[Ord. No. 101 §4, 4-4-1983; Ord. No. 694 §1, 9-4-2001; Ord. No. 1029 §1, 8-17-2015; Ord. No. 1236, 4-19-2021]
Each new employee receiving an appointment for employment to the City of Scott City, must serve an introductory period of ninety (90) days before his/her appointment shall be considered permanent. During the introductory period, the employee' s work habits, abilities, attitude, promptness, absenteeism, and other pertinent characteristics will be observed and evaluated by the appointed supervisor, department head, and/or other appropriate City officials. If the employee fails to meet required standards of performance during their introductory period, they may be dismissed or granted an extension period per discretion of the named evaluator or supervisor. Wages for designated holidays falling within the introductory period will be paid to introductory employees. The introductory period does not guarantee employment for ninety (90) days. "At Will" employees may be terminated at any time during the employment period.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 840 §1, 3-3-2008; Ord. No. 1029 §1, 8-17-2015]
If at any time, during the introductory period, the supervisor determines that the services of a City employee have been unsatisfactory, the employee may be separated from his position, except as provided by this code, Federal law or State law. Any employees hired by the City are hired at will and may be discharged from his employment without the right of hearing or appeal.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 1029 §1, 8-17-2015; Ord. No. 1236, 4-19-2021]
At the end of an employee' s introductory period, the department head must have documented reason to believe that the employee may develop the ability to perform satisfactorily by offering an extension period, the department head may offer that extension. The extension may not exceed an additional (90 days).
[Ord. No. 101 §4, 4-4-1983; Ord. No. 694 §2, 9-4-2001; Ord. No. 1029 §1, 8-17-2015]
A. 
At the end of each employee's ninety (90) day introductory period or extension granted under the authority of Section 125.030, the supervisor of the employee shall complete a introductory report and notify the Mayor and City Administrator in writing that either:
1. 
The employee has successfully completed his introductory 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; or
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.
[Ord. No. 101 §4, 4-4-1983]
A. 
Appointments and promotions to all classified positions shall be solely on the basis of merit, which shall be determined by evaluation of the applicant's:
1. 
Training, education, experience and physical fitness,
2. 
Oral interview, and
3. 
Whenever practical, an examination or demonstration test.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 1029 §1, 8-17-2015]
The minimum age for employment as a introductory 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.
[Ord. No. 591 §1, 12-1-1997; Ord. No. 634 §1, 7-19-1999]
All employees, other than laborers and unskilled laborers, hired after July 19, 1999 shall have either a high school degree or shall have obtained their G.E.D. Any laborers or unskilled laborers hired without a G.E.D. or high school degree shall not be promoted to a higher P.S. level until said employee has obtained a G.E.D. or high school diploma at the employee's expense.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 548 §1, 3-17-1997; Ord. No. 650 §1, 2-7-2000; Ord. No. 903 §1, 9-20-2010; Ord. No. 1050 § 1, 7-18-2016; Ord. No. 1236, 4-19-2021]
A. 
Applicants for positions with the City of Scott of Scott City, need not reside within the City to be considered for employment. Applicants that do reside in the City may receive more consideration for positions than applicants who reside outside the City. This consideration is only applicable if said applicant meets the same qualifications as the out-of-City limits applicant.
B. 
Although residency within the City is not required, all employees of the City that hold a position that requires essential response time must meet minimum response-to-work time of thirty (30) minutes. Applicants that agree to relocate within the City limits may be eligible for financial incentives (i.e., moving expenses) which would be determined by the City Council.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 434 §1, 6-8-1994; Ord. No. 503 §1, 1-15-1996; Ord. No. 515 §1, 8-5-1996; Ord. No. 1236, 4-19-2021]
A. 
Except as hereinafter provided, two (2) members of an immediate family shall not be employed at the same time, only if such employment will result in that employee supervising their immediate family member. "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, grandparent, grandchild, stepmother, stepfather, brother-in-law, sister-in-law, uncle, and aunt.
B. 
The above prohibition shall not be applicable to the following officials or employees:
1. 
Members of the Volunteer Fire Department.
2. 
Volunteer members of other departments not employed on a full-time basis.
3. 
Appointed members of City boards. (NOTE: Board members must abstain from any voting rights regarding pay, promotion, or disciplinary action of an immediate family member.)
4. 
Councilman and Councilwoman must also abstain from any voting rights regarding pay, promotion, or disciplinary action of an immediate family member.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 1236, 4-19-2021[1]]
A. 
