[CC 1977 §23.010]
Each employee receiving an appointment or a promotion to a position
in the service of the City must serve a probationary period of six
(6) months before his/her appointment or promotion shall be considered
permanent. During the employee's six (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 City Officials. If
the probationary employee fails to meet required standards of performance,
he/she is to be dismissed, or if he/she is a promoted regular employee,
he/she may be restored to the position from which he/she was promoted
or to a comparable position. During the probationary period, the employee
is not eligible for employee fringe benefits, such as sick leave and
vacation, but will earn credit for those to be taken at a later date.
Wages for designated holidays falling within the probationary period
will be paid to probationary employees.
[CC 1977 §23.020]
If at any time during the probationary period, the Supervisor
determines that the services of a City employee have been unsatisfactory,
the employee may be separated from his/her position without the right
of appeal or a hearing. The Mayor shall notify the employee in writing
at least seven (7) calendar days before the effective date of separation
of the reasons for the separation.
[CC 1977 §23.030]
At the end of an employee's probationary period, if there is
reason to believe that the employee may develop the ability to perform
satisfactory by an extension of the probation period, the Department
Head may grant an extension, not to exceed sixty (60) days.
[CC 1977 §23.040]
A.
At the end of each employee's six (6) month probationary period or extension granted under the authority of Section 140.030, the Supervisor of the employee shall complete a probationary report and notify the Mayor 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;
2.
The employee has not demonstrated ability to perform satisfactorily
the duties of the position and is to be separated from City Government,
or if promoted from another position returned to the previous or a
similar position.
[CC 1977 §23.050]
[Ord. No. A-553, 3-23-2020]
A.
The City of Lockwood City Clerk is authorized to hire seasonal employees under Chapter 140 of the Lockwood City Ordinances, at an hourly wage not greater than twelve dollars ($12.00) per hour.
[CC 1977 §23.060]
The minimum age for employment as a probationary employee shall
be eighteen (18) years of age, unless the Mayor shall in writing waive
the requirement. The minimum age for employment of seasonal employees
shall be sixteen (16) years of age.
[CC 1977 §23.070]
Employees of the City need not reside within the City.
[CC 1977 §23.080]
All vacancies occurring in the service of the City shall, whenever
possible, be filled by promotion of a qualified employee within the
City service. However, the Mayor may authorize the recruitment of
applicants from outside the City service whenever he/she has reason
to believe that better qualified applicants are available than within
the City service. Promotion within the City service shall be based
on the qualifications and seniority of the person being appointed.
Usually, the first (1st) consideration in filling of vacancies will
be given to the most qualified senior applicant in the department
in which the vacancy exists. Next, consideration will be given to
the most qualified senior applicant from outside the department. If
no acceptable applicant is found within the City service, the vacancy
will be filled from outside the City service. The criteria used in
the selection of the most qualified senior applicant shall be based
upon experience, performance, evaluation and, where feasible, examination.
[CC 1977 §23.090]
Two (2) members of an immediate family shall not be employed
under the same Supervisor; neither shall two (2) members of an immediate
family be employed at the same time, regardless of the administrative
department, if such employment will result in an employee supervising
a member of his/her immediate family. "Immediate family" is defined as wife, husband, mother, father, brother, sister, son,
daughter, mother-in-law, father-in-law, son-in-law, daughter-in-law,
grandparents, grandchildren, stepmother, stepfather, brother-in-law,
sister-in-law, uncle, and aunt. Provided, that no present employee
shall be discharged because of a violation of this Section. For the
purpose of this Section, the term "supervisor" shall
not be construed to be the Board of Aldermen or Mayor.
[CC 1977 §23.100]
City employees shall not be appointed or retained on the basis
of their political activity. City employees shall not be coerced to
take part in political campaigns, to solicit votes, to levy, contribute
or solicit funds or support, for the purpose of supporting or opposing
the appointment or election of candidates for any municipal office.
[CC 1977 §23.110]
No City employee shall actively advocate or oppose the candidacy
of any individual for nomination or election to any municipal office,
but an employee may participate in political affairs at other levels
of government, provided such participation does not adversely affect
his/her performance as a City employee. Employees are expected to
exercise their right to vote in municipal elections, but shall not
engage in, or participate in any other way in any municipal election.
[CC 1977 §23.120]
Failure to comply with the requirements of Sections 140.100 and 140.110 shall be grounds for immediate dismissal. Any person who attempts to coerce or does coerce any City employee to take part in activity prohibited by Sections 140.100 and 140.110 may be punished as provided in Section 100.220 of this Code.
