[R.O. 2012 §120.010; Ord. No. 2025, CC 1981 §23.010]
Each employee receiving an appointment or a promotion to a position in the service of the City must serve a probationary period of six (6) months before his/her appointment or promotion shall be considered permanent. During the employee's six-month probationary period, the employee's work habits, abilities, attitude, promptness and other pertinent characteristics will be observed and evaluated by his/her supervisor, department head or other appropriate City Officials. If the probationary employee fails to meet required standards of performance, he/she is to be dismissed, or if he/she is a promoted regular employee, he/she may be restored to the position from which he/she was promoted or to a comparable position. During the probationary period, the employee is not eligible for employee fringe benefits, such as sick leave and vacation, but will earn credit for those to be taken at a later date. Wages for designated holidays falling within the probationary period will be paid to probationary employees.[1]
[1]
Editor's Note: Ord. No. 3227 §1, adopted September 13, 2010, repealed Section 120.020, Discharge During Probationary Period, Section 120.030, Extension of Probationary Period, and Section 120.040, Termination of Probationary Period, in their entirety. Former Sections 120.020 through 120.040 derived from C.C. 1981 §§23.020—23.040; Ord. No. 2025.
[R.O. 2012 §120.050; Ord. No. 2025, CC 1981 §23.050]
Appointments and promotions to all City positions shall be solely on the basis of merit, which shall be determined by evaluation of the applicants:
1. 
Training, education, experience and physical fitness;
2. 
Oral interview; and
3. 
Whenever practical, an examination or demonstration test.
[R.O. 2012 §120.060; Ord. No. 2025, CC 1981 §23.060]
The minimum age for employment as a probationary employee shall be eighteen (18) years of age, unless the Mayor shall in writing waive the requirement. The minimum age for employment of seasonal employees shall be sixteen (16) years of age.
[R.O. 2012 §120.070; Ord. No. 2025, CC 1981 §23.080]
All vacancies occurring in the service of the City shall, whenever possible, be filled by promotion of a qualified employee within the City service. However, the Mayor may authorize the recruitment of applicants from outside the City service whenever he/she has reason to believe that better qualified applicants are available than within the City service. Promotion within the City service shall be based on the qualifications and seniority of the person being appointed. Usually, the first consideration in filling of vacancies will be given to the most qualified senior applicant in the department in which the vacancy exists. Next, consideration will be given to the most qualified senior applicant from outside the department. 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 senior applicant shall be based upon experience, performance, evaluation and, where feasible, examination.
[R.O. 2012 §120.080; Ord. No. 2025, CC 1981 §23.090; Ord. No. 3193, 1-28-2008]
Two (2) members of an immediate family shall not be employed under the same department, nor shall a department head be the supervisor of a member of his/her immediate family. "Immediate family" is defined as any member of the family within the fourth degree of consanguinity or affinity (by blood or marriage), provided that no present employee shall be discharged because of a violation of this Section.
[R.O. 2012 §120.090; Ord. No. 2025, CC 1981 §23.100]
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. 2012 §120.100; Ord. No. 2025, CC 1981 §23.110]
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. Employees are expected to exercise their right to vote in municipal elections, but shall not engage in, or participate in any other way in any municipal election.
[R.O. 2012 §120.110; Ord. No. 2025, CC 1981 §23.120]
Failure to comply with the requirements of Sections 155.060 and 155.070 shall be grounds for immediate dismissal. Any person who attempts to coerce or does coerce any City employee to take part in activity prohibited by Sections 155.060 and 155.070 may be punished as provided in Section 100.220 of this Code.
[R.O. 2012 §120.120; Ord. No. 2025, CC 1981 §23.130; Ord. No. 3227 §2, 9-13-2010]
No employee shall accept outside employment, whether part-time, temporary or permanent, without prior written approval from the Mayor. Each change in outside employment shall require separate approval. Such approval, however, shall not be arbitrarily withheld. If approved by the Mayor, employees may accept outside employment as long as City equipment is not used and does not interfere with their efficiency as City employees. Employees may not engage in any private business or activity or private work estimates while on duty. Even if approved by the Mayor, 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 with his/her official duties.