City employees shall not be appointed or retained based on 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 City office.
B. 
A City employee shall not actively advocate or oppose the candidacy of an individual for nomination or election to any City office. An employee may participate in political affairs at other levels of Government only providing that such participation does not adversely affect their performance as a City employee or conflicts with City business. 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 elections of the City.
C. 
Failure to comply with the above requirements shall be grounds for immediate dismissal. Any person who attempts to coerce any City employee to take part in activity prohibited by the above may be punished as provided in Chapter 110 of the City Code.
[1]
Editor's Note: Ord. No. 1236 also changed the title of this Section from "Political Activities" to "Political Activities And Penalties."
[Ord. No. 101 §4, 4-4-1983; Ord. No. 1040 §1, 2-16-2016]
A. 
An employee may not engage in political activities:
1. 
While on duty.
2. 
In any room or building occupied in the discharge of official duties.
3. 
By utilizing any City resources or facilities.
4. 
While wearing a uniform or official insignia identifying the office or position of the employee.
5. 
When using a vehicle owned or leased by the City.
[Ord. No. 101 §4, 4-4-1983]
Failure to comply with the requirements of Sections 125.100 and 125.110 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 125.100 and 125.110 may be punished as provided in Chapter 110 of this Code.
[Ord. No. 101 §4, 4-4-1983]
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 official duties.
[Ord. No. 101 §4, 4-4-1983]
Every department head shall evaluate the job performance of every employee in his/her department and submit his/her evaluations to the City Council. The department head's evaluation of his/her employees shall be submitted to the City Council at such time and on such date as the City Council may from time to time designate, but not less than semi-annually. The City Clerk shall provide the department heads with a standard evaluation sheet, approved by the City Council, to assist the department heads in evaluating the job performance of his/her employees.
[Ord. No. 146 §2, 4-1-1985; Ord. No. 357 §§1-2, 12-2-1991; Ord. No. 475 §1, 5-15-1995; Ord. No. 588 §1, 10-20-1997; Ord. No. 1236, 4-19-2021]
A. 
Overtime will be paid in excess of forty (40) hours worked per week for regular employees and in excess of forty-three (43) hours for law enforcement employees. All overtime must receive prior approval from the department head/supervisor. Overtime will be compensated at the rate of one and one-half (1 1/2) times the employee's hourly rate. City employees may specify overtime compensation as time off to be used at a later date. (Note: Maximum Compensation Hours: Eighty (80) hours, anymore hours accumulated above this will be paid out. Comp hours are to be used in the same calendar year when applicable. No more than eighty (80) hours of comp hours may be held at any time by an employee. The only exception is the school resource officer, whose comp hours are depleted when school is not in session.
B. 
NOTE: An officer who is required to work overtime and the overtime is paid for by grants from a Federal or State Government, the said officer shall be paid at the current rate of thirty dollars ($30.00) per hour for each hour of overtime worked.
[Ord. No. 1107, 11-6-2017]
[Ord. No. 101 §4, 4-4-1983; Ord. No. 320 §1, 11-19-1990; Ord. No. 598 §1, 2-17-1998; Ord. No. 620 §1, 12-21-1998; Ord. No. 816 §1, 3-5-2007; Ord. No. 1029 §1, 8-17-2015; Ord. No. 1033 §1, 10-5-2015; Ord. No. 1236, 4-19-2021]
A. 
All regular employees (full-time and part-time employees who work a minimum of thirty (30) hours) for the City of Scott City shall receive normal compensation for the legal holidays listed below and any hours during which the public offices of the City shall be closed by special proclamation of the Mayor with the approval of the City Council. Introductory employees shall be considered for purposes of this Section to be regular employees. Holidays to be observed are:
New Year's Day
January 1
Martin Luther King, Jr.
Third Monday in January
Presidents Day
Third Monday in February
Good Friday
Friday before Easter, normally in April
Memorial Day
Last Monday in May
Independence Day
July 4
Labor Day
First Monday in September
Columbus Day
Second Monday in October
Veteran's Day
November 11
Thanksgiving
Last Thursday in November
Friday after Thanksgiving
Following last Thursday in November
Christmas Eve
December 24
Christmas Day
December 25
Day after Christmas
December 26
New Year' s Eve
December 31st
B. 