[CC 1977 §23.130]
No full-time employee of the City shall accept outside employment,
whether part-time, temporary or permanent, without prior written approval
from the Mayor. Each change in outside employment shall require separate
approval. 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.
[CC 1977 §23.140]
It shall be the duty of each employee to maintain high standards
of conduct, cooperation, efficiency and economy in their work for
the City. Whenever work habits, attitude, production or personal conduct
of any employee falls below a desirable standard, supervisors should
point out the deficiencies at the time they are observed. Corrections
and suggestions should be presented in a constructive and helpful
manner in an effort to elicit the cooperation and good will of the
employee. Whenever possible, oral and/or written warnings with sufficient
time for improvement shall precede formal discipline.
[CC 1977 §23.150]
A.
It
shall be the duty of all City employees to comply with and to assist
in carrying into effect the provisions of the City's personnel rules
and regulations. No permanent employee shall be disciplined except
for violation of established rules and regulations, and such discipline
shall be in accordance with procedures established by the personnel
rules and regulations. The following are declared to be grounds for
demotion, suspension, or removal of any permanent employee:
1.
Conviction of a felony or other crime involving moral turpitude;
2.
An act of incompetency;
3.
Absence without leave;
4.
An act of insubordination;
5.
Intentional failure or refusal to carry out instructions;
6.
Misappropriation, destruction, theft, or conversion of City property;
7.
Refusal or neglect to pay just debts. Maintenance of effort to pay
debts must be shown to clear employee of neglect charges;
8.
Employee subsequently becomes physically or mentally unfit for the
performance of his/her duties;
9.
An act of misconduct while on duty;
10.
Willful disregard of orders;
11.
Habitual tardiness and/or absenteeism;
12.
Falsification of any information required by the City;
13.
Failure to properly report accidents or personal injuries;
14.
Neglect or carelessness resulting in damage to City property or equipment;
15.
Repeated convictions during employment on misdemeanor and/or traffic
charges;
16.
Introduction, possession, or use of City property or in City equipment
of intoxicating substances, or proceeding to or from work, or performing
work for the City, under the influence of an intoxicating substance.
[CC 1977 §23.170; Ord.
No. A-550, 3-16-2020; Ord. No. A-581, 11-9-2021]
A.
The
standard work week for employees other than Department Heads shall
be a total of forty (40) hours per week. Department Heads and Supervisors
should work those hours necessary to assure the satisfactory performance
of their departments, but not less than forty (40) hours per week.
Salaried Department Heads or Supervisors shall not be entitled to
overtime pay or compensatory time off under the provisions of this
Section. Whether non-salaried Department Heads and Supervisors shall
receive overtime pay or compensatory time off under the provisions
of this Section shall be left to the discretion of the Mayor of the
City of Lockwood.
1.
The Department Head or Supervisor shall assign to each employee regular
work duties and responsibilities which can normally be accomplished
within the established work day and work week. However, occasionally
some overtime work may be necessary for proper performance of work
duties and responsibilities.
2.
When regular permanent employees are required to work extra or prolonged
shifts, the Department Head may authorize compensatory time off, or
he/she may at his/her option authorize overtime pay which shall be
one and one-half (1 1/2) times the employee's regular pay scale
basis.
3.
An employee who has left his/her normal place of work for his/her
home and is called back overtime work on the same calendar day shall
be paid for overtime in accordance with the Subsection above, and
he/she shall receive a minimum payment equal to four (4) hours' work.
4.
Temporary or probationary employees shall be entitled to compensatory
time off when required to work extra or prolonged shifts.
[CC 1977 §23.180; Ord. No. A-276 §1, 6-9-1997; Ord.
No. A-316 §1, 8-15-2000; Ord. No. A-332 §1, 9-15-2003]
A.
All regular employees of the City shall receive normal compensation
for the eleven (11) legal holidays listed below and any other days
or part of a day during which the public offices of the City shall
be closed by special proclamation of the Mayor with approval of the
Board. All regular full-time employees shall receive compensation
in the proportion to the average number of hours normally scheduled
to work. Probationary employees shall be considered for purposes of
this Section to be regular employees. All full-time temporary employees
are not eligible for holiday compensation. Legal holidays to be observed
are:
[Ord. No. A-462 §1, 3-16-2015]
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New Year's Day
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January 1
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Martin Luther King Jr. Day
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Third Monday in January
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Presidents' Day
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Third Monday in February
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Memorial Day
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Last Monday in May
|
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Independence Day
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July 4
|
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Labor Day
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First Monday in September
|
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Veterans Day
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November 11
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Thanksgiving Day
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Last Thursday in November
|
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Day after Thanksgiving Day
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Last Friday in November
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Christmas Eve Day
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December 24
|
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Christmas Day
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December 25
|
B.
