[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
This
Chapter has been prepared to furnish employees of the City with information
about the City and its policies and procedures that concern their
employment. This Chapter is intended to serve as a framework for setting
forth the principles for which the City stands, the benefits that
are provided for employees of the City and the obligations and rights
that they have as employees. The information, policies and benefits
described in this Chapter are reviewed and may be revised or changed
from time to time as the City deems appropriate and advisable.
B.
The
contents of this manual are presented as a matter of information only.
An attempt to cover all possible situations has been made but due
to circumstances beyond anyone's control, other situations may arise
and these will be dealt with by the Board of Aldermen. It should be
mentioned here that the Board of Aldermen will be the final authority
for anything covered or not covered in this Chapter. None of the benefits
or policies in this Chapter are intended, by reason of their publication,
to convey any contractual rights or privileges upon the employees
of the City. This Chapter is not a contract for employment.
C.
The
purpose of this personnel manual is to permit citizens, Mayor, Board
of Aldermen, City Administrator, department heads and employees to
know quickly and accurately the formalized personnel rules and policies
of the City of Foristell.
D.
These
guidelines should serve to guide the supervisor and employees in the
administration of the personnel function in order to insure that all
appointments, promotions, transfers, recruitment, job assignments,
training, compensation, benefits, etc., are applied equally to all
personnel regardless of race, ethnic origin, religion, political preference,
sex or age. Decisions concerning benefits, compensation, or disciplinary
actions are based solely on "merit". It is the goal of the City of
Foristell to base personnel decisions on the performance of the individual.
E.
If
employees of the City have any questions or comments concerning the
policies or benefits outlined in this Chapter, they should consult
their supervisor.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
The
City of Foristell makes every effort to hire, train or promote employees
without regard to race, religion, sex or national origin in accordance
to Title VI and Title VII of the Civil Rights Act of 1964, as amended
(42 U.S.C. 2000d, 2000e), as well as any applicable Titles of the
American with Disabilities Act; except as physical factors such as
age, sex or other physical requirements is a bona fide occupational
qualification necessary for proper, efficient work performance. Applicants
are also subject to background checks and drug screening.
B.
The
City of Foristell does not tolerate harassment of our job applicants,
employees or the public. Any form of harassment related to an employee's
race, sex, color, religion or other characteristic will be treated
as disciplinary matter. "Harassment" includes but
is not limited to slurs, jokes, verbal, graphic or physical conduct
relating to an individual's characteristics. "Harassment" includes sexual advances and any requests of a sexual nature. "Harassment" also includes creating an intimidating, hostile
or offensive working environment.
C.
Violation
of this policy by an employee shall subject that employee to disciplinary
action, up to and including discharge.
D.
If
an employee feels that they are being harassed, they should make their
feelings known to their immediate supervisor at once. The matter will
be investigated and where appropriate, disciplinary action taken.
If the employee does not feel they can discuss the situation with
their supervisor or if the matter was not handled in a satisfactory
manner, the employee may ask for a conference with the Board of Aldermen.
The Board will then investigate the matter and take appropriate action.
It is the employee's responsibility to report incidents that they
know about or incidents that have happened to them.
[Ord. No. 314 §1 — 3, 3-1-1999]
It is an established and valued policy of the City of Foristell
that any employee may meet and discuss any problem, business or personal,
with their immediate supervisor. If this is not possible or if the
supervisor maybe a part of the problem, the employee may request to
talk with an individual Board member or ask to be heard in an executive
session with the entire Board of Aldermen.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
461 §§1 — 2, 11-5-2001; Ord. No. 577 §1, 12-15-2003]
A.
The
employee selection process is formatted to ensure that the best possible
applicant fills each position. The City of Foristell may advertise
with local, State and/or national media depending on the position
needed to be filled.
B.
Qualified
personnel currently employed by the City are encouraged to apply for
any new or vacated position. The minimum age requirement for full-time
permanent employees shall be eighteen (18) years of age, unless previous
authorization from the Board of Aldermen is acquired. For seasonal
or part-time, non-permanent positions the age requirement shall be
sixteen (16). The Board of Aldermen recognizes the importance of having
qualified personnel in its employment to assure the City is kept safe,
clean and well maintained. The supervisor of personnel shall exercise
great care in recommending applicants to fill open positions. The
Board of Aldermen must approve all recommendations for employment
of department heads.
C.
Department
heads are authorized to exert supervisory and management control over
departmental employees. Department heads shall complete all pre-employment
requirements for the hiring of new departmental employees prior to
submitting a recommendation to hire to the City Administrator for
approval. All such departmental employees shall be at will employees
of the City of Foristell.
D.
Department
heads shall also recommend the promotion, demotion, discipline or
termination of departmental employees to the City Administrator for
approval. In cases where the City Administrator and department head
cannot agree, the department head may request the Board of Aldermen
review and approve or disapprove the requested action.
[Ord. No. 314 §§1 —
3, 3-1-1999]
Final job applicants for a position may be required to take
a physical examination and/or drug-screening tests, at City expense,
prior to an actual job offer. The City will designate the location
and doctor for this physical.
[Ord. No. 314 §§1 —
3, 3-1-1999]
Final applicants for a position will be required to submit a
Police records check before being hired. All job applicants are required
to have and maintain a valid Missouri driver's license if the position
requires use of a motor vehicle. In addition, employees who are required
to operate commercial vehicles shall be required to have and maintain
appropriate commercial driver's licenses in accordance with State
law.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
425 §1, 2-5-2001]
A.
Full-time
employees are employees scheduled to work at least thirty-two (32)
hours per week on a regular or permanent basis.
1.
Full-time permanent employees scheduled to work at least forty (40)
hours per week on a regular or permanent basis receive all the benefits
listed in the manual.
2.
Full-time permanent employees scheduled to work less than forty (40)
hours per week on a regular or permanent basis are entitled to receive
medical benefits only, except those required by law.
B.
Part-time
employees are employees scheduled to work less than thirty-two (32)
hours per week on a regular or irregular basis. A part-time employee
receives no benefits except those required by law and earns no vested
rights to their position.
C.
Reserve
employees are employees that are members of the City of Foristell
Police Department that are used on an as-needed basis or sixteen (16)
hours a month for the protection of the City and its residents. Reserve
employees receive no benefits except those required by law and earn
no vested rights to their position.
D.
The
Board of Aldermen shall determine pay rates and job classifications
for all employees, except for appointed officials, on an annual basis.
E.
The
Board of Aldermen will determine the compensation plan for each employee,
taking into account the responsibilities of the position, the years
of service with the City, recommendation of their supervisor, their
work record (re: job performance, attendance, etc.). The pay schedule
is intended to encourage and retain employees that excel in their
job and attempt to improve their skills.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
425 §3, 2-5-2001]
A.
General Employees. All newly hired employees will serve
a three (3) month probationary period before they become permanent
full-time employees. During the probationary period employees will
be evaluated on their ability to perform the tasks required of the
position that they are filling. The probationary period can be extended
up to an additional three (3) months if the supervisor feels the needed
work competency has not been reached, but the supervisor feels the
employee will reach the desired competency with the extended time.
At the end of the probationary period the employee becomes a permanent
full-time employee if he/she has mastered the requirements of the
position. If the employee has not been able to demonstrate the needed
proficiency by the end of the probationary period, he/she will be
dismissed.
B.
Police Officers. Police Officers are required to complete
a six (6) month probationary period before becoming permanent full-time
employees. During the probationary period employees will be evaluated
on their ability to perform the tasks required of the position that
they are filling. The probationary period can be extended up to an
additional six (6) months if the supervisor feels the needed work
competency has not been reached, but the supervisor feels the employee
will reach the desired competency with the extended time. At the end
of the probationary period, the employee becomes a permanent full-time
employee if he/she has mastered the requirements of the position.