[R.O. 2012 §120.130; Ord. No. 2025, CC 1981 §23.140]
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 a desirable standard, 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 good will of the employee. Whenever possible, oral and/or written warnings with sufficient time for improvement shall precede formal discipline.
[R.O. 2012 §120.140; Ord. No. 2025, CC 1981 §23.150; Ord. No. 3195, 4-14-2008; Ord. No. 3227 §3, 9-13-2010]
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. No permanent employee shall be disciplined except for violation of established rules and regulations, and such discipline shall be in accordance with procedures established by the personnel rules and regulations. It is the duty of every employee to attempt to correct any faults in his/her performance when called to his/her attention and to make every effort to avoid conflict with the City's rules and regulations.
1. 
Grounds For Action. The following are declared to be grounds for demotion, suspension or removal of any permanent employee:
a. 
Conviction of a felony or other crime involving moral turpitude.
b. 
Acts of incompetency.
c. 
Absence without leave.
d. 
Acts of insubordination.
e. 
Intentional failure or refusal to carry out instructions.
f. 
Misappropriation, destruction, theft or conversion of City property.
g. 
Refusal or neglect to pay just debts. Maintenance of effort to pay debts must be shown to clear employee of neglect charges.
h. 
Employee subsequently becomes physically or mentally unfit for the performance of his/her duties.
i. 
Acts of misconduct while on duty.
j. 
Willful disregard of orders.
k. 
Habitual tardiness and/or absenteeism.
l. 
Falsification of any information required by the City.
m. 
Failure to properly report accidents or personal injury.
n. 
Neglect or carelessness resulting in damage to City property or equipment.
o. 
Repeated convictions during employment or misdemeanor and/or traffic charges.
p. 
Introduction, possession or use on City property or in City equipment of intoxicating substances or proceeding to or from work or performing work for the City under the influence of an intoxicating substance.
2. 
Employee Notice. A written notice shall be given to each employee stating the reasons for the disciplinary action and the date it is to take effect. The notice is to be given to the employee at the time such disciplinary action is taken, and in any event not later than three (3) working days from the date of the action. A copy of notice signed by the employee in the employee's file shall serve as prima facie evidence of delivery. All permanent employees holding positions in the service of the City may be suspended for a period of not more than thirty (30) working days, reduced in pay or class, or removed for just and reasonable cause by a majority vote of the Board of Aldermen.
3. 
Permanent Employees. All permanent employees holding positions in the service of the City may be suspended for a period of not more than thirty (30) working days, reduced in pay or class or removed for just and reasonable cause by a majority vote of the Board of Aldermen.[1]
[1]
Editor's Note: Ord. No. 3227 §1, adopted September 13, 2010, repealed Section 120.150, Grievance Policy, in its entirety. Former Section 120.150 derived from CC 1981 §23.160; Ord. No. 2025.
[R.O. 2012 §120.160; Ord. No. 2025, CC 1981 §23.170; Ord. No. 3227 §4, 9-13-2010]
The standard workweek for employees other than department heads shall be five (5) days or a total of forty (40) hours per week. Department heads and supervisors should work those hours necessary to assure the satisfactory performance of their departments, but not less than forty (40) hours per week. The department head or supervisor shall not be entitled to overtime pay under the provisions of this Section, but may be compensated with time at the rate of one (1) hour for one (1) hour.
1. 
The department head or supervisor shall assign to each employee regular work duties and responsibilities which can normally be accomplished within the established workday and workweek. However, occasionally some overtime work may be necessary for proper performance of work duties and responsibilities.
2. 
When regular permanent employees are required to work extra or prolonged shifts, the employee shall be compensated for such overtime at a rate of one and one-half (1 1/2) times such overtime worked.
3. 
An employee who has left his/her normal place of work for his/her home and is called back for overtime work shall be compensated for overtime with a minimum payment equal to one (1) hour's work.
4. 
Temporary or probationary employees shall be entitled to overtime compensation as provided in Subsection (2) of this Section.
[R.O. 2012 §120.170; Ord. No. 2025; CC 1981 §23.180; Ord. No. 3056 §120.170, 11-14-1994; Ord. No. 3269 §3, 10-9-2012; Ord. No. 2022-02, 3-28-2022]
A. 
