[Ord. No. 1425 § 1, 3-21-1988]
this Chapter shall be known as the Personnel Code of the City of Centralia, Missouri.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2113 § 4, 5-15-2000; Ord. No. 2486 § 6, 10-15-2007]
Unless otherwise expressly stated, the following terms shall have the meanings indicated in this Section. Where terms are not defined by this Section or by other Sections, they shall have ascribed to them their ordinarily accepted meanings or such as the context herein may imply.
ABANDONED POSITION
A position vacated by an individual who voluntarily ceased attending work without giving notice of resignation or otherwise requesting a leave of absence. See Section 22-69 of this Chapter.
ADMINISTRATIVE HEARING
A meeting convened by the City Administrator, Chief of Police or Personnel Board of Review for the purpose of hearing the facts and evidence from parties involved in a grievance. The hearing is informal in nature, with rules for presenting formal evidence waived.
ALLOCATION
The assignment of a position to its appropriate class in relation to duties performed.
APPOINTMENT
The assignment of selected candidates for employment to a classified or unclassified position authorized by the current and approved budget in the following manner:
AUXILIARY APPOINTMENT — Appointment status for voluntary service in the Police and Fire Departments which is subject to special employment conditions provided for in applicable departmental policies. An employee in this status is an at will employee.
PART-TIME APPOINTMENT — Appointment status for which the person works less than forty (40) hours in a standard work week of seven (7) days, with the work hours not scheduled on an annual basis. The person's work hours and schedule may vary during the year. An employee in this status is an at will employee.
PROBATIONARY APPOINTMENT — Appointment status which is preparatory, in-service training, and evaluation for a regular classified or unclassified appointment. An employee in this status is covered by all policies and procedures in this Chapter except appeal to the Grievance Review Board. An employee in this status is an at will employee.
REGULAR APPOINTMENT — Appointment to a full-time classified or unclassified position and which is subject to all policies and procedures in this Chapter. An employee in this status is an at will employee.
TEMPORARY APPOINTMENT — Appointment status which is full-time or part-time, but limited to a prescribed period of time and which is covered by all policies and procedures of this Chapter except employee benefits (unless otherwise approved by the City Administrator) and appeal to the Personnel Board of Review. An employee in this status is an at will employee.
CERTIFICATION
[Ord. No. 2958, 4-16-2018]
1. 
Endorsement as meeting required minimum standards for a vacant position.
2. 
A professional certification that requires specific knowledge skills and/or ability as proven by examination.
CHIEF OF POLICE
The Chief of Police of the City of Centralia, Missouri, appointed by the Mayor and approved by the Board of Aldermen.
CITY
The words the City or City shall mean the City of Centralia, Missouri.
CITY ADMINISTRATOR
The City Administrator of the City of Centralia, Missouri, appointed by the Board of Aldermen and approved by the Mayor.
CLASS
A group of positions which are sufficiently alike in general duties and responsibilities to warrant the use of the same title, class specification and pay range.
CLASS SPECIFICATION
A written description of a class consisting of a class title, a general statement of the level of work and of the distinguishing features of work, examples of duties, and the desirable qualifications for the class.
CLASSIFICATION
The act of grouping positions in classes with regard to:
1. 
Duties and responsibilities,
2. 
Requirements as to education, knowledge, experience and ability,
3. 
Tests of fitness, and
4. 
Ranges of pay.
COMPENSATION
The standard rates of pay which have been established for the respective classes of work.
COMPENSATORY TIME
An excused absence from work, compensating for time worked outside an employee's normal work schedule.
DEMOTION
Assignment of an employee from one class to another which has a lower pay range, lower pay step or lower maximum rate of pay.
DEPARTMENT
The primary organizational unit which is under the immediate charge of a department head who reports directly to the City Administrator or Mayor.
DEPARTMENT HEAD
Any of the following persons:
1. 
City Clerk as to employees under the City Clerk;
2. 
