[CC 1991 §125.010; Ord. No. 564 §§1 — 2, 11-10-1980]
A.
The
City of Pine Lawn, St. Louis County, Missouri, shall purchase Workers'
Compensation insurance coverage for each and every present or future
salaried, elected or appointed official and/or officer of the City.
[CC 1991 §125.020; CC 1970 §2-174; Ord. No. 233 §2, 6-6-1957]
The City hereby elects to accept the provisions of Chapter 287,
RSMo., relating to occupational diseases under the State Workers'
Compensation Law. The Mayor and City Clerk are authorized to execute
and sign the employer's acceptance.
[CC 1991 §125.030; CC 1970 §2-175; Ord. No. 328 §§1 — 2, 8-19-1963]
A.
In
addition to any and all other compensation provided for each officer
or full-time employee of the City, the City shall maintain and pay
for said officer or employee the entire premium cost of a group disability
and life insurance program in which each officer and employee shall
be enrolled as a member with a recognized insurance company duly licensed
to underwrite such insurance plan in the State and duly selected by
said City.
B.
After
at least seventy-five percent (75%) of the City's Officers and employees
who are qualified for such insurance have elected in writing to enroll
and participate in such plan, the City shall enter into a contract
for such group insurance for the benefit of such officer or employee
with the minimum and maximum amount of coverages to be set by the
City based on a sliding scale in relation to each officer's or employee's
annual compensation rate.
C.
The
cost to the City for such insurance under this Section shall be deemed
partial compensation for such officer's or employee's employment and
services to said City.
[CC 1991 §125.040; CC 1970 §2-176; Ord. No. 328 §3, 8-19-1963]
All elected officers or any part thereof may elect to be enrolled
as a member for such group insurance for themselves and their dependents,
provided that they shall pay the entire premium due on the same, the
said premium to be transmitted to the Clerk of the City who, in turn,
shall pay it to the insurance company or companies.
[CC 1991 §125.050; CC 1970 §2-177; Ord. No. 126 §1, 10-22-1951]
The City hereby extends to all eligible employees and officials
of the City who are not excluded by law, and whether employed in connection
with a government proprietary function of said City, the benefits
of the system of Federal Old-Age and Survivors Insurance, as authorized
by the Social Security Act Amendments of 1950 and by Senate Committee
Substitute for Senate Bill No. 3 of the 66th General Assembly of the
State of Missouri and amendments thereto, as the same may be now and
hereafter in effect.
[Ord. No. 697 §1, 11-12-1991]
The probationary period for all employees of the City of Pine
Lawn, Missouri, shall be for a period of one (1) year and may be extended
by the City for up to ninety (90) additional days upon written notice
to the employee of the reasons therefor, together with a statement
advising the employee of the areas of deficiency.
[Ord. No. 759 §§1 —
3, 5-8-1995]
A.
For
purposes of this Section, the term "expenses" shall
refer only to expenses actually and necessarily incurred in the performance
of the official business of the City. The term "employee" shall include all persons employed by the City and all elected and
appointed officials.
B.
Beginning
May 1, 1995, any employee incurring any expense as defined in this
Section and seeking reimbursement of same may submit to the City Treasurer
a voucher certified as being true and correct. The City Treasurer
shall review such expense vouchers and shall reimburse to the employee
only those expenses properly incurred.
C.
The
City Treasurer may advance payment of projected expenses as authorized
by the Board of Aldermen when the projected expenses to be incurred
would pose a financial burden on the employee. If such an advance
is authorized, within ten (10) days after such expenses are actually
incurred the employee shall submit to the City Treasurer a voucher
for the expenses actually and necessarily incurred and any balance
of the advance remaining after expenditure.
[Ord. No. 810 §1, 12-14-1998]
No employee of the City of Pine Lawn shall continue in such
position after becoming a candidate for nomination or election to
any public office.
[Ord. No. 2010-08 §§1
— 4, 2-8-2010; Ord.
No. 2011-02 §§1 — 2, 1-10-2011]
A.
All
full-time employees of this City shall receive eleven (11) paid holidays
per year.
B.
Part-time
employees shall receive four (4) hours holiday pay for each holiday.
C.
Employees shall be eligible for holiday pay if they work the day
before and the day after the holiday. Additionally, to qualify, the
employee must have been employed by the City no less than thirty (30)
days prior to the holiday.
[Ord. No. 2012-014 §§1
— 2, 6-28-2012; Ord. No. 2014-015 §§1 — 2, 4-2-2014]
D.
The City of Pine Lawn will observe the following holidays as paid
holidays:
[Ord. No. 2012-014 §§1
— 2, 6-28-2012; Ord. No. 2014-015 §§1 — 2, 4-2-2014]
[CC 1991 §125.060; CC 1970 §2-178; Ord. No. 437 §§1 — 8, 10-15-1973; Ord. No. 2011-01 §1, 1-10-2011]
A.
