[R.O. 2012 §117.010; CC 1987 §23.010]
Each employee receiving an appointment or a promotion to a position
in the service of the Village must serve a probationary period of
six (6) months before his/her appointment or promotion shall be considered
permanent. During the employee's six (6) month probationary period,
the employee's work habits, abilities, attitude, promptness and other
pertinent characteristics will be observed and evaluated by his/her
supervisor, department head or other appropriate Village Officials.
If the probationary employee fails to meet required standards of performance,
he/she is to be dismissed, or if he/she is a promoted regular employee,
he/she may be restored to the position from which he/she was promoted
or to a comparable position. During the probationary period, the employee
is not eligible for employee fringe benefits such as sick leave and
vacation but will earn credit for those to be taken at a later date.
Wages for designated holidays falling within the probationary period
will be paid to probationary employees.
[R.O. 2012 §117.020; CC 1987 §23.020]
If at any time during the probationary period the supervisor
determines that the services of a Village employee have been unsatisfactory,
the employee may be terminated from his/her position by the Board
of Trustees.
[R.O. 2012 §117.030; CC 1987 §23.030]
A.
At
the end of each employee's six (6) month probationary period, the
supervisor of the employee shall complete a probationary report and
notify the Chairman in writing that either:
1.
The employee has successfully completed his/her probationary period
and is capable of performing the duties of the position satisfactorily,
and is henceforth to be considered a regular employee with all rights
and privileges due him/her; or
2.
The employee has not demonstrated ability to perform satisfactorily
the duties of the position and is to be separated from the Village
Government, or if promoted from another position returned to the previous
or a similar position.
[R.O. 2012 §117.040; CC 1987 §23.035]
All employees serve the Village "at will" and may be discharged
at any time. Nothing in this Chapter is intended to create in an employee
any "property right" cognizable under Federal law. The provisions
of this Chapter are to be considered "directory" in nature, rather
than "mandatory".
[R.O. 2012 §117.050; CC 1987 §23.040]
[R.O. 2012 §117.060; CC 1987 §23.050]
The minimum age for employment as a probationary employee shall
be eighteen (18) years of age, unless the Board shall in writing waive
the requirement. The minimum age for employment of seasonal employees
shall be sixteen (16) years of age. The minimum age for Police Officers,
Reserve Police Officers and the Municipal Court Clerk shall be twenty-one
(21) years.
[R.O. 2012 §117.070; CC 1987 §23.060]
No Village Trustee may be employed by the Village of Hanley
Hills in any capacity, but this provision shall not be construed to
prevent the donation of volunteer labor to the Village by any such
Trustee.
[R.O. 2012 §117.080; CC 1987 §23.070]
Village employees shall not be appointed or retained on the
basis of their political activity. Village employees shall not be
coerced to take part in political campaigns, to solicit votes, to
levy, contribute or solicit funds or support for the purpose of supporting
or opposing the appointment or election of candidates for any municipal
office.
[R.O. 2012 §117.090; CC 1987 §23.100]
No Village employee shall actively advocate or oppose the candidacy
of any individual for nomination or election to any municipal office,
but an employee may participate in political affairs at other levels
of government, provided such participation does not adversely affect
his/her performance as a Village employee. Employees are expected
to exercise their right to vote in municipal elections, but shall
not engage in or participate in any other way in any municipal election.
[R.O. 2012 §117.100; CC 1987 §23.110]
Failure to comply with the requirements of Sections 117.090 and this Section shall be grounds for immediate dismissal. Any person who attempts to coerce or does coerce any Village employee to take part in activity prohibited by Sections 117.090 and this Section may be punished as provided in Section 100.220 of this Code.
[R.O. 2012 §117.110; CC 1987 §23.120]
Employees who create records of the Village are required to
place the records in the custody of the Village. Any employee who
fails to turn over such records to the Village Clerk upon demand may
be subject to immediate discharge. An employee, upon leaving the service
of the Village, who retains such records is guilty of an ordinance
violation and may be prosecuted in the Municipal Court.