It
shall be the policy of the City to insure that all regular employees
enjoy the same number of holidays each year. The standard shall be
the number of holidays in a particular year which will be celebrated
by employees working a forty (40) hour week, Monday through Friday.
For this group when a holiday falls on Sunday, the following Monday
shall be observed as the holiday. When a holiday falls on Saturday,
the preceding Friday shall be observed as the holiday. For regular
employees whose work week is other than Monday through Friday, the
Department Head shall designate the work day that shall be observed.
1.
An employee absent without authorized leave on the day preceding
and/or the day following a holiday shall not receive regular compensation
for the holiday.
2.
Any regular employee in the City service who shall be required to
perform work or render services on a regularly scheduled holiday shall
receive a day off at his/her regular pay rate in lieu of the holiday
missed, or at the option of the City he/she may be compensated at
the City's approved overtime rate for his/her service on the regularly
scheduled holiday.
[CC 1977 §23.190; Ord. No. A-276 §2, 6-9-1997; Ord.
No. A-343 §1, 7-11-2005]
A.
Every
employee in the City service holding a permanent status position and
having occupied such position for a period of twelve (12) consecutive
calendar months shall be allowed annual vacation leave with pay. Vacation
leave shall be granted on the basis of the number of regularly scheduled
hours in the standard work or duty week to which the employee is assigned
at the time of his/her vacation. Employees with one (1) or more years
of continuous service shall receive one (1) week of vacation. Employees
with two (2) or more years of continuous service shall be granted
two (2) weeks. Employees with ten (10) or more years of service will
be granted three (3) weeks. Employees with fifteen (15) or more years
of service will be granted four (4) weeks.
1.
Vacation leave shall be taken during the year of its accumulation.
2.
Vacation leave may not be carried from one (1) year to the next unless
approved by the Board.
3.
Vacation leave must be taken in blocks of five (5) days each. Exceptions
may be granted with the written consent of the Mayor.
4.
Absence on account of sickness, injury or disability in excess of
that hereinafter authorized for such purposes may, at the request
of the employee and within the discretion of the Department Head,
be charged against vacation leave allowance.
5.
Records of vacation leave allowance and use shall be kept by the
person responsible for the employee's payroll payment. Vacation leave
scheduled shall be in regard to the seniority of employees, to accord
with operating requirements and, insofar as possible, with the requests
of the employees.
6.
When a regularly scheduled holiday occurs during the period of an
employee's vacation an additional day of vacation shall be granted.
[CC 1977 §23.200; Ord. No. A-346 §1, 7-11-2005]
A.
All
full-time City employees shall earn sick leave with full pay at the
rate of ten (10) work days for each calendar year of service. Sick
leave shall accrue from the date of employment, but shall not be taken
until the successful completion of the six (6) month probationary
period except with the written permission of the Mayor. Sick leave
may never be taken in advance of earning the time. Sick leave may
be accumulated up to forty-nine (49) days.
2.
An employee who is unable to report for work because of one (1) of
the above reasons shall report the reason for his/her absence to his/her
Supervisor within two (2) hours before the time he/she is expected
to report to work. Sick leave with pay shall not be granted unless
such report has been timely made. Documentation may be required of
the employee before any sick leave will be granted or payment made.
In all cases, sick leave with pay in excess of three (3) working days
shall be allowed only after presenting a written statement by a physician
certifying that the employee's condition prevented him/her from appearing
for work.
3.
An employee terminating from City service shall not be allowed the
use of sick leave in the last two (2) calendar weeks of employment.
Unused sick leave will not be compensated for in any way at the time
of resignation or dismissal of an employee.
4.
Abuse of the sick leave privilege can result in dismissal.
[CC 1977 §23.210]
On recommendation of an employee's Supervisor or Department
Head, and upon the written order of the Mayor, an employee may be
granted maternity or paternity leave without pay for a period not
to exceed six (6) months.
[CC 1977 §23.220]
A.
Employees
may receive a leave of absence not to exceed ten (10) working days
annually, for participation in annual training in the National Guard
or Reserve Armed Forces. Requests for such leave must be accompanied
by a copy of official orders requiring such training. Compensation
for this period of military leave shall be limited to the amount by
which the normal City pay exceeds the military pay received. A copy
of the military pay voucher shall be submitted prior to authorization
for payment to the employee for the period of leave. Such military
training leaves shall not be deducted from annual leave.
B.
Any
permanent employee who is drafted into the military service shall,
upon termination of his/her active service, be entitled to return
to the City service at a level equivalent to the position held on
his/her departure. This leave of absence shall not exceed the period
of time necessary to complete the period of activity duty that he/she
has been involuntarily ordered to perform.