Sick Leave Defined. Sick leave includes, with the approval
of the department head, the necessary absence from duty with pay of
an eligible employee because of his/her illness or non-service connected
injury or his/her exclusion from employment because of his/her exposure
to contagious disease.
B.
Eligibility For Sick Leave.
1.
Each full-time permanent or probationary employee shall be entitled
to earn and accrue sick leave with pay in accordance with the provisions
of this Section.
2.
Each full-time permanent or probationary employee shall be entitled
to earn and accrue sick leave with pay in proportion to his/her actual
time worked, provided such employee is regularly engaged on a monthly
basis in employment of one-third (⅓) time or more.
C.
Method Of Accrual And Maximum Accumulation.
1.
Sick leave shall be earned by each permanent and probationary full-time
employee at the rate of four (4) hours for each month of service.
2.
All unused sick leave of an eligible employee may be accumulated
to a maximum of five hundred twenty (520) hours.
3.
An employee must be in pay status for at least half of the workdays
in a calendar month to accrue four (4) hours of sick leave in any
month.
4.
Sick leave shall accrue during vacation leave and any leave of absence
with pay but shall not accrue during a lay off or a leave of absence
without pay.
D.
Required Employment Period And Payment For Sick Leave. During their first six (6) months of employment, employees shall receive no money from the City relating to sick leave but shall receive accrual thereof during that time and benefits from the group life and health insurance; thereafter, for a maximum of thirteen (13) weeks as set forth in Subsection (C), employee shall receive the difference between benefits from the said group life and health insurance policy and his/her salary.
E.
Application For Sick Leave.
1.
An employee absent because of sickness shall inform his/her immediate
supervisor on the first (1st) day of absence and daily thereafter
if required by the immediate supervisor and failure to do so may be
the cause for denial of sick leave with pay for the period of absence.
2.
To receive sick leave with pay, the employee may be required by his/her
immediate supervisor to produce evidence in the form of a personal
affidavit, or a medical certificate from the attending physician or
from a physician designated by the Mayor, substantiating the need
for absence from work due to illness or injury. Failure to furnish
such evidence requested by the immediate supervisor shall be sufficient
reason for denying sick leave with pay.
F.
Leave Of Absence. Sick leave shall not be allowed in advance
of being earned. If an employee has insufficient sick leave accumulation
to cover a period of absence, no allowance for sick leave shall be
granted in advance or in anticipation of future sick leave credits.
In such cases, a payroll deduction for the time lost shall be made
for the period during which the absence accrued, provided however,
that earned vacation leave may be used for this purpose if the employee
so elects and if approved by the Mayor. If all accrued sick leave
and vacation is used, the employee may be granted a leave of absence
without pay or termination.
G.
Miscellaneous.
1.
The minimum charge against sick leave shall be one-half (½)
day. An employee who works two (2) or more hours during any half (½)
day's employment shall not be charged with sick leave for that half
(½) day, providing his/her supervisor determines his/her absence
from work for the balance of the half (½) day is because of
illness or disability.
2.
No employee shall be reimbursed for sick leave outstanding at the
time of resignation or other termination of his/her City employment.
3.
Approved sick leave shall not constitute a break in continuous employment
in computing seniority.
H.
Retroactively. In determining the accumulated sick leave
of employees at the time of the adoption of this Section, prior full
credit not exceeding a maximum of thirteen (13) weeks shall be given
for unused sick leave accumulated in accordance with the provisions
of this Section.
[CC 1991 §125.070; CC 1970 §2-179; Ord. No. 471 §§1 — 3, 10-13-1975; Ord. No. 623 §1, 5-12-1986]
A.
Employees
of the City of Pine Lawn, St. Louis County, Missouri, shall be permitted
vacations with pay as follows:
B.
Any employee whose normal work totals only fifty percent (50%) of a regular work period shall receive only fifty percent (50%) of the above-mentioned vacation periods upon completion of service as set forth in Subsection (A) above.
C.
Periods
of service shall be computed as of the anniversary date of the original
employment of the said employee.
[CC 1991 §125.075; Ord. No. 672 §§1 — 2, 1-8-1990]
[CC 1991 §125.080; CC 1970 §2-180; Ord. No. 455 §§1 — 2, 3-10-1975]
A.
The
City of Pine Lawn desires to provide retirement benefits for its employees
as a portion of their compensations. The Aldermen hereby authorize
and approve the entering into a plan of deferred compensation with
its employees.
In order to accumulate the appropriate funds to pay participating
employees benefits in accordance with the deferred compensation plan
the Aldermen hereby authorize and approve the purchase by said Aldermen
of retirement annuity contracts as issued by Aetna Variable Annuity
Life Insurance Company in such amounts as may be appropriate to provide
plan benefits.
B.