If the employee has not been able to demonstrate the needed proficiency
by the end of the probationary period, he/she will be dismissed.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
The
following records must be submitted and maintained in the personnel
file of each City employee:
B.
The
City Clerk's office must be notified immediately of any change in
address, telephone number or tax deductions. Failure to notify the
Clerk's office within seven (7) days of any such change could result
in disciplinary action.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
Employees
shall arrange and conduct their personal and financial affairs in
such a manner that creditors and collection agencies will not have
to make use of the offices of the City for the purpose of making collections.
B.
The
City shall not become actively involved in a non-adjudicated claim
of indebtedness posed by an employee's creditor. In the event that
a creditor has obtained a court judgment against a City employee relative
to a garnishment or wage assignment, the City shall comply with such
judgment.
C.
The
City can and will use payroll deductions to obtain reimbursement for
any money owed to the City for goods or services provided by the City
to the employee. Such reimbursement includes but is not limited to
tuition assistance, uniforms and equipment, use of City facilities,
etc.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
Employees
are representatives of the City while they are on the job and therefore,
their conduct must present an image of civic pride. Employees must
maintain high standards of conduct, cooperation, efficiency and economy
in their work for the City. Pride in the community and the work performed
is encouraged. Each employee should act in a respectful, professional
and responsible fashion as to be as much above criticism as is possible
given the circumstances.
B.
Employees
shall not engage in any conduct which impairs their ability to perform
their official duties or causes the City to be brought into disrepute.
C.
City
employees shall make no private promises of any kind binding upon
the duties of the office, since a government employee has no individual
ability to obligate a public entity.
D.
City
employees shall uphold the Constitution of the United States and of
the State of Missouri and the ordinances of the City of Foristell
and all other State and City laws.
E.
City
employees shall be courteous to the public. Employees shall be tactful
in the performance of their duties, shall control their tempers and
exercise the utmost patience and discretion, shall not engage in argumentative
discussion even in the face of extreme provocation. In the performance
of their duties, employees shall not use coarse, violent, profane
or insolent language and should not express any prejudice concerning
race, religion, politics, national origin, lifestyle or similar personal
characteristics.
F.
Notwithstanding
the above, no employee shall be expected to withstand abuse, discrimination
or unreasonable provocation. In the event of such a situation, the
employee is strongly urged to retreat and report the incident to his/her
immediate supervisor for resolution.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
It
is the policy of the City of Foristell that employees shall not be
involved in the use, consumption, possession, sale, distribution or
transfer of mind or behavior altering or illegal substances while
on City property, conducting City business or while working for the
City.
B.
Employees
may not use alcohol, drugs (illegal or controlled substances) or narcotics
in any manner which may impair their ability to safely perform assigned
job duties or which would adversely affect City business. This policy
does not prohibit the use of prescription drugs used in a manner approved
by the prescribing physician. Although if such proper use impairs
the employee's ability to perform his/her job related duties safely,
the employee should report the situation to his/her supervisor and
follow the recommendation of his/her supervisor.
C.
Any
unlawful use, consumption, possession, sale, distribution or transfer
of any mind or behavior altering or illegal or controlled substance
by a City employee on City property or City time will subject the
employee to disciplinary action up to and including dismissal.
D.
This
policy in no way alters the City's encouragement that its employees
voluntarily submit to a drug or alcohol rehabilitation program. The
policy of the City of Foristell is to encourage any of its employees
with an alcohol or drug dependency to seek professional help before
the problem leads to an incident that requires disciplinary action.
Where a violation of this policy has occurred, the employee's request
to submit to a drug or alcohol rehabilitation program shall not serve
to waive the application of disciplinary action deemed appropriate
for the violation.
E.
Drugs
and controlled substances include illegal drugs, lawfully possessed
prescriptions and over the counter drugs which may impair alertness,
judgment or coordination.
F.
Under
the influence is a condition which impairs alertness, judgment or
coordination, affects ability to work in a safe and productive manner,
creates a safety risk to the employee, co-worker or the public or
property and is manifest by having a detectable level of drugs, alcohol
or controlled substance in the body.
G.
Employees
may be required to submit to random or mandated urine, blood or any
other drug or substance testing or screening method. If an employee
reports to work and is suspected or appears to be under the influence,
he/she may be required to submit to a drug test. An employee will
not suffer loss of wages while undergoing such tests. The City of
Foristell will pay for all costs involving transportation to and from
a testing site and all costs of the test and examination.
H.
The
following is a summary of prohibited acts and conditions. It is not
a total list:
1.
Use or sale of alcohol, drugs or controlled substances on City property
or in City vehicles.
2.
Being under the influence of alcohol, drugs or controlled substances
during working hours.
3.
Smoking is prohibited in any City building or vehicle.
4.
Smoking is permitted on City property only in designated areas.
I.
Drug
and alcohol testing of blood, urine and other appropriate medical
tests may occur in the following circumstances:
1.
Consent required as a condition of employment for all new employees.
2.
When appearance, behavior or involvement in an accident raises reasonable
suspicion of impairment or unfitness to work.
3.
Routinely following an accident involving an injury or as part of
a physical exam.
4.
As a random check of all City employees.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
All
work related injuries which occur in the performance of an employee's
assigned duties with the City of Foristell must be reported as soon
as possible to the City Clerk. Even if the injury is slight and no
lost time is involved, a report must be made. This is necessary to
protect the employee in case a future disability results because of
the injury. The employee must complete and file a Report of Injury
Form with the City Clerk's office within forty-eight (48) hours of
the accident. The only exception to this time requirement would be
a case of catastrophic injury.
B.
Failure
to complete the report within the time limits may result in denial
of benefits.
C.
The
following hospitals and doctors are authorized by the City of Foristell
to treat work-related injuries or make referrals to other approved
physicians. Failure to utilize the approved hospitals and doctors
may result in denial of Workers' Compensation benefits.
1.
All injuries needing emergency care should go to Doctors Hospital,
500 Medical Drive, Wentzville, Missouri, 327-1100.
2.
(Reserved)[1]
[1]
Editor’s Note: Former Subsection (C)(2), which provided
that all injuries not needing emergency care should go to St. Luke’s
Urgent Care Center, located at 1101 East South Service Road in Wentzville,
was removed at the request of the City, because that facility is no
longer in business.
D.
In
order for the employee to return to work, a Medical Release form must
be completed by the attending physician and returned to the City Clerk.
E.
All
employees of the City of Foristell that suffer an injury in the performance
of their duties are covered by Workers' Compensation insurance as
required by Missouri State law. Worker's Compensation insurance provides
for hospital, medical, surgical care and income loss payments for
certain work-related disabilities. The City pays for this insurance.
F.
Any
employee sustaining an injury while on duty must obtain medical treatment
at an authorized location and must obtain a written release prior
to being allowed to return to work. All hospital or medical bills
and correspondence received by the employee must be submitted to the
City Clerk who will forward them for payment to our insurance carrier.
These bills should be turned in as soon as they are received.
G.
The
City of Foristell retains the right to investigate and contest any
and all Workers' Compensation claims and may require a medical examination
at the City's expense. For each new separate injury, the City may
require the employee to furnish medical proof or to submit to a medical
examination at the City's expense to determine whether a subsequent
injury is a new and separate injury or an aggravation of a former
injury received while employed by the City.
H.
