[Ord. No. 2010-19 § 1, 8-5-2010]
The Board of Aldermen may create a vacancy by establishing a
position with a job description. Any vacancy shall be advertised in
a local newspaper for at least two (2) weeks. Written job applications
will be accepted by the City Clerk.
[Ord. No. 2010-19 § 1, 8-5-2010]
Appointments to positions with the City shall be made on the
basis of ability, training and experience. The City of Maysville does
not discriminate in employment opportunities or practices on the basis
of race, color, religion, sex, national origin, age, disability or
any other characteristic protected by law. All other qualifications
being equal, preference will be given to residents of the City of
Maysville.
[Ord. No. 2010-19 § 1, 8-5-2010]
The Mayor and Board of Aldermen shall establish reasonable minimum
standards as to character, intelligence, and ability to meet the public
and physical condition as necessary for satisfactory job performance.
The Mayor and Board of Aldermen may require such qualifying examinations
as they may deem necessary. The Mayor and Board of Aldermen shall
be responsible for all appointments and employment procedures. (See
RSMo. 79.230.)
[Ord. No. 2010-19 § 1, 8-5-2010]
Accuracy of the information on applications for employment may
be verified, including background checks, employer and salary inquiries
and references. This information will not be available for review
by the applicant/employee.
[Ord. No. 2010-19 § 1, 8-5-2010]
Each employee receiving an appointment or a promotion to a new
position must serve an introductory period of six (6) months before
the appointment or promotion shall be considered completed. During
the employee's six-month introductory period, the employee's
work habits, abilities, attitude, promptness and other pertinent characteristics
will be observed and evaluated by the Mayor and Board of Aldermen.
If the introductory employee fails to meet required standards of performance,
such employee may be dismissed, or introductory period extended, or
if he/she is a promoted employee, the employee may be restored to
the position from which he/she was promoted or to a comparable position.
[Ord. No. 2010-19 § 1, 8-5-2010]
A.
It is the duty of every employee to attempt to correct any faults
in performance when called to his/her attention and to make every
effort to avoid conflict with the City's rules and regulations.
It is the duty of the Board of Aldermen or Mayor to discuss improper
or inadequate performance with the employee in order to correct the
deficiencies and to avoid the need to exercise disciplinary action.
Discipline shall be, whenever possible, of an increasingly progressive
nature, the steps of progression being: verbal warning, written warning,
suspension, with or without pay, or termination of employment. There
may be circumstances when one (1) or more steps are bypassed due to
employee problems that are serious enough to justify suspension or
termination.
B.
The City is setting out some of the following grounds for demotion,
suspension or termination of any employee: conviction of a felony
or other crime involving moral turpitude, acts of incompetence, absence
without leave, acts of insubordination, intentional failure or refusal
to carry out instructions, misappropriation, destruction, theft or
conversion of City property, refusal or neglect to pay just debts,
employee subsequently becomes physically or mentally unfit for the
job, acts of misconduct while on duty, willful disregard of orders,
habitual tardiness and/or absenteeism, falsification of any information
required by the City, failure to properly report accidents or personal
injuries, neglect or carelessness resulting in damage to City property
or equipment, repeated convictions during employment on misdemeanor
and/or traffic charges, violation of drug-free workplace policy. Nothing
in this Subsection is meant to alter the Board of Aldermen's
rights to impose discipline under Section 79.240, RSMo.
C.
A written notice shall be given to each employee stating the reasons
for the disciplinary action and the date it is to take effect. The
notice is to be given to the employee at the time such action is taken
and in any event not later than three (3) working days from the date
of action. A copy of the notice, signed by the employee, will be placed
in the employee's file and shall serve as prima facie evidence
of delivery.
D.
An employee may be suspended, reduced in pay or class or removed
at any time by the majority vote by the Board of Aldermen.
[Ord. No. 2010-19 § 1, 8-5-2010]
An employee who desires to terminate his or her service with
the City shall submit a written resignation to the Mayor with a copy
to the City Clerk, at least fourteen (14) calendar days prior to the
final day of work. The written resignation shall state the reason(s)
for leaving. Under extenuating circumstances, the Mayor and Board
of Aldermen may agree to a shorter period of notice. Failure to comply
with this rule may be a cause for denying future employment by the
City. The City undertakes to give notice of intent to terminate an
employee's position fourteen (14) days in advance of the termination
date except in the case of emergency or termination for extreme cause.
[Ord. No. 2010-19 § 1, 8-5-2010]
A.
City employees shall not be appointed, retained or discharged by
reason of their political party or 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.
B.
Employees are expected to exercise their right to vote, but shall
not actively support or oppose the candidacy of any person during
working hours or while using City-owned premises, equipment or vehicles.