[R.O. 2012 §117.120; CC 1987 §23.130]
No full-time employee of the Village shall accept outside employment,
whether part-time, temporary or permanent, without prior written approval
from the Board. Each change in outside employment shall require separate
approval. Approval shall not be granted when such outside employment
conflicts or interferes, or is likely to conflict or interfere, with
the employee's municipal service. Such approval, however, shall not
be arbitrarily withheld. Employees may not engage in any private business
or activity while on duty. No employee shall engage in or accept private
employment or render any service for private interest when such employment
or service is incompatible or creates a conflict of interest with
his/her official duties.
[R.O. 2012 §117.130; CC 1987 §23.140]
It shall be the duty of the each employee to maintain high standards
of conduct, cooperation, efficiency and economy in his/her work for
the Village. Whenever work habits, attitude, production or personal
conduct of any employee falls below a desirable standard, supervisors
should point to the deficiencies at the time they are observed. Corrections
and suggestions should be presented in a constructive and helpful
manner in an effort to elicit the cooperation and good will of the
employee. Whenever possible, oral and/or written warnings with sufficient
time for improvement shall precede formal discipline.
[R.O. 2012 §117.140; CC 1987 §23.150]
The most effective accomplishment of the work of the Village
requires prompt consideration and equitable adjustment of the employee
grievances. It is the desire of the Village to address the cause of
grievances informally, and both supervisors and employees are expected
to make every effort to resolve problems as they arise.
[R.O. 2012 §117.150; CC 1987 §23.160; Ord. No. 855 §1, 12-16-2003]
The standard workweek for employees shall be a total of forty
(40) hours per week.
[R.O. 2012 §117.160; CC 1987 §23.170; Ord. No. 810 §1, 9-20-2001]
The Hanley Hills Village Office will be closed on the following
national holidays: News Year's Day, Martin Luther King Day, Presidents'
Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving
Day and the day after Thanksgiving, Christmas Day and the day after
Christmas.
[R.O. 2012 §117.170; CC 1987 §23.180; Ord. No. 811 §1, 9-20-2001]
A.
Employees
of the Village of Hanley Hills will be granted annual vacations as
follows: after one (1) year of service and through four (4) years,
two (2) weeks; from five (5) through fourteen (14) years service,
three (3) weeks vacation; after fifteen (15) years service, four (4)
weeks vacation. No vacation shall be carried over to another year
without previous permission from the Board of Trustees. In no case
may more than one (1) week be carried over.
1.
Annual vacations will be granted in each calendar year and will be
determined as follows: an employee entering service on January second
(2nd) or third (3rd) may take the last two (2) weeks of that calendar
year for his/her vacation. The following year the vacation may be
taken at any time during that year. An employee whose employment date
for example is January 20, 1978, may take two (2) weeks vacation any
time after January twentieth (20th) in 1979, and at any time in 1980,
1981 and 1982.
2.
An employee whose employment date for example is May 15, 1970, may
take two (2) weeks vacation prior to May 15, 1975, and one (1) more
week after that date in 1975. In 1976 he/she may take three (3) weeks
at any time during that year and each year through 1984.
3.
The same formula will apply after fifteen (15) years service. Example:
An employee entering service on September 10, 1960, may take three
(3) weeks vacation prior to September tenth (10th) in 1975, and one
(1) more week after September tenth (10th) in 1975. He/she may take
four (4) weeks vacation at any time in 1976 and thereafter.
[R.O. 2012 §117.180; CC 1987 §23.190; Ord. No. 812 §1, 9-20-2001]
Sick leave to be granted as follows: six (6) days per year with
accumulation to two hundred sixty (260) days.
[R.O. 2012 §117.190; CC 1987 §23.200; Ord. No. 859 §1, 3-20-2003]
An employee may be granted a reasonable amount of time as needed
(to a maximum of three (3) days) in the event of the death of an immediate
member of his/her family as determined by the Treasurer. An employee
shall be compensated for the funeral leave at his/her regular rate
of pay. "Immediate member of the family" is defined
as: mother, father, sibling, spouse, child, mother-in-law, father-in-law,
grandparent and grandchild. An employee may take vacation time or
time without pay for funerals other than immediate family.
[R.O. 2012 §117.200; CC 1987 §23.210]
An employee may be granted leave with pay when required to be
absent from work for jury duty or as a trial witness. Compensation
for such leave shall be limited to the difference between pay received
for this service and normal duty pay.
A.