None
of us looks forward to the possibility of being disabled, and that
is why the City of Foristell tries its best to provide its workers
with a safe place to work. But the major factor in a safe work environment
is the worker. If at any time an employee feels that what they are
doing is unsafe, the employee should stop and advise their supervisor
of their feelings. Hopefully a safer solution will be found.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
Any
employee who is ill and unable to report to work must notify the City
Clerk's office at least one (1) hour prior to the time scheduled to
report to work. Any employee that misses more than three (3) consecutive
days of work may be required to provide a doctor's excuse for the
days missed.
B.
Any
employee that misses more than three (3) consecutive days of work
without notifying the City Clerk may be considered to have voluntarily
terminated his/her employment.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
The
City of Foristell follows the Federal and State of Missouri policy
as stated under the Family Medical Leave Act.
B.
The
City of Foristell is willing to work with all employees on needed
leave of absence. Employees, however, must realize that the City has
a limited number of employees and a limited amount of resources. It
also has a responsibility to the residents of the City and must be
able to continue to operate the City. Therefore, the City may request
medical certification as to the need for a leave of absence.
C.
In
summary, the Family Medical Leave Act allows up to twelve (12) weeks
of unpaid leave in a twelve (12) month period for maternity or family
illness.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
Employees
are permitted to engage in outside employment subject to the following
restrictions:
1.
Any outside employment is secondary to City employment and shall
not interfere with the proper performance of City employment and shall
not bring embarrassment or criticism to their department or the City
of Foristell. Employees should report to work refreshed and ready
for work.
2.
No employee shall accept pay or compensation from anyone for time
during which the City reimburses him/her.
3.
No employee shall perform work for any contractor or company that
has a contract with the City, during the period of construction or
contract work performed for the City of Foristell.
4.
No employee shall accept employment that requires the use of City
equipment, facilities or materials.
5.
Any doubtful cases should be taken up with the Mayor/City Administrator
if it may involve a conflict of interest.
6.
No employee shall accept employment while on sick or injury leave
with the City.
7.
Department heads shall be notified of any outside employment.
8.
Outside employment shall be recorded giving the name, address, phone
number and supervisor of the company and approximate hours worked.
9.
An employee that is injured while working for an outside employer
or during self-employment shall not be eligible to receive any City
of Foristell benefits and may be subject to disciplinary action.
[Ord. No. 314 §§1 —
3, 3-1-1999]
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
The
City of Foristell believes it is an individual's responsibility to
serve our judicial system when called upon. Therefore, the City strongly
encourages employees called upon for jury duty to serve.
B.
Employees
serving on jury duty shall receive full pay for the duration of that
jury. A full-time employee shall be granted pay for time he/she is
absent from scheduled work to serve as a juror in court, or to testify
under subpoena as a witness in court. Any pay resulting from these
conditions shall be submitted to the City Clerk. An employee will
not be considered as a witness when the employee is the plaintiff
or a defendant in court unless this action is specifically job related.
C.
In
no event shall compensation be granted for court time that is required
as a result of an employee action against the City of Foristell.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
In
the event of a death in the immediate family up to three (3) workdays
of paid leave may be taken. Bereavement pay request can only be for
the actual amount of time the employee was absent from work.
B.
The
immediate family includes father, mother, husband, wife, children,
brothers, sisters, grandparents, father-in-law, mother-in-law, brother-in-law
and sister-in-law. Other relatives will be allowed one (1) day unless
travel time is needed. Extra time or other leave will be at the discretion
of the Mayor/Administrator.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
362 §1, 1-13-2000; Ord. No. 473 §1, 2-4-2002]
A.
All
full-time employees will be paid their regular straight time wages
for holidays designated by the City of Foristell. The Mayor will approve
any other holidays not included with this schedule for closing of
City offices.
1.
Schedule for permanent holidays:
|
|
New Year's Day, Martin Luther King, Jr. Day, Presidents' Day,
Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans
Day, Thanksgiving Day and the day after Thanksgiving, Christmas Eve
and Christmas Day.
|
B.
Holidays
which fall on Saturday will be observed on the Friday before the holiday
and holidays which fall on Sunday will be observed on the Monday after
the holiday. Full-time employees must work the day before or the day
after the holiday to be eligible for holiday pay, unless they have
taken an approved vacation or personal day off. If the holiday falls
within an employee's scheduled vacation, the employee is entitled
to another day off with pay.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
496 §1, 9-3-2002]
A.
Upon
employment, full-time employees shall earn vacation time as follows:
|
|
During the first 12 months of employment
|
3.33 hours per month to total 40 hours per year.
|
|
|
During the next 48 months of employment
|
6.67 hours per month to total 80 hours per year.
|
|
|
During the next 60 months of employment
|
10.00 hours per month to total 120 hours per year.
|
|
|
Over 120 months of employment
|
13.33 hours per month to total 160 hours per year.
|
|
|
Partial calendar months of employment whether beginning employment
or leaving employment shall not be accrued to the employee's vacation
time.
| |
B.
Employees
are not eligible to use accumulated vacation time during the initial
probationary employment period. After completion of their probationary
period, employees may use vacation time in accordance with City policies.
C.
It
is intended that employees take their vacation time each year. If
an employee does not use all of his/her vacation time before the end
of a calendar year, with the approval of the City Administrator such
accumulated vacation time may be carried over to the next year. Any
vacation time carried over to the following year shall be used within
the carryover year. If not used within the carryover year, such vacation
credits shall be deleted from the employees accumulated vacation time.
D.
Employees
may not take more than their accumulated vacation time at any time
unless prior written approval has been given by the Mayor or City
Administrator.
E.
Employees
that leave employment with the City are entitled to be paid for accumulated
vacation time. Vacation pay is calculated on employee's regular rate
of pay.
F.
Part-time,
temporary or seasonal employees shall not earn nor be paid for any
vacation time.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
Employees
that have completed their probation period shall be entitled to five
(5) personal days off per calendar year. Employees may utilize their
personal days when unable to perform their duties because of a personal
problem such as: illness, non-work related injury, medical or dental
appointments, need of family member, etc.
B.
When
the use of personal time off becomes necessary, it is the responsibility
of the employee to notify his/her immediate supervisor prior to normal
starting time or as soon as possible thereafter or if possible at
least a day or two (2) in advance. If proper notice is not given,
personal leave may not be approved, unless an emergency condition
or situation makes it impossible to give adequate notice. Department
heads or supervisors have the right to request verifying documentation
if personal time appears to be abused.
C.
In
an effort to encourage employees not to miss work, unused personal
days may be carried over to the next calendar year. No more than ten
(10) days may be carried forward. Any amount of time over ten (10)
days will be lost and not compensated for. Employees will be compensated
for personal days at their regularly scheduled rate of pay.
D.
Upon
separation from the City employment, personal days will not be paid
in lieu of time off and will be considered as lost if not taken prior
to separation. An employee separating from City employment shall not
be allowed to use personal time in the last two (2) calendar weeks
of employment without presenting a written statement from a physician
stating the employee is not able to perform his/her normal duties.
E.
Part-time,
temporary or seasonal employees shall not be entitled to any personal
days.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
425 §2, 2-5-2001; Ord. No. 517 §1, 12-16-2002; Ord. No. 688 §1, 8-7-2006]
The City will provide all full-time employees with group medical,
dental, life and optical insurance at a cost of ten percent (10%)
of the medical insurance premium to the employee. Dependent health
and dental coverage will be offered under the City's group plan through
payroll deduction for one hundred percent (100%) of the premium. Effective
date of coverage shall begin the first (1st) of the month following
thirty (30) days of employment.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
474 §1, 2-19-2002]
State law permits employees and covered dependents to choose
to continue health and dental coverage, at group rates, in certain
instances, where coverage under the plan would otherwise end. Any
eligible employee may continue this coverage for up to nine (9) months
should they terminate employment for any reason other than "gross
misconduct". Dependents of employees may continue their coverage upon
the employee's death, divorce or legal separation. In all situations,
the person continuing the coverage will pay the full premium with
no contribution on the City's part.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
425 §4, 2-5-2001; Ord. No. 570 §1, 10-20-2003]
The City of Foristell employees are allowed to participate in
a 457 Deferred Compensation Plan. All full-time employees scheduled
to work at least thirty-two (32) hours per week on a regular basis
may at their option defer the maximum contribution allowed by the
IRS to this program. No City contributions will be made to the 457
Deferred Compensation Plan.