Chief of Police as to all Police Officers, dispatchers and the Code Enforcement Officer;
3. 
Fire Chief as to all volunteer Firemen;
4. 
Electric/Light Department Line Foreman as to all department employees under the Foreman;
5. 
Street, Alley and Sanitation Department Foreman as to all department employees under the Foreman; and
6. 
Water and Sewer Department Foreman as to all department employees under the Foreman.
DISCIPLINE
The process that results in a verbal or written reprimand, disciplinary probation, suspension, demotion or dismissal of an employee when it has been determined that the employee has failed to perform his appointed duties satisfactorily or has failed to comply with the personnel policies and procedures of the City of Centralia. See Section 22-56 of this Chapter for further definitions.
DISCIPLINARY PROBATION
An employee status, the length of which shall be determined by the City Administrator, resulting from unsatisfactory performance or behavior.
EMERGENCY
A sudden, unforeseen happening that requires the unscheduled service of an employee to protect City property or the health, safety, and welfare of the community.
EMPLOYEE
Any person who is working for any department of the City and who is not an elected official.
EXAMINATION
An assessment of an applicant's capability to perform the duties of a position by means of written, oral, physical, or performance test, including evaluation of the application and interview.
GRIEVANCE
Dissatisfaction of an employee with working conditions, pay or benefits, disciplinary actions, or the administration of administrative policies.
IMMEDIATE FAMILY
Employee's: spouse; natural, step, adopted or foster parents, grandparents, child(ren), grandchild(ren), sister(s), or brother(s); aunt; uncle; mother-in-law or father-in-law; daughter-in-law or son-in-law; sister-in-law or brother-in-law. Additionally any other dependent actually living in the same household as the employee.[1]
LAGERS
The Missouri Local Government Employee's Retirement System.
LAYOFF
The involuntary non-disciplinary separation of an employee from a position.
LEAVE
An approved absence from work.
OFFICER
The persons named as appointive officers in Section 2-25.[2]
OVERTIME
Authorized time worked by an employee in excess of his total specified working hours per week.
PAY RANGE
A specific number of pay rates having a percentage relationship to one another, assigned to a class of positions as the compensation for that class of positions.
PAY RATE
A specific dollar amount, expressed as either an annual rate, a monthly rate, a semi-monthly rate, a bi-weekly rate, or an hourly rate, as shown in an approved pay plan, ordinance, or current budget of the City.
PAY STEP
A particular level of pay from the minimum to maximum established rates within a given pay range.
PERFORMANCE EVALUATION
A periodic review of the work performance and conduct of an employee by the department head, which is reviewed by the City Administrator or Mayor.
PERSONNEL BOARD OF REVIEW
The Personnel Board of Review of the City of Centralia, Missouri. See Section 22-62 of this Chapter.
POSITION
Any office or employment, whether occupied or vacant, full-time or part-time, consisting of duties and responsibilities assigned to one (1) individual by competent authority.
POSITION CLASSIFICATION
A group of positions which are sufficiently similar in duties, responsibilities and authority to warrant the use of the same title, class specifications and pay range.
PROMOTION
The advancement of an employee to a higher pay range, pay step or higher maximum rate of pay, which can take place either through filling a vacant position or reclassification upward of the employee's present position because of increased responsibilities and authority.
RECLASSIFICATION
Reclassification upward or downward of a position may take place when it is shown that the duties, responsibilities of and/or salary requirements for the positions have changed to cause an upward or downward movement.
RESIDENT
A person whose principal domicile is within the corporate boundaries of the City of Centralia, Missouri.
SEPARATION
When an employee leaves the service of the City of Centralia, Missouri, for one (1) of the following reasons:
1. 
Resignation.
2. 
Dismissal.
3. 
Retirement.
4. 
Layoff.
5. 
Physical disability.
6. 
