[Ord. No. 2010-19 § 1, 8-5-2010]
A.
The Mayor and Board of Aldermen shall be the ultimate policy making
authority for the City of Maysville in matters pertaining to personnel
administration. Changes in the personnel policies, compensation and
classification plan or fringe benefits shall not be effective unless
approved by the Board of Aldermen by ordinance.
B.
Upon adoption by the Board of Aldermen, these policies and procedures
shall supersede all personnel policies, procedures, rules and regulations
previously adopted. Amendments to this Manual shall become effective
upon adoption by the Board of Aldermen, or on such date as designated
by the governing body.
C.
The Mayor and the Board of Aldermen are responsible for the employment
of all salaried and hourly personnel. All individuals appointed by
the Board of Aldermen shall be appointed by motion, which upon being
passed shall be entered in the minutes of the Board. The salaries
of all employees shall be approved by the Board of Aldermen by motion
duly entered in the minutes. The salaries of elected officials shall
be fixed by ordinance as per Section 79.270, RSMo.
[Ord. No. 2010-19 § 1, 8-5-2010]
A.
All data relating to employee status, performance and qualifications
will be kept in appropriate confidential files as well as other employee
information that the Mayor and the Board of Aldermen shall deem necessary.
These files shall be considered the "official personnel records" of
the City.
B.
An employee may arrange to view his/her personnel file at any time
during normal working hours. Such review shall be in the presence
of one (1) of the following: Mayor, Alderman, City Clerk and/or the
Public Works Director.
C.
Any change in the employee's status, e.g., change of address,
telephone number, number of dependents, martial status, educational
achievements, etc., should be reported in writing to the City Clerk
within two (2) weeks of the occurrence.
D.
The Mayor, Alderman or City Clerk may verify the dates of employment
with the City and the latest or last position title held. No other
information concerning an employee shall be released to prospective
employers, collection agencies, credit bureaus, etc., unless the employee
has designated, in writing, the prospective employer, collection agency,
credit bureau, etc., as his/her [the employee's] representative.
The City of Maysville does comply with the Missouri Sunshine Law.[1]
[Ord. No. 2010-19 § 1, 8-5-2010]
Any employee regularly scheduled less than forty (40) hours
weekly will be considered to be a part-time employee. Any employee
regularly scheduled forty (40) hours or more will be considered to
be a full-time employee.
[Ord. No. 2010-19 § 1, 8-5-2010]
Employment of relatives as full- or part-time employees shall be governed by the following provisions: Two (2) members of an immediate family shall not be employed under the same department, 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. This policy applies to promotions, demotions, transfers and new appointments. "Immediate family" is defined as wife, husband, and 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 who was employed by the City of Maysville prior to 1992 shall be discharged because of a prior violation of this Section. The penalty for violation is loss of position or employment as stated in the Missouri Constitution Article VII, Section 6. This rule applies to City employees, but not to private contractors hired by the City.
[Ord. No. 2010-19 § 1, 8-5-2010]
A.
All employees are expected to conduct themselves so as to provide
a favorable reflection of the City, and to demonstrate tact, be courteous
and use good judgment at all times. No employee in the service of
the City shall grant a special consideration, treatment or advantage
to any citizen beyond that which is available to every other citizen.
Employees shall observe all State laws regarding the prohibition of
financial or other private interest in any proposed City legislation
or sale of any material, supplies, equipment or services to the City.
1.
Customer Service.
a.
To improve the quality of service provided to our customers
and ensure greater customer service is provided to all customers,
both internally and externally. Customers are our priority, and the
quality of service provided by employees should leave them with a
feeling of having had a pleasant experience. All customers should
be welcomed and made to feel they are important. Most people will
visit City Hall and its employees at least one (1) time during their
lifetime as a resident. City employees get one (1) chance to make
a good impression.
(1)
Be Present. Be engaged in your work and be present
for each other and the customers. Focus on the customer. Remember,
customers are not an interruption of our time; they are the reason
we are here. Your voice and body mannerisms inform the customers how
we feel about handling their request. Try not to act preoccupied or
bothered or let frustrations carry over.
(2)
Make Their Day. Engage your customers (internally
and externally) in ways which create energy and goodwill. Stop what
you are doing, smile and make eye contact.
(3)
Choose Your Attitude. There is always a choice
about the way you perform your job. Be friendly, hospitable and courteous.
(4)
Answer all customers' questions.
(5)
Always introduce yourself by giving your name and
in some cases even shake their hand.
(6)
Politely ask necessary/appropriate questions of
the customers in order to clarify their request and respond with the
proper information.
(7)
If you are unable to assist the customers, find/direct
them to the proper source: the correct person or department.
(8)
Don't point to requested material. Get up
and retrieve the material for a customer.
(9)
Give the customers what is asked for and go the
extra; offer more than is expected. Ask, "What else can we help you
with today?"
b.
Customer service isn't limited to a face-to-face transaction.
When the telephone rings, our good customer habits need to be in place.
(1)
Have a goal of answering the telephone within three
(3) rings.
(2)
The first few seconds makes an impression on our
customers. Answer with enthusiasm and with a smile in your voice.
(3)
Your tone of voice makes a difference. You should
not be rough, sharp or discourteous.
(4)
Customers should never feel that they or their
inquiries are a nuisance.
(5)
When answering calls, never leave the customer
on hold continuously; go back to the customer within a couple of minutes
to let them know you have not forgotten them. This usually makes the
customer feel better about remaining on hold.
(6)
If you take a message, always assure the customer
their call will be returned within a reasonable time or date. Write
it down.
(7)
When transferring a telephone call, ensure first
that you cannot take care of the problem. Then before hanging up when
transferring, ask the department if they can handle the call. If the
answer is "no," take the person's name and number and have the
proper department call them back.