[Ord. No. 564 §1, 9-18-2003; Ord. No. 686 §§1 — 8, 8-7-2006]
A.
The
Board of Aldermen of the City of Foristell, a political subdivision
as defined in Sections 70.600 through 70.755, RSMo., (2000), as amended,
hereby elects to become a participating political subdivision of the
Missouri Local Government Employees Retirement System and to thereby
provide retirement benefits to all its eligible general employees,
all Police Officers, future firefighters under benefit program L-3
(1.25%).
B.
The
Board of Aldermen of the City of Foristell hereby elects one hundred
percent (100%) of prior employment be considered for "prior service
credit" in calculating benefits and contributions to LAGERS and further
elects that employees eligible to become members of LAGERS are those
employees employed in positions normally requiring fifteen hundred
(1,500) hours of work a year, provided such employees are not members
of another governmental retirement plan or are otherwise excluded
from membership in LAGERS by State law.
C.
The
Board of Aldermen of the City of Foristell hereby elects to have the
"final average salary" of its employee members determined over a thirty-six
(36) consecutive month period.
D.
The
Board of Aldermen of the City of Foristell hereby elects to require
employees who become members of LAGERS to pay no employee contributions
to LAGERS.
E.
The
Board of Aldermen of the City of Foristell hereby elects the regular
retirement age for all eligible employees.
F.
The
City Treasurer is hereby authorized and directed to deduct from the
wages or salaries of each employee member the employee contributions,
if any, required by Section 70.705, RSMo., (2000), and to promptly
remit such contributions to LAGERS, along with the employer contributions
required by Sections 70.705 through 70.730, RSMo., (2000), as amended.
G.
The
City of Foristell's participation as a LAGERS political subdivision
will commence on September 1, 2006.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
551 §1, 8-4-2003]
A.
The
regular work period for employees who are not Police Officers shall
be from 12:00:01 A.M. Saturday morning to 12:00:00 Midnight Friday
night. Regular working hours (forty (40) hours) shall be from 8:00
A.M. until 4:00 P.M., Monday through Friday. A twenty (20) minute
lunch break and two (2) ten (10) minute break periods may be taken
by each employee, one (1) in the morning and one (1) in the afternoon,
whenever it will not interfere with job performance.
B.
The
regular work period for Police Officers shall be within a two (2)
week period from 12:00:01 A.M. Saturday morning and ending at 12:00
Midnight on Friday night. Regular working hours (eighty (80) hours)
shall be as scheduled by the Chief of Police or his representative.
Normal work shifts may be up to twelve (12) hours for Police Officers
as determined by the Chief of Police.
C.
Other
shift times may be established by department heads with the approval
of the City Administrator to meet operational needs of the City.
D.
It
is expected that all employees will report to work on time, use their
available working hours to the best advantage and leave only after
their regular working hours. It is also expected that all employees
will work needed overtime if the situation calls for an extension
of normal hours.
E.
When
an employee, other than the members of the Police Department, is needed
to return to work after their regularly scheduled hours or on a scheduled
day off, they shall be paid for two (2) hours overtime or overtime
based on the actual time spent, whichever is greater.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
551 §1, 8-4-2003]
The pay period shall be two (2) weeks (fourteen (14) days) ending at 12:00:00 Midnight on Friday night and consistent with the work periods in Section 117.260.
[Ord. No. 551 §1 8-4-2003]
A.
Timecards
are to be used to clock in and out every day worked. If an employee
fails to clock in or out, the employee must have his or her supervisor
or department head fill in the correct time and initial the card.
Constant non-use of the time clock may call for disciplinary action.
Disciplinary measures can and may include dismissal.
B.
Employees
are to only clock in or out on their own time cards. An employee that
clocks in or out for another employee is subject to disciplinary action.
Disciplinary measures can and may include dismissal.
C.
Employees
utilizing the time clock should clock in as close to their time to
start work and to leave work as possible. City will not reimburse
for early clock in or late clock out of less than fifteen (15) minutes.
Time in excess of fifteen (15) minutes requires approval of the City
Administrator or department head.
[Ord. No. 551 §1, 8-4-2003]
A.
City
employees will be paid on a two (2) week schedule.
B.
The
City Treasurer will distribute paychecks to employees after 8:00 A.M.
on Friday following the pay period. Upon request, the City Administrator
may authorize an employee to receive a paycheck prior to Friday but
not prior to the pay period being completed. Paychecks will be for
hours worked during the previous pay period.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
551 §1, 8-4-2003]
A.
Work
time that qualifies for overtime requires prior authorization by the
City Administrator or department head.
B.
Employees
who are not Police Officers will be awarded overtime for all hours
worked over eight (8) hours in a day. Overtime will be awarded at
the rate of one and one-half (1½) times the amount of time
worked. Overtime will be awarded at the rate of two (2) times the
amount of time worked on a City recognized holiday.
C.
Overtime
for Police Officers will be awarded at the rate of two (2) times the
amount of time worked on a City recognized holiday.
[Ord. No. 551 §1, 8-4-2003]
A.
Work
time that qualifies for compensatory time requires prior authorization
by the City Administrator or department head.
B.
In
order to keep personnel costs within budgeted limits, it may be necessary
for the City to award "compensatory time" in lieu of overtime pay.
Compensatory time will be awarded in lieu of overtime hours paid and
recorded at the rate of one and one-half (1½) times the amount
of time worked. Compensatory time will not be awarded for time worked
on a City recognized holiday, the employee will be paid for such time
in accordance with these regulations. When the City pays an employee
for compensatory time, the employee will receive his current hourly
rate times the number of hours of compensatory time being paid for.
C.
Non-exempt
employees who are not Police Officers who work in excess of forty
(40) hours during a work period, up to forty-eight (48) hours, shall
be compensated with compensatory time. Any hours worked over forty-eight
(48) hours in a work period shall be paid as overtime.
D.
Non-exempt
employees who are not Police Officers may accumulate up to sixty (60)
hours of compensatory time. Department heads are responsible to see
that employees are given the opportunity to keep accumulated compensatory
time below the sixty (60) hour limit.
E.
Non-exempt
Police Officers who work in excess of eighty (80) hours during a work
period up to eighty-eight (88) hours shall be compensated with compensatory
time. Any hours worked over eighty-eight (88) hours in a work period
shall be paid as overtime.
F.
Non-exempt
Police Officers may accumulate up to sixty (60) hours of compensatory
time. The Chief of Police is responsible to see that officers are
given the opportunity to keep accumulated compensatory time below
the sixty (60) hour limit.
G.
It
is the intent of these regulations that compensatory time is to be
accumulated and used in accordance with the requirements of the Fair
Labor Standards Act.
[Ord. No. 314 §§1 —
3, 3-1-1999]
All employees are expected to dress appropriately for their
required duties. Cleanliness and good grooming is expected of all
personnel. A department head may require an employee to leave his/her
job without pay when the attire or general appearance is considered
inconsistent with City policy. The City will provide five (5) seasonal
rental uniforms per week for all the Public Works Department employees
who are scheduled to work forty (40) hours or more. Police Department
personnel will be provided with uniforms on an as-needed basis.