Death.[3]
SUSPENSION
An enforced leave of absence without pay for disciplinary purposes or pending investigation of charges made against an employee.[4]
UNION
Laborers’ International Union of North America – Local Union #773.
[Ord. No. 2958, 4-16-2018]
WORK DAY
Scheduled number of hours an employee is required to work per day or per shift.
[1]
Cross Reference — Also see § 22-115 of this chapter.
[2]
Cross Reference — Also see § 2-25 of this Code. As to dispatchers, see § 24-1.1.
[3]
Cross Reference — Also see §§ 22-55, 22-56 and 22-65 of this chapter.
[4]
Cross Reference — As to disciplinary actions, see § 22-56. As to judicial suspensions, see § 22-64.
[Ord. No. 1425 § 1, 3-21-1988]
The City set forth the policies and procedures as provided in this Chapter in order to achieve the following objectives:
A. 
To promote and increase efficiency and economy in City services through uniform and systematic application of rules and policies for personnel administration.
B. 
To promote a high degree of understanding and cooperation on the part of employees of the City by identifying employee duties, and responsibilities to the City and by outlining working relationships with other employees.
C. 
To establish and maintain a uniform plan for employee classification, evaluation, and compensation, based on the needs of the City, the duties and responsibilities of employees, and their respective positions in the service of the City.
D. 
To provide fair and equal opportunity to all qualified persons to enter City employment on the basis of demonstrated merit and fitness as ascertained through fair and practical methods of selection.
E. 
To develop a program of recruitment and advancement which will make the service of the City attractive as a career and encourage each employee to render his or her best service to the City.
F. 
To assure that the City personnel matters are handled in a manner consistent with the laws of the United States and the State of Missouri.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2027 § 2, 8-17-1998; Ord. No. 2377 § 2, 11-21-2005]
Except as provided below, the provisions of this Chapter shall apply to all officers and employees of the City of Centralia except: elected officials (unless specifically stated); appointed members of boards and commissions who serve the City without compensation except reimbursed expenses; employees of the Centralia Municipal Library District; persons employed to make or conduct special inquiry investigations, examinations, installations or audits; and consultants retained by the City to perform professional services. Those provisions in Article XII of this Chapter prohibiting harassment and sexual harassment shall apply to elected officials, officers, employees and appointed members of boards and commissions. Those provisions in this Chapter relating to recruitment shall not apply to City Officers and employees subject to direct appointment under the terms of Chapter 2 and Chapter 24 of the Centralia City Code. Those provisions in this Chapter relating to discipline and termination may be followed for City Officers and employees subject to direct appointment under the terms of Chapter 2 and Chapter 24 of the Centralia City Code, but shall not be required to be followed.
It is declared that no provisions in this Personnel Code shall in any way limit or modify the power of the Mayor, the Board of Aldermen, the City Administrator or the Police Chief to appoint, discipline, remove or terminate, at any time, without cause and for any reason or no reason, any employees or officers of the City. The provisions of this Personnel Code do not create any employment contractual obligations between the City of Centralia and the employees or officers of the City. No employee or officer of the City who is an at-will officer or employee shall have a different status because of the provisions of this Personnel Code. All provisions of this Personnel Code shall be construed subject to the above declarations.
[1]
Cross Reference — Also see §§ 2-27, 22-2 (definitions), 22-55, 22-65(F) and 24-1.1 of this Code.
[Ord. No. 1425 § 1, 3-21-1988]
Nothing in this Code shall preclude the negotiation of agreements between the City and one (1) or more groups of organized employees, nor between the City and individual appointed City Officers. Where the terms of any agreement approved by the Board of Aldermen conflict with this Chapter or other Chapters of the Centralia City Code, the provisions of the agreement shall control, except where they are found to be in conflict with the requirements of the laws of the State of Missouri or the laws of the United States of America. Where there is no conflict, the provisions of this Chapter shall be controlling.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2486 § 7, 10-15-2007]
Each and every employee and officer of the City has responsibilities which will affect the overall success of the City's goal. These include:
A. 