All
officers and employees of the Village who are or may become members
of the National Guard or of any reserve component of the Armed Forces
of the United States, shall be entitled to leave of absence from their
respective duties, without loss of time, pay, regular leave, impairment
of efficiency rating, or of any other rights or benefits, to which
otherwise entitled, for all periods of military services during which
they are engaged in the performance of duty or training in the service
of this State at the call of the Governor and as ordered by the adjutant
general without regard to length of time, and for all periods of military
services during which they are engaged in the performance of duty
in the service of the United States under competent orders for a period
not to exceed a total of one hundred twenty (120) hours in any federal
fiscal year.
B.
Before
any payment of salary is made covering the period of the leave the
officer or the employee shall file with the appointing authority or
supervising agency an official order from the appropriate military
authority as evidence of such duty for which military leave pay is
granted which order shall contain the certification of the officer
or employee's commanding officer of performance of duty in accordance
with the terms of such order.
C.
No
member of the organized militia shall be discharged from employment
by the Village because of being a member of the organized militia,
nor shall he/she be hindered or prevented from performing any militia
service he/she may be called upon to perform by proper authority nor
otherwise be discriminated against or dissuaded from enlisting or
continuing his/her service in the militia by threat or injury to him/her
in respect to his/her employment. Any officer or agent of the Village
violating any of the provisions of this Section is guilty of an ordinance
violation.
D.
Notwithstanding the provisions of any other administrative rule or law to the contrary, any person entitled to military leave pursuant to the provisions of Subsection (A) of this Section shall only be charged military leave for any hours which that person would otherwise have been required to work had it not been for such military leave. The minimum charge for military leave shall be one (1) hour and additional charges for military leave shall be in multiples of the minimum charge.
[R.O. 2012 §117.220; CC 1987 §101.010]
A.
It
is the policy of the Village of Hanley Hills to vigorously promote
the objectives of public policy as set forth in the Equal Employment
Act of 1972 (42 U.S.C. 2000e et seq.) and Presidential Executive Order
11246. To implement this policy, the Village does hereby adopt this
Affirmative Action Plan. The goal of this plan is to insure that equal
employment opportunity becomes a fact rather than a promise. The Chairman
is directed to take personal leadership of this important program.
Each department head and each employee of the Village is directed
to report regularly to the Board of Trustees as part of the standard
reporting procedure (including annual reports, staff meetings, etc.)
on the progress being made in the Village under this plan.
1.
The purpose of this program is to set out specific steps to be taken
by the Village of Hanley Hills to insure that none of its personnel
policies or practices discriminate against any individual on the basis
of race, color, religion, sex, age, marital status and national origin
or physical disability unless based upon a bona fide occupational
qualification. Further, it specifies the opportunities of minorities
and women.
2.
The Chairman of Hanley Hills is given direct responsibility for implementing
this affirmative action program. However, every employee is responsible
for the ultimate success of the program. Performance on the affirmative
action program will be vigorously audited and evaluated each fiscal
year.
[R.O. 2012 §117.230; CC 1987 §101.020]
A.
The
Chairman is directed to undertake the following steps to insure that
the affirmative action plan and its purposes are communicated to each
employee of the Village as follows:
1.
A letter shall be sent to all employees regarding the affirmative
action plan and explaining the purpose of such plan.
2.
A specific meeting of employees shall be held to discuss the program
and to answer any questions.
3.
A written memorandum shall be sent to all supervisors informing them
of their general responsibilities regarding the affirmative action
program.
4.
Special meetings shall be held quarterly with supervisory personnel
to discuss progress and problems relative to the program.
5.
Requires equal employment opportunity posters and employer policy
statements along with periodic notices regarding the program to be
posted in places where employees normally expect to find such notices.
6.
Summary reports on affirmative action performance shall be annually
distributed to all employees.
7.
Every employee shall be informed of the administrators to whom questions
can be directed and whose counsel may be sought regarding the program.
8.
Every employee shall be personally informed of the existence and
operation of the internal grievance procedures set up under this plan
for handling complaints of discrimination.
[R.O. 2012 §117.240; CC 1987 §101.030]
A.
The
Chairman is directed to implement the following:
1.
All employment advertisements shall contain the words "an equal opportunity
affirmative action employer".