[Ord. No. 314 §§1 —
3, 3-1-1999]
Employees are not permitted to make excessive personal telephone
calls or to make any personal long distance calls which are charged
to the City. Employees who travel out of town on City business overnight
may charge one (1) long distance call up to fifteen (15) minutes in
length in their residence to the City each day that they are out of
town on City business.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
The
City of Foristell encourages training and attendance at professional
conferences for the purpose of improving job performance and preparing
employees for promotional opportunities. Department heads shall be
responsible for disseminating such pertinent training information
to interested employees. Requests to participate in training or conference
opportunities shall be directed to the Mayor/Administrator. Such requests
should state the nature of the training program, the date and time
of the program and estimated cost.
B.
The
nature of certain positions requires training from time to time to
develop certain skills or certification. Such training that is deemed
mandatory by the department head should be scheduled during normal
working hours when possible.
C.
In
the event that training is scheduled outside of normal working hours,
the employee will be compensated for the actual hours involved in
attendance of the training session. If a training session requires
more than one (1) day and travel outside of the City and overnight
accommodations are needed, the employee will be compensated for travel
time to and from training and no more than the actual time of the
training session per day. Verification of training session time and
mileage will be required.
[Ord. No. 314 §§1 —
3, 3-1-1999; Ord. No.
567 §1, 9-18-2003]
A.
In
the interest of promoting professional growth, representing the City
at various functions and conducting official business, it is necessary
for employees and other officials to travel out of the area from time
to time. Any official travel requires prior approval from the Mayor/Administrator.
It is intended that all reasonable costs incurred as a result of authorized
travel shall be reimbursed in accordance with the following guidelines.
B.
The
least expensive and most direct mode of transportation shall be used
when traveling out of the area for official business. City of Foristell
vehicles shall be used whenever possible. Reimbursement for use of
a personal vehicle, when authorized, shall be at the prevailing mileage,
permitted by the Internal Revenue Service. No reimbursement shall
be granted for any damage, repairs or towing of personal vehicles
used for City business. Reimbursement may be claimed for parking or
tolls but receipts should be obtained, if possible. Auto rental or
use of taxicabs is permitted if alternate modes of local transportation
are not available.
C.
When
overnight stay is required for authorized travel, the City will reimburse
for the actual cost of such lodging. Receipts are required.
D.
Reimbursement
for meals, not to exceed three (3) in a twenty-four (24) hour period,
shall not exceed eight dollars ($8.00) for breakfast, fourteen dollars
($14.00) for lunch or twenty dollars ($20.00) for dinner individually
or forty-two dollars ($42.00) for all day will be permitted. Meal
receipts are required. Alcoholic beverages including beer and wine
are not reimbursable.
E.
It
is understood that official travel requires expenditures for gratuities.
A fifteen percent (15%) allowance will be reimbursable for transportation
and meal tipping. Reasonable expenses incurred in carrying out official
business may be reimbursed upon the presentation of receipts. It is
recommended that if possible all miscellaneous expenses be approved
before hand. No employee will be allowed to be reimbursed for expenses
that he/she cannot justify as completely necessary and unavoidable.
Under no circumstances will expenses be reimbursed that have no receipts
and cannot be justified.
F.
Expenses
incurred for registration fees for official conferences, seminars,
conventions or special meals may be reimbursed. Attendance at such
reimbursable functions must be for public purpose, i.e., employee
training, employee education, legislation or technology that can be
directly or indirectly beneficial to the City of Foristell.
G.
Final
approval for staff attendance at any such functions shall be the responsibility
of the Mayor/Administrator.
H.
The
City will not pay the expense of spouses unless authorized by the
Mayor/Administrator. Meals and transportation for spouses will not
be covered.
I.
If
necessary, advance travel expense funds may be granted with Mayor/Administrator
approval. All requests for advance payment shall be made far enough
in advance so that a preliminary check or verification of expenses
can be made.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
Equipment,
supplies and vehicles purchased, or provided by other governments,
shall be used exclusively for public purposes. Employees shall not
use or permit the use of City-owned or controlled property for private
gain or advantage. It is the responsibility of all City of Foristell
employees to conduct themselves in a manner that is safe to the employee,
fellow employees and the general public. It is an employee's duty
to report to their supervisor any condition or practice which they
think or feel might be unsafe. Equipment, which is felt or appears
to be unsafe, should not be operated and the unsafe condition should
be reported immediately.
B.
At
first sign of equipment failure, notify the City Clerk. In the event
equipment is needed for a job which the City does not have the proper
equipment for, the employee should notify the City Clerk who will
make arrangements to rent, lease or purchase the equipment needed.
C.
As
part of an employee's regular duties, they may operate City-owned
vehicles or equipment. As a City employee, they are under an obligation
to care for any piece of equipment assigned to them in the performance
of their work. The employee is responsible for inspecting their equipment
and seeing that it is in proper operating condition. If there is anything
wrong with the operation of the employee's equipment, the employee
should report it to their supervisor immediately.
D.
The
following is a list of requirements for the use of City equipment
or vehicles:
1.
Employees must have a proper valid Missouri State driver's license
for the vehicle they are operating. If a piece of equipment requires
a commercial driver's license, the employee must have one in order
to operate the equipment. If any other piece of equipment needs special
certification, the employee must be certified to operate that piece
of equipment.
2.
The employee must keep their equipment or vehicle clean, as weather
and conditions allow.
3.
Each day the employee must check the condition of their equipment
or vehicle. Make a visual inspection of the outside and inside. Check
all fluid levels, check tires, lights, safety equipment, etc. Report
any problems and keep a written log of any work done.
4.
The employee must obey all traffic and State motor vehicle regulations.
Never exceed the posted speed limit, but remember that regardless
of the speed limit, the safest speed the employee may travel is governed
by road conditions.
5.
All accidents must be reported immediately to the employee's supervisor
and Police Department for investigation. Do not leave the scene of
the accident before it is investigated even if there is no apparent
damage. If the other party wants to leave, obtain their name, address
and license number and wait until someone in authority investigates
and tells the employee to leave.
E.
City-owned
vehicles and equipment are generally available to employees to facilitate
performing job-related duties and shall be used for official business
whenever possible or practical. City employees are expected to use
City-owned vehicles and equipment solely for that purpose. City vehicles
or equipment may not be used for personal purposes unless specifically
authorized by the Mayor/Administrator in writing.
F.
Members
of an employee's family or unauthorized personnel are not permitted
to drive or be a passenger in City of Foristell owned vehicles or
equipment.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
Equipment
or vehicle operators involved in accidents must notify the Foristell
Police Department immediately for investigation and report. The employee
should also notify their supervisor and department head. The department
head shall notify the City Clerk immediately so that the City insurance
carrier may be apprized of the accident.
B.
An
employee involved in an accident with a City vehicle or equipment
outside of the City limits must notify the appropriate law enforcement
agency immediately for an investigation and report. The employee shall
also notify their department head and request that a copy of the accident
report be submitted to the City Clerk. The responsible department
head will submit an accident report to the City Clerk describing the
accident, the probable causes and any preventive action taken.
[Ord. No. 314 §§1 —
3, 3-1-1999]
The Board of Aldermen may layoff employees whenever such action
is made necessary by reason of shortage of work or funds, the abolition
of a position or because of change in organization. Skill and ability
shall be the primary determining factor regarding layoff, recall,
transfers, demotions, promotions or other job changes. However, no
permanent full-time employee shall be laid off while there are seasonal,
part-time or probationary employees serving in the position for which
the permanent full-time employee is qualified, eligible and available.