It
is the intention of the Aldermen that the premiums paid by the said
Aldermen for such annuity contracts will not currently be considered
as income paid to the employees concerned. Thus, the City of Pine
Lawn will own and have all rights under the said annuity contracts
and such contracts will not be held in any way as collateral security
for the fulfilling of the obligations of the City of Pine Lawn but
shall be held as a general, unpledged and unrestricted asset.
[CC 1991 §125.090; CC 1970 §2-181; Ord. No. 508 §§1 — 13, 11-14-1977]
A.
General Duty Of Employees As To Personnel Rules And Regulations. 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 herein established.
B.
Employee's And Supervisor's Responsibilities.
1.
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.
2.
It is the duty of every supervisor to discuss improper or inadequate
performance with the employee in order to correct the deficiencies
and to avoid the need to exercise disciplinary action.
C.
Grounds For Action. The following are declared to be grounds
for demotion, suspension or removal of any permanent employee:
1.
Conviction of a felony or other crime involving moral turpitude.
2.
Acts of incompetency.
3.
Absence without leave.
4.
Acts of insubordination.
5.
Intentional failure or refusal to carry out instructions.
6.
Misappropriation, destruction, theft or conversion of City property.
7.
Refusal or neglect to pay just debts. Maintenance of effort to pay
debts must be shown to clear employee of neglect charges.
8.
Employee subsequently becomes physically or mentally unfit for the
performance of his/her duties.
9.
Acts of misconduct while on duty.
10.
Willful disregard of orders.
11.
Habitual tardiness and/or absenteeism.
12.
Falsification of any information required by the City.
13.
Failure to properly report accidents or personal injuries.
14.
Neglect or carelessness resulting in damage to City property or equipment.
15.
Repeated convictions during employment on misdemeanors.
16.
Introduction, possession or use on City property or in City equipment
of intoxicating liquors or proceeding to or from work under the influence
of liquor and/or controlled drugs.
D.
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
time such action is taken and in any event not later than three (3)
working days from date of action. A copy of notice signed by the employee
in the employee's file shall serve as prima facie evidence of delivery.
E.
Probationary Employee. Any probationary employee may be
suspended, reduced in pay or class, or removed at any time by the
Mayor with the approval of the Board of Aldermen. Probationary, temporary,
seasonal or part-time employees shall not have the right of appeal
from such action.
F.
Permanent Employees.
1.
All permanent employees may be suspended for a period of not to exceed
five (5) working days by the department head or by the Mayor.
2.
Permanent employees shall be dismissed or suspended for more than
five (5) days only after having been given written notice, which shall
be given by the Mayor with the approval of the Board of Aldermen.
G.
Evidence. Normally, the deterioration of an employee's conduct
is a progressive problem and every effort should be made to reverse
this trend as soon as it is apparent. Based on this philosophy, sufficient
evidence should be available in the employee's personnel file to justify
the action taken.
H.
Right Of Appeal. All permanent employees are granted the
right of appeal. Within five (5) days after effective date of disciplinary
action, the employee may file a written appeal to the Board of Aldermen.
I.
Investigation. The Board of Aldermen shall hear appeals
submitted by any permanent employee relative to any suspension, demotion
or dismissal and shall submit a written statement of facts and findings
which shall be final and conclusive.
J.
Informal Nature Of Hearing. The hearing shall be conducted
in an informal manner and the Board shall make every effort to avoid
the appearance of conducting a trial in a court of law.
K.
Scheduling Of Appeal. No later than ten (10) working days
after receipt of the written appeal, the Board shall fix a time and
place for convening of a hearing. Within forty-eight (48) hours after
the completion of the hearing, the Board shall report its findings
and recommendations to the employee.
L.
Right To Representation. The appellant shall have the right
to appear and be heard in person or by counsel.
M.
Appellant's Failure To Appear. Appellant's failure to attend
or notify the Board of his/her inability to attend will constitute
just cause for dismissal of the appeal.
[CC 1991 §125.100; CC 1970 §2-183; Ord. No. 402 §1, 6-15-1970]
A.
The
City declares itself to be a "political subdivision" as defined in Sections 70.600 through 70.755, RSMo., and hereby
elects to have covered by the Missouri Local Government Employees
Retirement System all its eligible employees in the following classes:
[CC 1991 §125.110; CC 1970 §2-184; Ord. No. 402 §2, 6-15-1970]
The City hereby elects that one hundred percent (100%) of prior
employment be considered for prior service credit in computing benefits
and contributions to the system.
[CC 1991 §125.120; CC 1970 §2-185; Ord. No. 402 §3, 6-15-1970]
The City Clerk, City Treasurer and Mayor are hereby authorized and directed to deduct from the wages and salaries of each employee member the member contributions required by Section 70.705, RSMo., and to promptly remit the deductions to the retirement system, together with the employer contributions required by Section 70.730, RSMo., together with all sums required for prior service credit as authorized in Section 125.150.