The standard shall be the number of holidays in a particular year which will be celebrated by employees working a forty-hour week, Monday through Friday. For this group, when a holiday falls on Sunday, the following Monday shall be observed as the holiday. When a holiday falls on Saturday, the preceding Friday shall be observed as the holiday
** In the example of Christmas falling on a Saturday the preceding Friday shall be observed and the Monday following Christmas will be observed as the Day after Christmas. For regular employees, who are scheduled to work on the designated holiday the employee will be paid time and one-half.
[Ord. No. 128, 5-21-1984; Ord. No. 835 §1, 2-4-2008; Ord. No. 1029 §1, 8-17-2015; Ord. No. 1034 §1, 10-5-2015; Ord. No. 1236, 4-19-2021[1]]
A. 
Years Of Eligible Service, Vacation Hours Earned.
Years of Eligible Service
Vacation Hours Earned
0 — 1 years of service
N/A
After 1 year of service
40 Hours
After 2 — 3 years of service
80 Hours
After 3 — 5 years of service
120 Hours
After 10 years
168 Hours
B. 
Vacation leave may not be carried from one year to the next. Accrued vacation time is treated as use it or lose it, except for newly hired employees who are unable to use accrued vacation time in their first year due to their anniversary hire date, (see below for example). Vacation must be used by December 31st of the calendar year; any unused vacation will be forfeited. All employees that have served the city for an excess of one year will have their vacation renewed each January and must use accrued hours within that calendar year. A day is equal to the employees scheduled work hours.
Example of new hire: Employee hired in December of previous year earns 1st year of vacation in December of next year. Employee may not be able to use all forty (40) hours in this time frame so they may carry over those unused hours. *** this only applies to first year new hires, that have been hired with less than six (6) months left of the calendar year. If employee is hired in the months of January to June, they would be expected to use vacation hours by the end of the calendar year or they will be forfeited.
C. 
NOTE: The City will no longer be providing a vacation buyout. All accrued vacation must be spent in the calendar year or the employee forfeits the vacation. The City strongly encourages employees to take time-off that has been accrued. Time-off helps employees to keep from losing job duty effectiveness and provides employees to take care of personal matters that cannot be handled during regular working hours. Therefore, the City has taken the strong stance of enacting a "use it or lose it" policy. Employees cannot be denied from using accrued vacation time but must also use the time-off in a way that does not hinder the operations of the department. Vacation times shall be spread out throughout the year. Employees with seniority will have first choice of the first week of their vacation and then will be passed down per seniority. Once the first week of vacation is placed on the calendar the rotation will occur once again until all allotted vacation time for all employees has been recorded. The calendar is to be completed every January as this is the month in which vacation renewal occurs.
D. 
NOTE: Seniority has priority but may only schedule one (1) week of their vacation at a time before starting the rotation. This ensures fairness to all employees as gives each an opportunity to take off special event times such as summer vacations and holidays.
E. 
Vacation Requirements.
Beginning in January of each year an employee receives vacation renewal and receives the full allotted amount of vacation if they maintain employment for the calendar year (this applies to any employee who has served the City in excess of one (1) year). If an employee decides to terminate their employment prior to the end of the calendar year that employee will obtain a prorated vacation. Regular employees receive an accumulated vacation total for each day worked (** Please see break down below**) Based upon the length of years served with the City, the employee could receive up to the maximum of one hundred sixty-eight (168) hours of accrued vacation in one (1) calendar year. Prorated vacation accrual does not apply to employees who have reached retirement qualifications with the City or are excused from the City for other reasons than misconduct or job performance.
Prorated Schedule:
Example: 40 hours = (3.33 hrs. per month x 12), Employee receives a total accrual of 3.33 hour per month based on a forty (40) hour vacation total accrual possibility.
40 hours = 3.33 hours per month
80 hours = 6.67 hours per month
120 hours = 10 hours per month
168 hours = 14 hours per month
[1]
Editor's Note: Ord. No. 1236 also changed the title of this Section from "Vacation/Vacation Buyout" to "Vacation."
[1]
Editor's Note — Ord. No. 508 §1, adopted on 2-5-1996 repealed §125.165 which originally derived from ord. no. 423 §1, 3-7-1994.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 558 §1, 5-5-1997; Ord. No. 1236, 4-19-2021]
A. 
Full-time City employees shall earn sick leave with full pay at the following rates:
0 — 10 years
4 hours per month
10 years and over
8 hours per month
B. 