When two (2) or more employees are eligible to be laid off, seniority
will be the determining factor if all other circumstances and factors
are equal.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
In
the event of catastrophe or extreme emergency where the health, welfare
or safety of the public is threatened or where lives and/or property
are endangered, a department head or his/her designate may require
employees to report to work for extended periods. During these extreme
situations, management may require employees to perform tasks that
are not reflected in their job description. In these situations, the
City reserves the right to employ such persons as may be needed for
the duration of the emergency. Special assignment employees will receive
no employee benefits.
B.
Vacations
may be denied temporarily in an emergency or when the granting of
vacation would result in insufficient manpower by reason of other
employees in the department being out sick or on vacation.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
All
employees are expected to comply with the provisions of the City of
Foristell and with generally accepted norms of work behavior, which
will reflect favorably on the personnel system and the City. It is
the City's philosophy that discipline is to be used to help correct
behavior rather than to punish. Consistent action will be taken in
similar circumstances so that all employees are treated with fairness
and uniformity.
B.
Since
violations of certain regulations are more serious than others and
because each situation must be weighed individually, no specific disciplinary
action is mandatory. Depending upon the severity and frequency of
the infraction, one (1) of the following actions may be taken:
1.
Verbal warning. When a minor infraction of conduct
occurs, the department head will meet with the employee to discuss
the infraction. An explanation of the unacceptable conduct will be
made as well as recommendations for corrective measures. The employee
will be advised that reoccurrence of the infraction will result in
more serious disciplinary action. A written accounting of the verbal
reprimand will be placed in the employee's personnel file.
2.
Written reprimand. Moderate offenses or failure
to respond to a verbal warning will result on the issuance of a written
warning. The department head shall state in writing the nature of
the infraction, prior record of similar misconduct and the date and
time the incident occurred. One (1) copy shall be placed in the personnel
file and one (1) copy shall be given to the employee. A meeting will
be held with the employee to fully explain the action being taken.
3.
Suspension. It shall be understood that a suspension
is a temporary relief from duty, which may be imposed on an employee
as a penalty for substandard performance, violation of departmental
rules or regulations, administrative instructions or repeated lesser
infractions. The length of the suspension will be determined by the
Mayor/Administrator and will depend on the seriousness of the offense.
A written statement shall be submitted to the employee specifying
reasons for the suspension. This statement will be included in the
employee's personnel file.
4.
Termination. An employee may be discharged at any
time for just cause pursuant to the laws of the State of Missouri.
C.
Appeals Process.
1.
All permanent employees have the right to appeal if they feel that
a disciplinary action taken against them was unjustified. The employee
should submit their appeal in writing to their supervisor, the Mayor/Administrator
or any Board of Aldermen member within ten (10) days after the incident.
If the matter cannot be resolved at the supervisor level the employee
and the supervisor will meet with the Mayor/Administrator to decide
the case. All City of Foristell employees have the right to meet with
the Board of Aldermen on any disciplinary action taken that involves
suspension or dismissal. After hearing and considering the evidence,
the Board of Aldermen shall render a decision that will:
2.
All appeals to the Board of Aldermen will be held in executive session
at the next regularly scheduled Board of Aldermen meeting. The Board
of Aldermen will file a copy of its decision with the employee and
a copy will be put in the employee's file. The Board of Aldermen's
decision will be final.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
The
offenses listed below are not all inclusive. Unacceptable conduct
not specifically covered by these rules may result in disciplinary
action, depending on the circumstances. Repeated violations of the
same rule, violations of more than one (1) rule in a single act or
violations of different rules at different times shall be cause for
accelerated or compound disciplinary action.
B.
Violations
of the following rules shall be handled on a four (4) step basis.
Depending on the infraction or the severity of the infraction, any
of the steps may be accelerated, eliminated or combined.
C.
Infractions.
1.
Engaging in any unlawful conduct on City premises or engaging in
any unlawful conduct off City premises which affects the employee's
relationship to his/her job or fellow employees.
2.
Falsifying work, employment or attendance records.
3.
Theft of City property.
4.
Reporting to work under the influence of alcohol or illegal substances.
5.
Possession of, sale or use of alcohol or illegal substances and drugs
on City property.
6.
Unauthorized release of any confidential information, which directly
affects the business of the City of Foristell.
7.
Acts of harassment.
8.
Being the aggressor or causing a fight on City premises.
9.
Using threatening, foul or abusive language.
10.
Leaving place of employment during working hours for non-business
purposes.
11.
Gross negligence or carelessness.
12.
Habitual tardiness or absenteeism.
13.
Refusal or failure to perform job assignment or refusal to follow
directions.
14.
Failure to promptly report an accident or injury.
15.
Acting in a discourteous, threatening or abusive manner or using
abusive, threatening or discourteous language toward a fellow employee
or visitor to the City.
16.
Failure to properly fill out and submit in a timely manner City reports
and records.
17.
Improper use of the telephone. Unauthorized personal or long distance
calls.
18.
Smoking in unauthorized areas.
19.
Failure to observe recognized or instructed safety practices.
20.
Refusal to comply with direction to take a drug or alcohol test.
21.
Accepting a bribe in the form of money or other valuables.
22.
Refusal to work overtime when necessary to keep essential services
operating.
23.
Failure or refusal to report to work when scheduled. Failure to notify
supervisor of inability to work or being late.
24.
Any actions or activities which are determined to be inappropriate
or detrimental to the operation of the City of Foristell.
D.
The
Mayor/Administrator shall have the authority to impose disciplinary
action on employees for violations of the City's work rules in accordance
with the foregoing and additionally may discipline an employee for
violation of any other policies or regulations of the City of Foristell
or for violation of any State or Federal law.
E.
Employee
discharges may be appealed to the Board of Aldermen in executive session
at its regularly scheduled meeting following the discharge. The decision
of the Board of Aldermen is final and binding.
[Ord. No. 314 §§1 —
3, 3-1-1999]
A.
When
an employee leaves City employment for any reason, they are responsible
for submitting final timecards, any City-owned property, including
uniforms and employee I.D. cards to their department head, who will
then notify the City Clerk that the final paycheck may be released.
The final paycheck shall be issued on the next regular payday and
will include any unused vacation pay, provided that all of the above-stated
requirements have been met.
B.
The
final paycheck due any officer or employee who may be indebted to
the City shall not be issued until the extent of the indebtedness
to the City has been eliminated. In addition, the final paycheck will
not be issued if the individual has not returned all City-owned equipment
or clothing.
[Ord. No. 552 §1, 8-4-2003]
A.
The
Internet is a complex association of governmental, business and educational
agencies working together to share resources. Along with the use of
the Internet come new responsibilities. Please read the following
guidelines carefully.
B.
Computers,
computer files, the e-mail system and Internet access and software
furnished to employees are City property intended for business use
only. Employees shall not use a password, access a file or retrieve
any stored communication without prior authorization. To ensure compliance
with this policy, computers, Internet and e-mail usage may be monitored.
C.
The
intent of these regulations is to provide guidance for acceptable
use of the Internet and e-mail services and to assure that these services
are used properly for City purposes.
[Ord. No. 552 §1, 8-4-2003]
A.
The
City of Foristell's electronic mail (e-mail) and Internet system is
designed to facilitate City business communication among employees
and other City business activities for messages and memoranda and
to research and obtain City-related business materials.
B.
The
purpose of using the Internet is to support research and information
gathering and the dissemination of information by providing access
to City employees by the public and visa versa. Utilization of the
Internet must be in support of City programs and missions. Transmission
of any material in violation of any United States, State or City regulation
is prohibited. This includes, but is not limited to, copyrighted material,
threatening or obscene materials or materials protected by trade secret.
Use for commercial, for profit or illegal activities are strictly
prohibited.
C.