Board of Aldermen. The Board of Aldermen is responsible for establishing the policies under which the personnel program is administered.
B. 
City Administrator. The City Administrator or a person designated by him is responsible for, but not limited to:
1. 
Recommending personnel and pay policies to the Board of Aldermen.
2. 
Hiring those employees whose selections are not elsewhere specified.
3. 
Assuring equal employment opportunities.
4. 
Maintaining records of all employees employed by the City.
5. 
Fostering and developing programs for the improvement of employee effectiveness.
6. 
Maintaining an updated classification plan.
7. 
Approving all major personnel actions in the street, light, and water and sewer departments and make recommendations concerning such actions for other City employees.
8. 
Overseeing the administration of all employee agreements.
9. 
Assuring the operation of an equitable grievance procedure.
C. 
Supervisors. All supervisory personnel are responsible for the effective operation of the personnel program. Their personnel duties include, but are not limited to:
1. 
Informing employees under their direction of City personnel policies.
2. 
Responding to employee grievances.
3. 
Recommending appointments, pay actions, promotions, demotions, transfers, and dismissals.
4. 
Evaluating the job performance of employees under them.
5. 
Recommending the disciplining of employees where necessary.
6. 
Completing all personnel records deemed necessary by the City Administrator.
7. 
Insuring adequate training and instruction is given to employees under them.
8. 
In the case of department heads, the authority to discipline and dismiss employees under them, pursuant to Section 22-55.
D. 
Non-Supervisory Personnel. The non-supervisory personnel are responsible for following written and oral instructions issued by an authorized supervisor. All employees are responsible for knowing and following all approved rules and regulations, and following all provisions in the Code of the City of Centralia.
[1]
Cross Reference — Also see § 22-112 of this chapter. As to discipline policy, see § 22-55.
[Ord. No. 1425 § 1, 3-21-1988]
Equal employment opportunity shall be assured in the personnel program. Discrimination against any person in recruitment, examination, appointment, training, promotion, retention, discipline or any other aspect of personnel administration because of their race, color, sex, physical handicap unrelated to such person's ability to engage in the particular work, age, national origin or ancestry, except where sex or age is a bona fide occupational qualification is prohibited. There shall be no discrimination against any employee of the City because of membership or non-membership in any lawful organization or association of employees. The City shall be free to hire qualified employees wheresoever they may be found.
[1]
Cross Reference — As to discrimination grievance, see § 22-98. As to sexual harassment, see § 22-159.
[Ord. No. 3104, 9-20-2021]
A. 
The Federal Americans with Disabilities Act (ADA)[1] prohibits discrimination against qualified individuals with disabilities in position application procedures, hiring, firing, advancement, compensation, fringe benefits, job training and other terms, conditions and privileges of employment. The ADA does not alter the City's right to hire the best-qualified applicant, but it does prohibit against discrimination against a qualified applicant or employee because of his or her disability, or because of a perceived disability. As a matter of City policy, the City prohibits discrimination of any kind against people with disabilities.
[1]
Editor's Note: See 42 U.S.C.A. § 12101 et seq.
B. 
Disability defined.
1. 
Disability means, with respect to an individual:
a. 
A physical or mental impairment that substantially limits one (1) or more major life activities of such individual;
b. 
Has a record or history of such an impairment; or
c. 
Is regarded or perceived as having such impairment, or as otherwise defined under the Americans with Disabilities Act.
C. 
A qualified employee or applicant with a disability is an individual who satisfies the skill, experience, education, and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position.
D. 
Reasonable accommodation.
1. 
A reasonable accommodation is any change in the work environment (or in the way things are usually done) to help a person with a disability apply for a position, perform the duties of a position, or enjoy the benefits and privileges of employment.
2. 