Sick leave shall accrue from the date of employment. Sick leave is accumulated monthly and may never be taken in advance of the time earned. Sick leave may be accumulated up to four hundred eighty (480) hours. Any hours earned exceeding 480 are forfeited.
C. 
An employee may be eligible for sick leave for the following reasons:
1. 
Personal illness or physical incapacity.
2. 
Quarantine of an employee by a physician.
3. 
In recent events such as the COVID-19 pandemic, the employer themselves may require an employee to quarantine. During an event such as this, the employee is not subject to using sick time and will not lose pay during this time as the employer has enforced the leave. This is subject to administration discretion and may be changed at any time and is determined on a case-by-case analysis. Proper paperwork proving need to quarantine may also be requested.
D. 
An employee who is unable to report for work because of the illness or medical reasons shall report the reason for their absence to their supervisor before the time they are expected to report for work.
E. 
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.
F. 
Any employee who tested positive for COVID-19 or has been told to quarantine must serve the ten (10) days minimum isolation period as required by the County before returning to work. Documentation proving the employee was made to quarantine or tested positive may and shall be requested to ensure the illness is noted and employee's job position is not in jeopardy due to having to follow County and City guidelines regarding to COVID-19.
G. 
An employee terminating employment from the City shall not be allowed the use of sick leave in the last two (2) calendar weeks of employment. If an employee is ill or has been told to quarantine documentation from a physician of the illness will be requested if illness occurs during last two (2) weeks of employment. Unused sick leave will not be compensated for in any way at the time of resignation or dismissal of an employee.
H. 
Abuse of sick leave privileges may result in disciplinary action including termination. Sick leave is NOT a benefit to be equated with vacation time or personal leave.
I. 
NOTE: Sick leave should be taken for illness or scheduled doctor's sick visits only. Sick leave should never be considered as personnel time off. The City grants each employee two (2) personal days and also offers comp time to hourly employees in lieu of overtime pay and they may use this time as extra personal time.
[1]
Note — Per ord. no. 558 §2, all sick leave accrued by any employee prior to May 5, 1997, shall not be affected by the passage of this section.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 641 §1, 11-1-1999; Ord. No. 718 §1, 3-17-2003]
A. 
An employee shall be entitled to a total of twelve (12) work weeks of leave without pay during any twelve (12) month period for any one (1) of the following:
1. 
Because of the birth of a son or daughter of the employee and in order to care for such son or daughter.
2. 
Because of placement of a son or daughter with the employee for adoption or foster care.
3. 
In order to care for a spouse, or a son, daughter or a parent of the employee, if such spouse, son, daughter or parent has a serious health condition.
4. 
Because of a serious health condition that makes the employee unable to perform the functions of the position of such employee. However, if the employee elects unpaid leave due to a serious health condition under this paragraph, all unearned sick leave for said period accumulated under Section 125.170 shall be forfeited.
B. 
Maternity And Paternity Leave. The City shall grant one (1) additional week paid maternity and paternity leave. This paid leave will be in addition to current sick-time and accrued vacation time. This leave will allow for the parent to attend to the duties of a newborn or adopted child. Additional maternity and paternity leave shall be taken in accordance with the Federal Family Medical Leave Act. An employee may also request to use vacation and personal time for this leave as well and would have to have this pre-approved by their supervisor.
[Ord. No. 1236, 4-19-2021]
C. 
This Section shall be construed to compliment the provisions of the Family and Medical Leave Act as set forth in Chapter 29 Section 2612 of the Federal Code.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 1236, 4-19-2021]
The City Council may authorize special leaves of absence with or without pay for any period that does not 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 job duties of the employee that will benefit the City. The City may share the cost or up to one hundred percent (100%) of the tuition costs if the course is completed successfully. Any full-time City employee who takes schooling or training paid for by the City, the completion of which will result in a promotion or pay increase to said employee, shall be required to sign a promissory note obligating said employee to re-pay the City its cost for schooling or training if the employee leaves the City within the first year following course completion. This does not apply to in-house training provided within the employee's department or any training or schooling required for an employee to maintain their present position or certifications.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 1236, 4-19-2021]
An employee may be granted up to three (3) working days leave with pay as needed in the event of the death of his/her spouse, child, mother, father, sister, brother, mother-in-law, father-in-law, grandmother, grandfather, or any other immediate close relative. Such leave shall not be deducted from either sick leave or vacation leave.