Users
may not participate in any activity which violates the spirit of cooperation
that is the basis of the Internet. Each individual is responsible
for his/her image on the Internet as well as the image of the City
of Foristell. Any employee of the City of Foristell who has Internet
access is expected to comply with these use guidelines, the generally
accepted policies and practices of the Internet, and any local policies
and procedures that apply to a resource to which the user may have
access.
[Ord. No. 552 §1, 8-4-2003]
The use of the Internet and e-mail is a continuance of the City's
business activity, therefore the City's Personal Handbook also applies
to the use of the Internet.
[Ord. No. 552 §1, 8-4-2003]
Use of the Internet is a privilege, not a right, and inappropriate
use will result in cancellation of those privileges or other appropriate
disciplinary action as set forth in the Personnel Handbook. Users
shall not lend Internet accounts and/or passwords to other persons.
Users shall respect the privacy and confidentiality of others. The
use of any form of obscene, harassing or abusive language on-line
is prohibited. Vandalism will result in cancellation of privileges
and appropriate disciplinary action. "Vandalism" is
defined as any malicious attempt to harm, modify or destroy data of
another user. This includes, but is not limited to, downloading, uploading
or creation of a computer virus. The City of Foristell reserves the
right to access, read, delete or copy any information stored on any
of the City's computers. This would include work, e-mail, or other
files on the system.
[Ord. No. 552 §1, 8-4-2003]
Security on any computer system is a high priority. If users
identify a security problem, they are to notify the City Clerk at
once. Never demonstrate the problem to other users. Never use another
individual's account without written permission from that person.
All use of the system must be under the user's own assigned account
and password.
[Ord. No. 552 §1, 8-4-2003]
Since no computer system is completely secure, the e-mail and
Internet system is not intended to transmit sensitive materials such
as personnel decisions and other similar information which may be
more appropriately communicated by written memorandum or personal
communication. Furthermore, senders of confidential information via
e-mail must label transmissions accordingly so receivers handle such
data properly. Users should use the same care in drafting e-mail and
other electronic documents as they would for any other written communication,
with the added knowledge that there can be no expectation that any
e-mail document or message will be private. Confidential information
should not be sent via e-mail or the Internet.
[Ord. No. 552 §1, 8-4-2003]
The e-mail and Internet systems are intended to be used for
City-related business purposes such as to communicate with citizens
and suppliers, to research relevant topics and obtain useful business
information. The system is not to be used for an employee's personal
benefit or to support or to advocate for non-City related business
or purposes. All data, files, work and e-mail messages within the
system are the property of the City of Foristell.
[Ord. No. 552 §1, 8-4-2003]
Incidental and occasional personal use of e-mail is permitted,
but these messages will be treated the same as other messages and
subject to the same rules. E-mail should be treated the same as telephone
use, with incidental and occasional personal use to be just that,
only incidental and occasional. Just like the telephone, the Internet
and e-mail are for business purposes, not for frequent and/or lengthy
visits with family and friends.
[Ord. No. 552 §1, 8-4-2003]
The City strives to maintain a workplace that is free from harassment
and is sensitive to the diversity of its employees. Therefore, the
City prohibits the use of computers, the Internet and the e-mail system
in ways that are disruptive, offensive to others or harmful to morale.
For example, the display or transmission of any kind of sexually explicit
images, documents, messages and cartoons on any City system is not
allowed and considered a violation of the City's policy on sexual
harassment. Other such misuse includes, but is not limited to, ethnic
slurs, racial comments, off-color jokes or anything that may be considered
as harassment or showing disrespect for others. Such material may
not be accessed, archived, stored, distributed, edited or recorded
using the City of Foristell's computing or Internet resources. E-mail
may not be used to solicit others for commercial ventures, political
causes, outside organizations or other non-business matters. All such
inappropriate uses are subject to the City's established disciplinary
policy.
[Ord. No. 552 §1, 8-4-2003]
Each employee, using the City's Internet system shall identify
himself or herself honestly, accurately and completely and shall not
send any e-mail or other information by forging another person's identity
or attempt to conceal the origin of the message in any way.
[Ord. No. 552 §1, 8-4-2003]
No employee should have any expectation of privacy as to his
or her computer, Internet and e-mail usage. Although each employee
may have an individual password to access the system, it belongs to
the City and the contents of e-mail communications are accessible
at all times by supervisory City staff for any business purpose. The
City reserves the right to periodically review the contents of an
employee's e-mail communications and Internet use and reserves the
right to access, monitor and/or disclose as necessary all messages
sent over its e-mail and Internet system without regard to content
and without notification to the employee. Since each user's personal
messages can be accessed by the City without prior notice, users should
not use e-mail to transmit any messages such user would not want read
by a third (3rd) party. For example, users shall not use the City's
e-mail for gossip, including personal information about themselves
or others, for forwarding information under circumstances likely to
embarrass the sender or for emotional responses to business correspondence
or work situations. Employees may not intentionally intercept, eavesdrop,
record, read, alter or receive another person's e-mail messages without
proper authorization from that person, the City Clerk or City Administrator.
[Ord. No. 552 §1, 8-4-2003]
Employees should not forward an e-mail to any other person or
entity outside of the City offices without permission of the sender.
If a sender explicitly wishes an internal e-mail message to not be
forwarded to someone else, the sender should include "do not forward"
in the message.
[Ord. No. 552 §1, 8-4-2003]
Users may not initiate or forward chain e-mail.
[Ord. No. 552 §1, 8-4-2003]
Users may not spam other users such as send or forward unsolicited
messages to everyone in your address book at the same time. This takes
up space on servers and can be very offensive to the people receiving
such messages.
[Ord. No. 552 §1, 8-4-2003]
Generally, e-mail messages are temporary communications which
are non-vital and may be discarded routinely; however, depending on
the content of the e-mail message, it may be considered a more formal
record and should be retained pursuant to the State's required record
retention schedule. These e-mail messages are similar to printed communication
and should be written with the same care. If you have a question about
retention, contact the City Clerk.
[Ord. No. 552 §1, 8-4-2003]
Employees should be aware that when they have deleted a message
from their mailbox, it may not have been deleted from the e-mail system.
The message may be residing in the recipient's mailbox, forwarded
to other recipients or be sitting on the e-mail server. Furthermore,
the message may be stored on the computer's backup system.
[Ord. No. 552 §1, 8-4-2003]
A.
The
Internet provides the City with significant access and dissemination
of information to individuals outside the City of Foristell. Like
all e-mail messages, Internet messages are capable of being forwarded
without the express permission of the original author. Users must
use caution in the transmission and dissemination of messages outside
of the City and must comply with this policy as well as all State
and Federal laws. The City's Internet facilities and computing resources
must not knowingly be used to violate the laws and regulations of
the United States or any other nation or the laws and regulations
of any State, City, province or other local jurisdiction. Use of any
City resources for illegal activity is grounds for immediate dismissal,
and the City of Foristell will cooperate with any legitimate law enforcement
agency.
B.
A variety
of information is available on the Internet. Some individuals may
find some information on the Internet offensive or otherwise objectionable.
Individual users should be aware that the City of Foristell has no
control over, and can therefore not be responsible for, the content
of information found on the Internet. Resources of any kind for which
there is a fee must not be accessed or downloaded without prior approval
of the City Clerk or City Administrator. Users shall not knowingly
use the City's Internet facilities to download, utilize or distribute
pirated software or data; use the City's Internet facilities to deliberately
propagate any virus, worm, Trojan horse, trap-door or similar program
code; or use the City's Internet facilities to disable or overload
any computer system or network, or to circumvent any system intended
to protect the privacy or security of data of another user.
C.
This
policy is intended to prevent the misuse of Internet access, specifically
as it pertains to the following unacceptable practices:
1.