All regular employees of the City shall receive normal compensation for the holidays listed below and any other days or parts of days during which the public offices of the City shall be closed by special proclamation of the Mayor with approval of the Board. Probationary employees shall be considered for purposes of this Section to be regular employees. Holidays to be observed are:
New Year's Day
January 1
Martin Luther King's Day
Third Monday in January
Washington's Birthday Observed
Third Monday in February
Truman's Birthday
May 8
Memorial Day
Last Monday in May
Juneteenth
June 19
Independence Day
July 4
Labor Day
First Monday in September
Columbus Day
Second Monday in October
Veteran's Day
November 11
Thanksgiving and the Friday after
Fourth Thursday/Friday in November
Christmas Day
December 25
Full-time Police Officers and Fire Department employees shall receive ninety-six (96) hours of holiday pay per year, to be taken at the discretion of the department head.
B. 
It shall be the policy of the City to insure that all regular 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 employees working a forty-hour week, Monday through Friday. For this group, when a holiday falls on Sunday, the following Monday shall be observed as the holiday. When a holiday falls on Saturday, the preceding Friday shall be observed as the holiday. For regular employees whose work week is other than Monday through Friday, the department head shall designate the work day that shall be observed.
1. 
An employee absent without authorized leave on the day preceding and/or the day following a holiday shall not receive compensation for the holiday.
2. 
Any regular employee in the City service who shall be required to perform work or render services on a regularly scheduled holiday shall receive a day off at his/her regular pay rate in lieu of the holiday missed, or at the option of the City, he/she may be compensated at the City's approved overtime rates for his/her service on the regularly scheduled holiday.
[R.O. 2012 §120.180; Ord. No. 2025, CC 1981 §23.190; Ord. No. 3238 §1, 2-28-2011; Ord. No. 3269 §2, 10-9-2012]
Every employee in the City service holding a permanent status position and having occupied such position for a period of twelve (12) consecutive calendar months shall be allowed annual vacation leave with pay. Vacation leave shall be granted on the basis of the number of regularly scheduled hours in the standard work or duty day to which the employee is assigned at the time of his/her vacation. Employees with one (1) year of continuous service with the City shall be allowed vacation leave at the rate of one (1) week. Thereafter, employees with two (2) years of continuous service with the City shall be allowed vacation leave at the rate of two (2) weeks. Thereafter, employees with five (5) years of continuous service with the City shall be allowed vacation leave at the rate of three (3) weeks.
1. 
Vacation leave shall be taken during the year following its accumulation.
2. 
Vacation leave credit may not be carried from one year to the next.
3. 
Vacation leave must be taken in blocks of five (5) days each. Exceptions may be granted with the written consent of the Mayor. Vacations for full-time Fire Department employees and Police Officers will be scheduled at the discretion of the department head.
4. 
Absence on account of sickness, injury or disability in excess of that hereinafter authorized for such purposes may, at the request of the employee and within the discretion of the department head, be charged against vacation leave allowance.
5. 
Records of vacation leave allowance and use shall be kept by the person responsible for the employee's payroll payment. Vacation leave scheduled shall be in regard to the seniority of employees, to accord with operating requirements and, insofar as possible, with the requests of the employees.
6. 
When a regularly scheduled holiday occurs during the period of an employee's vacation, an additional day of vacation shall be granted.
[R.O. 2012 §120.190; Ord. No. 2025, CC 1981 §23.200]
All full-time City employees shall earn sick leave with full pay at the rate of one (1) work day for each calendar month of service. Sick leave shall accrue from the date of employment, but shall not be taken until the successful completion of the six-month probationary period except with the written permission of the Mayor. Sick leave may never be taken in advance of earning the time. Sick leave may be accumulated up to fifteen (15) days.
1. 
An employee may be eligible for sick leave for the following reasons:
a. 
Personal illness of physical incapacity.
b. 
Quarantine of an employee by a physician.
c. 
Illness in the immediate family requiring the employee to remain at home.
2. 
An employee who is unable to report for work because of one of the above reasons shall report the reason for his/her absence to his/her supervisor within two (2) hours from the time he/she is expected 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 will 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.
3. 