2.
Employment application forms shall contain the following clause:
"The Village of Hanley Hills is an equal opportunity employer and
shall not discriminate against an employee or applicant for employment
because of race, color, religion, sex, age, marital status, national
origin or physical disability unless based upon a bona fide occupational
qualification. If you believe you have been discriminated against,
you should notify the Village's Equal Employment Officer, the Equal
Employment Opportunity Commission of the Village or the Missouri Commission
on Human Rights."
3.
A notification letter shall be sent to employment sources and minority
organizations informing them of our affirmative action policy and
asking for their active cooperation. The letter shall also state that
the sources shall be promptly informed of all job openings.
4.
A notification letter shall be sent to all vendors, suppliers and
supply contractors with whom we do business informing them of our
affirmative action commitment and soliciting their cooperation.
5.
A notification letter concerning our affirmative action policy shall
be sent to unions and employee associations with whom we deal asking
for their active cooperation.
6.
A letter shall be sent to minority contractors when construction
is contemplated soliciting their bids or involvement in work.
[R.O. 2012 §117.250; CC 1987 §101.040]
A.
The
Chairman is directed to insure that the following are carried out:
1.
The actions of every employee are important to achieving the Village's
affirmative action plan's objectives. Disciplinary action shall be
taken against anyone found to be deliberately obstructing implementation
of the plan.
2.
Every supervisor is critically important to the plan's success. Performance
in meeting affirmative action objectives shall be carefully included
in all future performance reviews. Future promotability and merit
increases shall be dependent upon affirmative action results as any
other important duties assigned to supervisory personnel.
[R.O. 2012 §117.260; CC 1987 §101.050]
A.
The
Chairman of the Village of Hanley Hills may, with approval of the
Board of Trustees, appoint an EEO officer who shall have responsibility
for developing procedures to implement this affirmative action plan
and to audit and evaluate the success of these procedures.
1.
The duties of an EEO officer are:
a.
To annually review and revise the affirmative action plans with the
assistance of top officials in the Village.
b.
To annually audit and evaluate the affirmative action plan and prepare
reports concerning the performance of the Village, its subunits and
its management personnel regarding the affirmative action program.
c.
To set up goals, timetables and procedures for implementing the review
and redesign of current personnel practices and correcting current
under-utilization of women and minorities.
d.
To assist and to counsel all managers regarding their affirmative
action responsibilities.
e.
Counsel minority and women employees on career planning and other
employment matters.
f.
To assist and to counsel supervisors responsible for women and minority
employees, especially in regard to the induction of new employees.
g.
To maintain a liaison with the Equal Employment Opportunity Commission,
the Missouri Commission on Human Rights and other government compliance
agencies.
h.
To maintain a liaison with all community organizations with an interest
in affirmative action.
i.
To be responsible for investigating and resolving allegations of
discrimination against the Village.
2.
The heads of various subunits within the Village shall be responsible
for:
a.
Analyzing their work force relative to utilization of minorities
and women.
b.
Setting goals and timetables for bringing their unit into compliance
with the overall affirmative action program.
c.
Promoting actively a positive climate in his/her subunit concerning
affirmative action.
d.
Counseling and giving special help to women and minority employees,
particularly regarding promotional opportunities within his/her subunit
or in other units of the Village.
[R.O. 2012 §117.270; CC 1987 §101.060]
A.
All
recruiting announcements will contain the following statement: "The
Village of Hanley Hills is an affirmative action equal opportunity
employer and will not discriminate in any of its employment practices
on the basis of race, color, creed, sex, age, marital status, national
origin or physical disability unless based upon a bona fide occupational
qualification".
1.
All pertinent sources of minorities and women shall be contacted
by letter and, where feasible, personal visit regarding job opportunities.
2.
Interest in employment opportunities in the Village shall be stimulated
by our participation in appropriate activities in the local area.
Visits shall be made to area educational institutions, especially
those with large minority populations.
3.
Recruitment trips outside the local area shall be made to solicit
applications from minorities and women. This will be particularly
true in the case of recruiting any professional or managerial people.
4.
Efforts to hire minority and women employees for part-time and summer
positions shall be made to encourage their interest in full-time employment
opportunities with the Village.