[Ord. No. 101 §4, 4-4-1983; Ord. No. 1236, 4-19-2021]
An employee shall be granted leave with pay when required to be absent from work for jury duty or as a trial witness. Employee must provide documentation to the City confirming this absence.
[Ord. No. 316 §1, 10-1-1990; Ord. No. 1236, 4-19-2021[1]]
Sixteen (16) hours leave with pay shall be granted to each regular employee (who has worked for the City more than one (1) calendar year). Requests for this leave must be approved by the employee's supervisor. Personal hours must be used during the calendar year and may not be carried over.
[1]
Editor's Note: Ord. No. 1236 also changed the title of this Section from "Yearly Leave" to "Yearly Leave (Personal Hours)."
[Ord. No. 101 §4, 4-4-1983; Ord. No. 1236, 4-19-2021]
Special leave may be granted with or without pay to an employee for reasons not previously covered, on an individual basis and upon approval of the City Council, City Administrator or Mayor. Department Head must also be notified of such request before it is presented to the above officials.
[Ord. No. 304 §1, 5-7-1990; Ord. No. 717 §1, 3-17-2003]
A. 
Neither the City, nor any of its authorized agents empowered to recruit, process, hire, promote, authorize leave, overtime, outside employment, vacation time, or empowered to perform any other act as a supervisor of City employees shall discriminate against any employee on the basis of race, color, religion, national origin, sex, ancestry, handicap, or age in violation of the Missouri Human Rights Act, Chapter 213, RSMo. In addition, the City and all of its officers shall make its premises available for the use of any of its employees without regard to race, color, religion, national origin, sex, ancestry, handicap, or age, and that there shall be no discrimination against employees on said grounds with respect to use of facilities of the City.
B. 
In addition, no person shall be discharged, demoted, dismissed or otherwise discriminated against for reporting to appropriate authorities criminal conduct of his or her superior.
[Ord. No. 101 §4, 4-4-1983]
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 205, entitled "Fire Department" and Chapter 200, entitled "Police Department" shall apply to those employees of those departments.
[Ord. No. 127 §§1-10, 5-21-1984; Ord. No. 130 §1, 6-18-1984; Ord. No. 136 §1, 8-20-1984; Ord. No. 145 §1, 2-18-1985; Ord. No. 186 §§1-6, 2-2-1987; Ord. No. 203 §1, 7-6-1987; Ord. No. 204 §1, 7-6-1987; Ord. No. 272 §1, 8-21-1989; Ord. No. 361 §§1-2, 12-2-1991; Ord. No. 363 §§1-2, 2-1-1992; Ord. No. 375 §1, 8-17-1992; Ord. No. 455 §1, 12-5-1994; Ord. No. 457 §§1 — 2, 1-16-1995; Ord. No. 462 §§1 — 2, 2-6-1995; Ord. No. 467 §1, 2-21-1995; Ord. No. 471 §§1 — 2, 4-3-1995; Ord. No. 477 §1, 5-15-1995; Ord. No. 565 §§1 — 5, 6-16-1997; Ord. No. 582 §1, 9-15-1997; Ord. No. 616 §1, 9-21-1998; Ord. No. 635 §§1 — 2, 7-19-1999; Ord. No. 639 §1, 10-4-1999; Ord. No. 655 §1, 3-20-2000; Ord. No. 657 §§1 — 3, 4-17-2000; Ord. No. 659 §1, 6-19-2000; Ord. No. 688 §1, 7-16-2001; Ord. No. 717 §1, 3-17-2003; Ord. No. 748 §1, 2-2-2004; Ord. No. 906 §1, 10-18-2010; Ord. No. 978 §1, 8-5-2013]
Positions in departments shall be determined by the City Council, with the advice of the department heads and City Administrator and shall be set forth in the City's Personnel Code. The salaries for the employees shall be as set forth in the budget. Individual salaries are subject to amendment by department heads as may be allowed by the City Council with budgetary guidelines.
[Ord. No. 389 §§1 — 3, 11-2-1992; Ord. No. 528 §1, 9-3-1996]
A. 
Any full-time City employee or any member of the Scott City Volunteer Fire Department who attends any school, seminar or other training paid by the City, or receives reimbursements for any meals, lodging or travel expenses for attendance at any such school seminar or training, shall be required to sign a promissory note obligating said employee to repay the City it's costs for said school seminar or training, or meals, lodging and travel expenses related thereto, for the year preceding the date the employee leaves the City's employment. However, this Section shall not apply to an employee who is required to leave the City's employment due to reorganization of the City's departments, budgetary constraints, or the employee being required to leave due to a medical condition prohibiting him or her from performing job duties.