An employee terminating from City service shall not be allowed the sue of sick leave in the last two (2) calendar weeks of employment. Unused sick leave will not be compensated for in any way at the time of resignation or dismissal of any employee.
4. 
Abuse of the sick leave privilege can result in dismissal.
[R.O. 2012 §120.200; Ord. No. 2025, CC 1981 §23.210]
On recommendation of an employee's supervisor or department head, and upon the written order of the Mayor, an employee may be granted maternity or paternity leave without pay for a period not to exceed three (3) months.
[R.O. 2012 §120.210; Ord. No. 2025, CC 1981 §23.230; Ord. No. 3239 §1, 3-28-2011]
The Mayor may authorize special leaves of absences, with or without pay, for any period not to exceed six (6) calendar months in any one (1) calendar year for attendance at a school or university for the purpose of training in subjects relating to the work of the employee and which will benefit the employee and the City service. The City may share in up to one hundred percent (100%) of the tuition costs if the course is completed successfully. However, if the City shares in the cost, the employee must remain in the City service for two (2) years after completion of the course. If the employee fails in this obligation, the City's portion of the training costs will be deducted from the employee's last paycheck, and if the training costs exceed the amount of the employees's last paycheck, the employee will reimburse the City the amount which the training costs exceed the employee's last paycheck.
[R.O. 2012 §120.220; Ord. No. 2025, CC 1981 §23.240; Ord. No. 3163, 4-9-2007]
An employee may be granted three (3) working days' leave as needed in the event of the death of his/her spouse, child, mother, father, sister, brother, grandmother, grandfather, great-grandmother, great-grandfather, mother-in-law, father-in-law, spouse's grandmother, grandfather, great-grandmother or great-grandfather. Such leave shall not be deducted from either sick leave or vacation leave. Compensation for such employee who is off for funeral leave shall receive his/her normal duty pay.
[R.O. 2012 §120.230; Ord. No. 2025, CC 1981 §23.250]
An employee may be granted up to a seven-day-minimum leave 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. 2012 §120.240; Ord. No. 2025, CC 1981 §23.260]
A permanent (full or part-time) employee who is temporarily disabled in the line of duty shall receive pay equal to the difference between the amount received from Workmen's Compensation benefits and his/her normal salary amount for the period of his/her disability without charge against his/her vacation leave, but to be charged against his/her sick leave, subject to the following conditions:
1. 
Provided that the disability resulted from an injury or illness sustained directly in the performance of the employee's work, as provided in the State Workmen's Compensation Act.
2. 
If incapacitated for his/her regular assignment, the employee may be given other duties with the City Government for the period of recuperation. Unwillingness to accept such an assignment as directed by his/her department head or supervisor will make the employee ineligible for disability leave during the time involved.
3. 
A physician selected or approved by the City shall determine the physical ability of the employee to continue working or to return to work.
4. 
Disability leave shall not exceed sixty (60) working days for any one (1) injury.
[R.O. 2012 §120.250; Ord. No. 2025, CC 1981 §23.275]
The City hereby elects to accept the provisions of the State Worker's Compensation Law, as set forth in Chapter 287, RSMo. The City is authorized to carry Worker's Compensation Insurance on all employees and officers of the City covered by the State Worker's Compensation Law.[1]
[1]
Editor's Note: Ord. No. 3227 §1, adopted September 13, 2010, repealed Section 120.260, Exceptions to This Chapter, in its entirety. Former Section 120.260 derived from CC 1981 §23.280; Ord. No. 2025.
[R.O. 2012 §120.270; Ord. No. 3049 §120.270, 3-28-1994]
It is the policy of the City to provide equal and fair employment opportunities to all job applicants and to provide equal and fair advancement opportunities to City employees without regard to age, race, color, marital status, national origin, political affiliation, religion, sex, veteran or handicapped status. Exceptions shall only be made when job requirements demonstrate the existence of a bona fide occupational qualification. All appointments and promotions to positions in the service shall be made upon the individual qualifications for the positions being filled.[1]
[1]
Editor's Note: Ord. No. 3227 §1, adopted September 13, 2010, repealed Section 120.280, Comp Time for Non-Department Head Appointed Employees, in its entirety. Former Section 120.280 derived from Ord. No. 3162 §§1—4, 4-9-2007.