Qualified applicants or employees who are disabled should request reasonable accommodation from the City to allow them to perform a particular position. If an employee is disabled and wishes such reasonable accommodation, contact Payroll/HR. On receipt of an employee or applicant's request, a representative with Payroll/HR will meet with the employee or applicant to discuss the disability. The City may ask for information from the employee or applicant's health care provider regarding the nature of the disability, the nature of the employee or applicant's limitations, or take other steps necessary to help determine viable options for reasonable accommodation. The City will work with the employee or applicant to determine whether the employee or applicant's disability can be reasonably accommodated, and if it can be accommodated, the City will explore alternatives with the employee or applicant to implement a mutually agreeable accommodation.
3. 
Reasonable accommodation may take many forms and it will vary from one (1) employee to another. Please note that according to the ADA, the City does not have to provide the exact accommodation the employee or applicant wants, and if more than one (1) accommodation works, the City may choose which one (1) to provide. Furthermore, any accommodation that will impose undue hardship on the City is not considered reasonable.
[Ord. No. 3104, 9-20-2021]
The City complies with the Immigration Reform and Control Act of 1986[1] by employing only U.S. citizens and non-citizens who are authorized to work in the United States. All employees are asked on their first day of work to prove original documents verifying the right to work in the Unites States and to sign a verification form required by deferral law (Form I-9). If an employee cannot verify his/her right to work in the United States within three (3) days of hire, the City is required by law to terminate his/her employment.
[1]
Editor's Note: See 8 U.S.C.A. § 1101 et seq.
[Ord. No. 1425 § 1, 3-21-1988]
City employees, City supervisors, elected officials, appointed officers, labor organizations or employee organizations, employee associations, and the officers and members of such organizations and associations shall not instigate, call, sanction, condone or participate in any strike, slowdown, stoppage of work, illegal picketing or willful interference with matters which concern the City operations.
[Ord. No. 1425 § 1, 3-21-1988]
An obligation rests upon each member of the management and supervisory staff, as well as upon each supervised employee of the City, to render honest, efficient, and economical service in the performance of his or her duties. Organizations and associations of supervised employees shall likewise be subject to this obligation.
[Ord. No. 3104, 9-20-2021]
Any City employee who is required to drive a City vehicle as part of his/her employment must have a valid Missouri driver's license or CDL license. A suspended, expired, or revoked license will not be considered a valid license.
[Ord. No. 1425 § 1, 3-21-1988]
No person shall willfully or corruptly make any false statement, certification or appointment held or given under the provisions of this Code, or in any manner commit, or attempt to commit, any fraud preventing the impartial execution of the provisions of this Code, or of any rules and regulations made thereunder. No person seeking appointment to or promotion in the City shall either directly or indirectly give, render or pay any money, service or other valuable thing to any person, for or on account of, or in connection with his examination, appointment or proposed appointment, promotion, or proposed promotion. No person shall use or threaten to use any influence, persuasion or coercion to compel or attempt to compel any City employee to violate any provision of this Section. No person shall use or promise to use directly or indirectly for any consideration whatsoever, any official authority or influence to secure or attempt to secure for any person an appointment or advantage in an appointment to any position in the City or any increase in pay, promotion or other advantage in the City. Any City employee who violates any provision of this Section shall forfeit his position as a City employee.
[Ord. No. 1425 § 1, 3-21-1988]
Any employee violating any of the provisions of this Code shall be subject to reprimand and/or suspension and/or dismissal in addition to any penalty which may be levied for violation of the same. The City shall notify the employee in writing of any suspension or dismissal, and in cases involving a union member, a copy of said notice shall be sent to the Union.
[1]
Cross Reference — As to discipline policy, see § 22-55 of this chapter.
[Ord. No. 1425 § 1, 3-21-1988]
this Chapter shall be subject to revision at any time by ordinance enacted by the Board of Aldermen. Any and all revisions shall be forwarded to all current employees on or before the effective date of any revisions.