[CC 1977 §23.230]
The Mayor may authorize special leaves of absences, with or
without pay, for any period not to exceed six (6) calendar months
in any one (1) calendar year for attendance at a school or university
for the purpose of training in subjects relating to the work of the
employee and which will benefit the employee and the City service.
The City may share in up to one hundred percent (100%) of the tuition
costs if the course is completed successfully. However, if the City
shares in the cost, the employee must remain in the City service for
one (1) month for each hour of course credit, after completion of
the course. If the employee fails in this obligation, the City's portion
of the tuition will be deducted from the employee's last pay check.
In the event that the course is not based on credit hours, the employee's
required length of stay after completion of the course should be determined
by the employee and the Mayor before the course begins.
[CC 1977 §23.240; Ord. No. A-344 §1, 7-11-2005]
An employee may be granted three (3) working days leave as needed
in the event of the death of his/her spouse, child, mother, father,
sister, brother, mother-in-law, father-in-law, grandparent, grandchild,
stepchild, stepparent, stepbrother, stepsister, aunt or uncle. Additional
leave may be granted by the Mayor. Leave shall be deducted from either
sick leave or vacation leave.
[CC 1977 §23.250]
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.
[CC 1977 §23.260]
A.
A permanent
(full- or part-time) employee who is temporarily disabled in the line
of duty shall receive pay equal to the difference between the amount
received from Workmen's Compensation benefits and his/her normal salary
amount for the period of his/her disability without charge against
his/her vacation or sick leave, subject to the following conditions:
1.
Provided that the disability resulted from an injury or illness sustained
directly in the performance of the employee's work, as provided in
the State Workmen's Compensation Act.
2.
If incapacitated for his/her regular assignment, the employee may
be given other duties with the City Government for the period of recuperation.
Unwillingness to accept such an assignment as directed by his/her
Department Head or Supervisor will make the employee ineligible for
disability leave during the time involved.
3.
A physician selected or approved by the City shall determine the
physical ability of the employee to continue working or to return
to work.
4.
Disability leave shall not exceed sixty (60) working days for any
one (1) injury.
[CC 1977 §23.270, Ord. No. A-277, 5-29-1997; Ord. No.
A-335, 3-1-2004]
A.
Each
full-time, permanent City employee shall be a member of the Missouri
Local Government Employees Retirement System.
B.
The
City elects to adopt no change in the contributions from covered employees,
keeping the requirement of no contributions from covered employees
in accordance with the provisions of Sections 70.705 and 70.730, RSMo.
(2000).
C.
The
City elects to adopt a change in the method of determining a member's
final average salary, changing to a thirty-six (36) consecutive month
period for determining a member employee's final average salary in
accordance with Sections 70.600 and 70.656, RSMo. (2000).
D.
The
City elects to adopt a change in the Benefit Program of member employees,
changing to Benefit Program L-9 in accordance with Section 70.655,
RSMo. (2000).
E.
The
City elects to adopt no change in the retirement age provision of
member employees, keeping member employees' option of retirement upon
attaining minimum service retirement age in accordance with Sections
70.600, 70.645 and 70.646, RSMo. (2000).
[CC 1977 §23.275]
The City hereby elects to accept the provisions of the State
Worker's Compensation Law, as set forth in Chapter 287, RSMo. The
City is authorized to carry Worker's Compensation insurance on all
employees and officers of the City covered by the State Worker's Compensation
Law.
[CC 1977 §23.280]
The provisions of this Chapter shall not apply to uniformed employees, to the extent that the personnel policies of those departments conflict with this Chapter. Chapter 200, entitled "Police and Fire Departments" shall apply to those employees of those departments.
[Ord. No. A-352 §1, 1-16-2006]
A.
In
addition to regular compensation, all full-time employees shall receive
as additional compensation the amount of fifty dollars ($50.00) for
each year of employment as of November thirtieth (30th) of each year.
B.
Additional
compensation will be paid with the first (1st) regular payroll check
in December of each year and will be subject to regular payroll deductions.
C.
Employees
terminating service before November thirtieth (30th) are eligible
for additional compensation on a prorated basis.
[Ord. No. A-391, 10-10-2016]
All regular employees of the City shall receive health insurance.
City will pay seventy-five percent (75%) of the employee premium and
employee will pay twenty-five percent (25%) of the employee premium.
The City will pay fifty percent (50%) of the employee dependents and
employee will pay fifty percent (50%) of the employee dependents.
Beginning December 1, 2017, the City will pay one hundred percent
(100%) of the employee premium and will contribute zero percent (0%)
to the employee dependents.
