to employees, for both positive performance and regarding areas needing
improvement, on a regular, ongoing and informal basis. It is the duty
of every department head and supervisor to discuss improper or inadequate
performance with the employee in order to correct deficiencies and
to avoid the need for disciplinary action. It is the duty of every
employee to attempt to correct any deficiencies in their performance.
C.
Discipline
shall be progressive when, at the City's sole discretion, it is appropriate
in light of the nature of the deficiency in performance or misconduct,
the past quality of performance and contributions of the employee,
and other relevant circumstances. Termination from employment may
be immediate, without warning or progressive discipline, in certain
situations that warrant such action. Examples of conduct that may
be found to be grounds for immediate termination include, but are
not limited to:
1.
Conviction of a felony or other crime involving moral turpitude.
2.
Misappropriation, destruction, theft or conversion of City property.
3.
Falsification of any information required by the City.
4.
Illegal introduction, possession or use on City property or in City
equipment of any controlled substance(s) or proceeding to or from
work under the influence of any illegal controlled substance.
5.
Use of alcohol during working hours on City property or in City equipment
or proceeding to or from work under the influence of alcohol. Police
Officers working undercover are exempt from this provision when supervisory
personnel authorize such conduct in the performance of their duties.
6.
Conviction of any crime involving the use of illegal drugs or intoxicating
liquors.
D.
In
some situations, suspension without pay may be deemed appropriate.
Department heads and supervisors shall consult with the Mayor prior
to giving any employee a written warning, suspension or termination.
Written notice of any warning or suspension shall be given to the
employee stating the reasons for the warning or suspension and the
remedial conduct expected. A copy of the notice signed by the employee
is to be placed in the employee's personnel file, to serve as evidence
of delivery. A copy shall also be presented to the Board of Aldermen
at the next regularly scheduled meeting in closed session. In cases
of termination, a brief memorandum of the reasons for termination
shall be prepared, reviewed by the Mayor and presented to the Board
of Aldermen in closed session prior to the termination taking effect.
E.
Any
employee who may have engaged in conduct warranting immediate termination
may be suspended with pay pending investigation, which shall be completed
as promptly as feasible. Similarly, Police Officers may be suspended
with pay while an internal affairs investigation is conducted. Employees
who wish to do so may use the grievance procedure to appeal a warning
or termination decision and shall be given an opportunity to be heard.
[Ord. No. 2009-07, 1-8-2009]
A.
It
is the desire of the City to adjust the causes of grievances informally,
and department heads, supervisors and employees are expected to make
every effort to resolve problems as they arise. All grievances shall
be in writing and shall follow the chain of command as indicated on
the organization chart. In the event that a grievance cannot be resolved
through the usual chain of command, the following policy is to be
observed:
1.
If satisfaction is not achieved by the above procedure within ten
(10) working days, the grievance may be presented to Mayor for consideration
by the Board of Aldermen.
2.
The Mayor shall either convene a meeting within ten (10) days to
consider the grievance or add the issue to the agenda of the next
regularly scheduled Board meeting, if it is scheduled to be held within
ten (10) days after the Mayor receives the grievance. The grievance
shall be heard in either closed or open session, as appropriate, depending
on the nature of the grievance and as determined by the Mayor and
the Board of Aldermen. Hearings regarding personnel decisions shall
be in closed session. The employee, the supervisor, the department
head and any other interested party shall have the right to be heard.
The Board shall then take appropriate action, which may include a
recommendation to change an earlier decision, a change in the personnel
manual or other rules and regulations, a finding that the grievance
is unjustified or any other appropriate recommendation. The finding
of the Board shall be final and conclusive.
3.
No employee shall be disciplined or retaliated against in any way
because of proper use of the grievance procedure as the complainant,
witness or other participant.
[Ord. No. 2009-07, 1-8-2009]
Employees may review their own personnel record in the office
of the City Clerk, at a reasonable time and upon reasonable notice.