[Ord. No. 1172, 1-6-2020; Ord. No. 1270, 4-18-2022]
B. 
Said promissory note shall be in substantially the same form as set forth in Exhibit "A" which is on file in the City Clerk's office and is incorporated herein by reference.
C. 
This Section shall not apply to in-house training provided within the employee's department or any training or schooling required for an employee to maintain his or her present position and pay grade.
[Ord. No. 615 §1, 9-21-1999]
A. 
Any City employee governed by this Chapter of the Code and any City Official governed by Chapter 115 of the Code may be entitled to be reimbursed for his/her actual out of pocket legal expenses incurred in defending a civil or criminal action brought as a result of the officer or employees discharge of his duties with the City, provided:
1. 
The legal action is resolved in favor of the officer or employee, and
2. 
The officer or employee has executed with the City an indemnity agreement prior to the act or omission of the officer or employee which gave rise to the legal action, and
3. 
The indemnity agreement shall be in the same form as set forth in Exhibit A to this Section 615, which is on file with the office of the City Clerk and is incorporated herein by reference.
[Ord. No. 958 §1, 9-17-2012]
In the event any officer, agent or employee of the City of Scott City (whether full-time, part-time or volunteer), who receives wages or remuneration from the City has incurred or incurs a monetary debt to the City, which is allowed to become delinquent, the City shall be entitled to reduce payment of wages or other remuneration to said employee by the amount of the monetary debt which is delinquent. The procedures to implement this Section shall be as set forth in the personnel handbook, which shall be provided to all employees.
[Ord. No. 637 §1, 9-7-1999; Ord. No. 1236, 4-19-2021]
A. 
Policy Statement. It is the policy of the City of Scott City that sexual harassment by any employee, commission member, board member, Mayor, Council Member, member of the public or employees of outside organizations will not be tolerated. Sexual harassment is generally considered to be a violation of the sex discrimination provisions of Title VII of the 1964 Civil Rights Act and subsequent amendments. Under no conditions will verbal and/or physical conduct of sexual nature toward any employee be condoned; nor the creation of a hostile work environment based on items, materials, speech, or action of a sexual nature. This includes such situations as employment, promotions, wage, and salary increases, and any other circumstances that might contribute to an intimidating, hostile, or offensive work environment.
1. 
Unwelcome sexual advances, request of sexual favors, verbal or physical conduct of a sexual nature, or submission to such conduct is made a term or condition of an individual's employment:
a. 
Submission to or rejection of such conduct by an employee is used as a basis for employment decisions affecting the individual or such conduct creates an intimidating, hostile, or offensive work environment. Any employee who sexually harasses or falsely accuses someone of sexually harassing shall be subject to appropriate disciplinary action.
B. 
Employee Duties. Any employee who feels that they are the victim of sexual or other forms of harassment should take the following steps:
1. 
Make your feelings known in clear terms to the person who you believe is harassing you. Advise them that you are required to document the circumstances and the conversation. Address the problem immediately, rather than waiting until the incident escalates.
2. 
Immediately advise your department head or supervisor. If your immediate supervisor is responsible for the alleged harassment contact the department head or the City Administrator.
C. 
Supervisor's Duties. If an employee makes a complaint, the supervisor is required to begin an immediate investigation that includes a complete statement from the victim and a statement from the alleged perpetrator(s). The supervisor will also include his statement of counseling to both parties.
1. 
The victim will be offered to include counseling, if desired. The victim will also be directed to note and report any further complaints. The supervisor will assure the victim that the department will not tolerate any forms of reprisal and that any complaint made in good faith will be addressed and not held against the complainant.
2. 
The employee alleged to have committed the harassment will be counseled as to the possible results of their actions, including possible termination and possible civil action by the victim.
3. 
The supervisor will then advise the victim of the results of the investigation.
4. 
The final report will be forwarded directly to the City Administrator and/or Mayor for review.
5. 
If any employee persists in prohibited conduct, after being counseled by the supervisor, he/she will be ordered to the City Administrator for action as directed by the policy on discipline.
D. 
Confidentiality. All internal investigations taken to resolve complaints of sexual harassment shall be conducted confidentially and shall be closed records under the Missouri Sunshine Law. Parties required to make statements will refrain from discussing the situation to fellow employees, other City Officials or the public.