Improperly downloading files or opening e-mail attachments that contain
viruses that may contaminate City information systems and databases;
2.
Accessing objectionable or improper material;
3.
Use of work time to browse the Internet for personal or private interests;
4.
Misrepresenting an individual's opinion as City policy or opinion.
[Ord. No. 552 §1, 8-4-2003]
A.
The
City's resources to access the Internet are limited. Because of this,
the number of people with access to this resource must by closely
monitored. Access to the Internet will be evaluated on a per user
basis by the City Clerk and the City Administrator. In general, it
is advised that a department head only request access for employees
who would make frequent use of the Internet as a routine part of their
jobs. Employees making only occasional use of the Internet should
be supported by other authorized users.
B.
A written
request will need to be submitted by the employee's department head
to the City Clerk. The City Clerk will then submit it, with a recommendation,
to the City Administrator for evaluation and decision. The request
should include the following:
[Ord. No. 552 §1, 8-4-2003]
The City purchases and licenses the use of computer software
for business purposes and does not own the copyright to this software
or its related documentation. Employees may only use software on local
area networks or on multiple machines according to the software license
agreement. The City prohibits the illegal duplication of software
and its related documentation. The City retains the copyright and
ownership to any material posted to any forum, news group, chat or
world wide web page by any employee in the course of his or her duties.
The user has the responsibility to respect the legal protection provided
by the copyright and license to programs and data and must abide by
copyright laws and rules. These include unauthorized review, duplication,
dissemination, removal, damage or alteration of files, passwords,
computer systems or programs.
[Ord. No. 552 §1, 8-4-2003]
No employee is allowed to load an unauthorized program into
the system.
[Ord. No. 552 §1, 8-4-2003]
A.
All
independent downloading of files is prohibited by users because of
the potential for viruses and the potential for the downloaded file
to need proper installation. Thus, all requests for downloads will
need to be submitted to the City Clerk for processing. The URL (Internet
address) of the file will need to be copied into an e-mail and the
file needing downloaded, identified for processing. If the file to
be downloaded is on a password protected site, written permission
to download, instructions on placement of file, and virus scanning
instructions must first be issued by the City Clerk. If the file to
be downloaded is for law enforcement personnel use, procedures established
by the Chief of Police will need to be followed.
B.
To
copy the URL to an e-mail, first open a blank e-mail message. Then
highlight the contents of the address or URL field of the browser.
Right click on the highlighted information and choose copy from the
menu. Then move to the new blank e-mail and place your curser in the
blank e-mail. Once your curser is placed, right click one (1) time
and choose paste from the menu. Send the e-mail to the City Clerk.
C.
Opening
attachments to e-mail is a form of downloading which can contain viruses.
Unsolicited e-mail attachments should not be opened without first
scanning for potential viruses. If the user does not know who the
e-mail is from and it was unsolicited, it is suspect and should be
deleted without opening. If you have questions, contact the City Clerk
for assistance.
D.
Downloading
any executable programs, sound files, movie clips, screen savers,
icon or any other non-essential application is not authorized nor
supported by the City of Foristell. Installing software on City equipment
without prior authorization from the City Clerk will not be allowed
under any circumstances.
E.
Video
and audio downloading, also known as "streaming", should be avoided
unless there is a legitimate business need to receive this material.
Video and audio streaming technologies create significant data traffic
which can cause local network congestion and other problems.
[Ord. No. 552 §1, 8-4-2003]
Users enlisting their e-mail address into a listservs must be
for City or professionally related purposes. Inundation of e-mail
from listservs could potentially cause an overload in the City's e-mail
system. Listservs from professional organizations and business related
topics may be considered through the individual's department head.
If a user feels they need to enroll in a listserv, the request must
be submitted through their department head to the City Clerk for consideration.
If approval is granted to a listserv, users should unsubscribe from
the service when leaving town for an extended period of time thus
not allowing outside e-mail to bottleneck the City's resources.
[Ord. No. 552 §1, 8-4-2003]
The City does not allow dial-in access to the City's computer
system by City employees or other individuals. The City does allow
selected vendors dial-in access with restricted security to the City's
computer system for software administration.
[Ord. No. 552 §1, 8-4-2003]
Network passwords are not to be shared with other employees.
Employees granted Internet access shall be held accountable for usage
of their assigned equipment and software.
[Ord. No. 552 §1, 8-4-2003]
A.
E-mail
attachments are responsible for the propagation of viruses. Employees
receiving e-mail attachments are not to open such files unless the
following two (2) criteria are met:
[Ord. No. 552 §1, 8-4-2003]
Employees with Internet access shall not establish or utilize
personally created e-mail accounts via the web. Bypassing the City's
Internet mail server could create a potential for viruses because
it can circumvent the installed virus software.
[Ord. No. 552 §1, 8-4-2003]
A.
As
representatives of the City, users accept personal responsibility
for reporting any misuse of the network to the City Clerk. Misuse
may come in many forms, but it is commonly viewed as any message(s)
sent or received that indicate or suggest pornography, unethical or
illegal solicitation, racism, sexism, inappropriate language and other
issues described herein.
B.
Users
have responsibilities as outlined in this document to access the Internet
to facilitate City business and purposes as long as they are responsible
users of the Internet and e-mail services. Users should:
1.
Be polite. Never send or encourage others to send
abusive messages.
2.
Use appropriate language. Remember that you are
a representative of the City of Foristell. You may be alone at your
computer, but what you say and do can be viewed globally. Never swear,
use vulgarities, or other inappropriate language, or spam others on
the Internet system. Illegal activities of any kind are strictly forbidden.
3.
Respect the privacy of other users. For example,
users shall not intentionally seek information on, obtain copies of,
or modify files, data, accounts or passwords belonging to other users,
or represent themselves as another user unless explicitly authorized
to do so by that user.
4.
Respect the integrity of computing systems. For
example, users shall not intentionally develop or attempt to develop
programs that harass other users or infiltrate a computer or computing
system and/or damage/alter the software components, a computer or
computing system.
5.
Keep programs of a viral nature off any City equipment. The user will be held accountable for any deliberate attempts to
knowingly install and/or run a computer virus. Do not use the network
in any way that would disrupt the use of the network by others.
6.
Monitor files received and be responsible for all materials received
via the Internet under his/her account.
7.
Keeping all pornographic material, inappropriate text files or files
dangerous to the integrity of the network from entering the City system.
8.
Maintain the integrity of the electronic mail system. Users have the responsibility to make only those contacts leading
to City-related business on the Internet. The user is responsible
for insuring all e-mail received by him/her does not contain pornographic
material, inappropriate information, or text-encoded files that are
potentially dangerous to the integrity of the hardware or software
of the system. A user who receives material that they think may be
objectionable or danger to the system or a violation of this policy
should immediately report it to the City Clerk.
9.
Conduct themselves in accordance with the City's standards
of conduct. As contained in the Personnel Handbook and use
the Internet to send or receive messages that are consistent with
such standards.
[Ord. No. 552 §1, 8-4-2003]
The misuse of e-mail and Internet privileges shall be subject
to discipline in accordance with the City's Personnel Handbook and/or
other applicable rules or laws.
[Ord. No. 552 §1, 8-4-2003]
The City of Foristell makes no warranties of any kind, whether
expressed or implied, for the service it is providing. The City of
Foristell will not be responsible for any damages suffered while on
this system. Use of any information via the Internet system is at
user's own risk. The City of Foristell specifically disclaims any
responsibility for the accuracy of information obtained through the
use of its Internet services and e-mail services.
[Ord. No. 552 §1, 8-4-2003]
All City employees are required to read these policies and sign
an acknowledgment form that they have read and fully understand the
terms of this policy and agree to abide by them.