(8)
When dealing with an upset customer:
c.
When you discuss a problem and show you are concerned about
the problem, the customer will calm down and usually will come to
an agreement with you.
2.
Employee Standards Of Behavior. The proper and ethical operation
of the City of Maysville requires that employees to be independent,
impartial and responsible to all the people. In small towns, citizens
and employees often encounter each other in various social settings
outside of City Hall. It is important that staff remember that each
and every member of the community shall be treated in the same fashion.
a.
Demonstrate the highest standards of personal integrity, truthfulness,
honesty and patience in all our public activities in order to inspire
public confidence and trust.
b.
Serve in such a way that no undue personal gain from the performance
of our official duties is received.
c.
Avoid any interest or activity that is in conflict with the
conduct of our official duties.
d.
No alcohol or drug use while on duty. Offenses of this type
will not be tolerated and employees are subject to immediate dismissal.
(1)
Use of alcohol is a personal choice; however, all
employees must strictly adhere to all local, State and Federal laws
when drinking in public when off duty.
(2)
The City of Maysville currently has coverage for
counseling and other services should an employee request assistance.
(3)
Serve the public with respect, concern and courtesy
and responsiveness, recognizing that service to the public is beyond
service to oneself.
(4)
No foul language or gestures on or off duty to
other community members.
(5)
No threats of violence against particular members
of the community.
(6)
No acts of violence against particular members
of the community.
(7)
No gossip regarding employees or other members
of the community.
(8)
Any form of proven retaliation against other staff
or members of the community will not be allowed. Any employee of the
City of Maysville found to be engaged in this behavior could be subject
to immediate dismissal.
e.
Acknowledge there are two (2) sides every problem and/or issue.
Respect the other members' of the community right to voice their concerns,
complaints or questions without fear of retribution.
f.
Strive for personal professional excellence and encourage the
professional development of our associates.
g.
Approach our organization and operational duties with a positive
attitude and constructively support open communication, creativity,
dedication and compassion.
h.
Respect and protect the privileged information to which we have
access in the course of official duties.
i.
Maintain an open mind and remain current on emerging issues
and administer the public's business with professional competence,
fairness, impartiality, efficiency and effectiveness.
j.
Respect, support, study and when necessary, work to improve
Federal and State constitutions and other laws that define the relationship
among public agencies, employees, and all citizens.
[Ord. No. 2010-19 § 1, 8-5-2010]
City employees are expected to dress and groom themselves appropriately
for their required duties and responsibilities, and as described by
departmental policies. Office employees are expected to dress professionally;
however, the Board of Aldermen recognizes the office employees are
often called upon for other tasks outside the office. The following
is not considered proper office attire: shorts, bare midriffs, overalls,
or any clothing appearing "dirty" or exhibiting holes and torn areas.
Clothing shall not promote alcoholic, tobacco products or any other
item considered promiscuous. Also, all body piercing and tattoos must
be covered at all times. Should office employees not comply with this
dress code they will be sent home at their own expense to change and
return to work.
[Ord. No. 2010-19 § 1, 8-5-2010]
An employee shall not accept any gifts, gratuities or loans
from organizations, business concerns or individuals with whom an
official relationship exists. These limitations are not intended to
prohibit employees from accepting social courtesies, which prompt
good public relations. Employees in direct contact with the public
must guard against any relationship which might be construed as evidence
of favoritism, coercion, unfair advantage or secret agreement.
[Ord. No. 2010-19 § 1, 8-5-2010]
No employee of the City shall have any financial interest in
or receive profit from any contract, service or other work performed
by the City. Nor shall any employee personally profit, directly or
indirectly, from any contract, sale or service between the City and
person or company. No employee shall accept fees on performed services
from his/her municipal employment from an outside firm or person.
[Ord. No. 2010-19 § 1, 8-5-2010]
A.
All City equipment will be stored at designated City storage areas.
No City employee shall, without proper authorization, use any property,
equipment, vehicles or any other City owned materials for private
gain, use or convenience. An employee authorized to drive a City vehicle
must have a valid and current Missouri operator's license and is required
to observe all traffic laws. If employee's license is revoked
or suspended, the employee must notify the Mayor or Aldermen immediately.
B.
Internet access is provided for legitimate business use in the course
of your assigned duties and employees should restrict their use of
the Internet and e-mail to official purposes. Employees should be
aware that the Mayor or Aldermen may monitor employee use of the Internet
and e-mail or review the contents of stored e-mail records at any
time to ensure the integrity of the systems, and such communications
should not be considered private. Inappropriate use may result in
disciplinary action up to and including dismissal.
C.
Inappropriate use includes, but is not limited to:
1.
Unauthorized attempts to access another person's e-mail.
2.
The transmission of sensitive or proprietary information to
unauthorized persons or organizations.
3.
Accessing or transmitting material or information from obscene
or indecent websites.
4.
The transmission of obscene or harassing messages or material
to any other individual.
5.
Any illegal or unethical activity or any activity that could
adversely affect the City.
D.
Employees are strongly discouraged from using the City Internet and
e-mail systems for personal use. Excessive personal use of the company's
electronic communications systems may subject employee to disciplinary
action, up to and including termination.
[Ord. No. 2010-19 § 1, 8-5-2010]
Any employee leaving the City's service for any reason,
whether resignation, dismissal, layoff or termination, will be responsible
for returning City property which he/she may have in his/her possession
on his/her last day of employment.
[Ord. No. 2010-19 § 1, 8-5-2010]
No employee is allowed to use any City accounts and or services
for his or her personal use. A written warning will be issued for
the first violation of this policy. If there is a second violation
of this policy, the employee will be terminated.