[R.O. 2012 §117.280; CC 1987 §101.070]
A.
The
Village EEO officer shall prepare for each employee in the Village
a job description describing the job content and the minimum level
of competence needed for each employee in the Village.
1.
Job descriptions shall be reviewed and revised where appropriate
on a schedule so as to assure reflection of current work behaviors.
2.
Job specifications shall be reviewed to assure they are related to
job content and are set at the minimum level needed for entrance into
the job.
3.
Trainee positions shall be created to facilitate movement of minorities
and women into various job classes.
4.
Career ladders and logical lines of progression within and between
job classes shall be identified to facilitate the training and promotion
of minorities and women.
5.
Where feasible, jobs shall be restructured to provide easier access
by minorities and women. Such jobs shall be made part of a career
ladder so that they communicate to the employee the potential for
advancement.
[R.O. 2012 §117.290; CC 1987 §101.080]
A.
All
employees shall be selected on the basis of merit. The Village shall
endeavor to obtain objective results to demonstrate the merits of
the various applicants for any Village position. Where written or
performance tests are undertaken, they shall be related to the job
description and duties required of an employee.
1.
All tests and other selection criteria shall be validated according
to generally accepted professional standards as specified in Federal
guidelines on selection.
2.
Where appropriate, tests other than paper and pencil varieties shall
be used. Experimentation with performance testing will be undertaken.
3.
Overall written tests shall be de-emphasized. Written tests shall
be used as only one of many factors in the selection decision.
4.
Pretest counseling and preparation sessions shall be offered, and
minority and women candidates shall be encouraged to attend.
5.
Retesting shall be permitted as soon as candidates can show reasonable
effort to prepare themselves for such a retest.
6.
Open competitive exams shall be scheduled as often as practical.
7.
Application blanks and employer records shall be reviewed and revised
to insure all questions not related to job performance or which operate
to the detriment of minorities and women are eliminated.
8.
Other selection criteria such as physical or education requirements
shall be reviewed and revised to insure job relatedness. Specifically
this includes, but is not limited to, height and weight requirements,
educational degrees, years of work experience, etc.
9.
All criteria used in selection shall be the minimum necessary for
the job or job class for which the individual is hired. Only where
promotion to higher jobs or job classes is expected within a reasonable
period of time shall criteria for the higher job be used, and then
only when it is unfeasible for us, through training programs, to prepare
the individual for promotion in that time period.
10.
Job interviews and/or oral boards shall be carefully structured.
To insure uniformity, a standard interview form shall be used. Action
taken as a result of the interviews shall be specifically recorded
on this form and focused on job related factors only.
11.
All interviewers shall be carefully selected and instructed. Where
possible, minority or women interviewers shall be utilized.
12.
Required EEO notices, along with information regarding our affirmative
action plan, shall be conspicuously displayed in all offices where
tests and interviews are conducted. In addition, an EEO clause, such
as those referred to above, shall be included on all application blanks
and employee records.
[R.O. 2012 §117.300; CC 1987 §101.090]
A.
Selection
for promotion shall conform to all the practices outlined in the preceding
Section.
1.
Special counseling and career planning shall be given to all minority
and women employees to stimulate their interest in promotional opportunities.
2.
Where feasible, training shall be set up to enhance promotability
of minorities and women. A tuition refund program shall be established
to facilitate women and minorities receiving required education training.
3.
If separate promotional or seniority lists for male and female employees
exist, either formally or informally, they shall be abolished. No
applicant shall be denied a promotion or job assignment on the basis
of sex or any other prohibited criteria. Applicants shall be given
a trial on the job to prove their capability if they are otherwise
eligible for the promotion or assignment. The same policy shall be
adhered to in layoff and recall decisions.
4.
Records shall be kept indicating the movement of minorities and women
within the Village relative to promotion, job assignment, layoff and
recall. In every instance, written explanations for rejection of minorities
and women shall be required and systematically recorded.
[R.O. 2012 §117.310; CC 1987 §101.100]
A.
Whenever
the village sponsors any training activity, special attention and
consideration shall be given to securing the participation of minorities
and women.
1.
Where jobs can be learned in a short period of time, formal on-the-job
training programs shall be instituted to facilitate the movement of
women and minority candidates into these positions with minimum qualifications.