In order to protect the privacy of employees and other confidential
personnel matters pursuant to Section 610.021(3) and (13), RSMo.,
all personnel records are closed to the extent permitted by Missouri
law.
[Ord. No. 107 §§A
— E, 4-18-1988]
A.
It
is hereby declared to be the policy and purpose of the City of Laurie,
Missouri, to extend to all eligible employees and officials of said
City who are not excluded by law or by this Section and whether employed
in connection with a governmental or proprietary function of said
City, the benefits of the system of Federal Old-Age, Survivors, Disability
and Health Insurance as authorized by the Sections 105.300 through
105.440, RSMo., as the same may be now and hereafter in effect.
B.
The
Mayor of Board of Aldermen and the City Clerk of the City of Laurie,
Missouri, are hereby authorized and directed on behalf of this City
to prepare, execute and submit to the Office of Administration, Social
Security Unit of the State of Missouri, as State agency of the State
of Missouri a plan and agreement for extending said benefits to said
eligible employees and officials of the City of Laurie, Missouri,
in the form prepared by the State agency and hereby approved and adopted
by the Board of Trustees of this City, which plan and agreement are
to become effective upon approval thereof by the State agency and
are further authorized and directed to execute agreements and modifications
and amendments thereof with said State agency providing for the extension
of said benefits to said employees and officials as set forth in said
plan and agreement as provided for in Section (A) hereof, said plan
and agreement to provide that said extension of benefits is to be
effective July 1, 1988.
C.
Commencing
on the first (1st) day of the month following the date of the approval
of the plan and agreement of this City by the State agency, there
shall be deducted from the wages of all employees and officials of
the City of Laurie, Missouri, to whom the benefits of said system
of Federal Old-Age, Survivors, Disability and Health Insurance are
extended, by virtue of the plan and agreement hereinbefore provided
for, the amount of each of said employees' and officials' contributions,
as determined by the applicable State and Federal laws and by said
plan and agreement, the aggregate amount of said deductions to be
paid into the OASDHI Trust Fund created pursuant to Section 105.390,
RSMo.; provided however, that from the first (1st) payment of wages
made to each of said employees and officials after the benefits of
said system have been extended to such employees and officials, there
shall be deducted a sum equal to the amount which would have been
due and payable from each said employee and official had said extension
of benefits been provided and effective on July 1, 1988.
D.
Commencing
on the first (1st) day of the month following the date of the approval
of the plan and agreement of this City by the State agency, there
is hereby authorized to be appropriated from the General Fund of the
City of Laurie, Missouri, and there is and shall be appropriated the
sum or sums of money necessary to pay the contributions of the City
of Laurie, Missouri, which shall be due and payable by virtue of the
extension of the benefits of the Federal Old-Age, Survivors, Disability
and Health Insurance System to the eligible employees and officials
of said City, said sum or sums of money to be paid into the OASDHI
Trust Fund created pursuant to Section 105.390, RSMo.; provided however,
that in making the first (1st) payment to said OASDHI Trust Fund,
after the benefits of said system have been extended to such employees
and officials, said first (1st) payment shall include a sum equal
to the amount which would have been due and payable had said extension
of benefits been provided and effective on July 1, 1988. The fund
from which said appropriation is made will, at all times, be sufficient
to pay the contributions of the City by this Section directed to be
paid to said OASDHI Trust Fund.
E.
The
City of Laurie, Missouri, from and after the approval of the plan
and agreement of this City by the State agency shall fully comply
with and shall keep such records, make such reports and provide such
methods of administration of said plan and agreement as may be required
by all applicable State and Federal laws, rules and regulations now
and hereafter in effect with respect to the extension of the benefits
of the Federal Old-Age, Survivors, Disability and Health Insurance
System to the employees and officials of this City. For the purpose
of administering said plan and agreement, the City Clerk of this City
shall be the official who shall make all notices and communications
from the State agency to this City with respect to said plan and agreement
and shall be addressed to: City Clerk, P.O. Box 1515, Laurie, Missouri
65038.