2.
Where formal training is necessary to qualify an individual for a
job, in-house training programs shall be established whenever feasible.
3.
Where formal educational training is required, minority and women
candidates shall be encouraged to get such training through the establishment
of a tuition refund program.
4.
Work schedules of minorities and women employees shall be adjusted
to permit the participation in training programs.
5.
Records shall be maintained as to the numbers and percentages of
minorities and women applying for and participating in all training
programs.
6.
Supervisory training programs shall be conducted. The objective shall
be to improve supervisory skills relative to working with women and
minority employees.
7.
Individual counseling of supervisors by the EEO officer shall occur
on a regular schedule, particularly for those supervisors responsible
for on-the-job training of minorities and women.
8.
Where lack of resources restrict training opportunities that we can
offer, we shall seek the cooperation of other employers in requesting
local educational institutions to set up training programs so as to
increase the numbers of qualified women and minorities in the labor
force.
[R.O. 2012 §117.320; CC 1987 §101.110]
A.
All
employees shall be compensated on the basis of equal pay for equal
work.
1.
Pay rates shall be reviewed particularly in light of the results
of the job analysis, reclassification and redesign efforts described
above.
2.
Pay rates shall be equalized where jobs require substantially equal
skill, effort and responsibility.
3.
All fringe benefit programs shall be reviewed and revised where necessary
to assure that they are equally available to every employee. Particular
attention shall be paid to the availability of fringe benefits to
female employees, especially in areas such as disability leave for
childbirth, retirement systems and insurance programs.
4.
Working conditions shall be reviewed to insure that for each job
or job classification substantially similar conditions prevail. Specifically,
this will include review of work schedules, opportunities for overtime
work, scheduling of vacation and other similar items.
[R.O. 2012 §117.330; CC 1987 §101.120]
The facilities available to employees shall be examined to ascertain
if they, in any way, discriminate on the basis of race, color, creed,
sex, or national origin and so forth. Appropriate steps shall be taken
to correct any inequities including "de facto" discrimination.
[R.O. 2012 §117.340; CC 1987 §101.130]
An internal grievance procedure shall be set up by the EEO officer
to process complaints of alleged discrimination. The first step of
this process shall be arbitration by a neutral third (3rd) party.
Employees are encouraged to informally seek the advice and counsel
of the EEO officer when they suspect they may have been treated in
a discriminatory fashion. The availability and operation of the internal
grievance process shall be widely publicized, posted in conspicuous
places and described in any communications to employees.
[R.O. 2012 §117.350; CC 1987 §101.140]
A.
The
Village of Hanley Hills shall conduct a census of its employees by
job class and subunit to assess current utilization patterns for women
and minorities. As part of this survey, the Village shall also seek
to identify currently promotable or transferable minority and women
employees.
1.
The Village shall make a study of its future manpower needs based
on expected rates of attrition and employment growth projections.
2.
The Village shall conduct a study of relevant labor markets to determine
the availability of minorities and women with skills and qualifications,
particularly as they relate to our manpower needs.
3.
The Village shall study the training capabilities of area education
institutions and craft unions as first steps toward increasing the
availability of qualified women and minorities.
[R.O. 2012 §117.370; CC 1987 §101.160]
A.
The
EEO officer shall continually monitor progress being made in meeting
the objectives of this plan. Where appropriate, periodic revisions
in the annual affirmative action plan shall be made.
1.
Each year the EEO officer shall prepare an annual report assessing
the performance of the Village and its subunits regarding the plan.
This report shall include the comprehensive accounting on each action
item contained in the plan. A summary of the report shall be distributed
to all employees.
2.
The comprehensive report shall become the agenda for a meeting of
top level management. Out of this meeting, recommendations shall be
made concerning the following years of affirmative action effort.
3.
Based on these recommendations and in light of previous experience,
the EEO officer shall revise the plan, zeroing in on areas where the
greatest deficiencies still remain.
4.
The EEO officer shall assist the Chairman in formulating a new EEO
policy statement each year.
5.
The Village shall prepare and submit reports to the Equal Employment
Opportunity Commission, the Missouri Commission on Human Rights and
to all other appropriate governmental agencies having responsibility
for our affirmative action performance.
