[Ord. No. 18-07, 3-12-2018]
A.
The City of Oronogo is an Equal Opportunity Employer. Our established
policy is that there is to be no discrimination because of race, religion,
color, national origin, ancestry, marital status, sex, age, political
affiliation, disability, or veteran status. It is equally the practice
and policy of the City to comply with all applicable Federal, State,
and local labor laws.
B.
The Mayor is the general administrative head of the City, subject
to the advice and consent of the Board of Aldermen. The City Clerk
is the immediate Supervisor of office staff; the Chief of Police is
the immediate Supervisor of the Police Department and the Public Works
Supervisor is the immediate Supervisor for the Public Works Department.
C.
The Clerk is an appointed position pursuant to Section 79.320, RSMo.,
and, as such, is reappointed each year as set by ordinance. All other
personnel considered for employment are to be reviewed by the immediate
Supervisor and Mayor, and then approved by the Board of Aldermen.
Employment with the City is entered into voluntarily. The employee
is free to resign at will at any time and the City may terminate the
employment relationship at will at any time. Per Missouri law, with
or without notice or cause, so long as there is no violation of applicable
Federal, State, or local laws and as long as any procedures required
by applicable City ordinances and policies are followed. Nothing contained
in this manual or any other document provided to the employee is intended
to be, nor should it be construed as a contract or guarantee that
employment or any benefit will be continued for any period of time.
All benefits and conditions of employment are subject to change without
notice. Any salary figures provided to the employee in annual or hourly
form are stated for the sake of convenience and are not intended and
do not create an employment contract for any specific period of time.
[Ord. No. 20-45, 11-9-2020]
D.
Each new employee receiving an appointment or being hired to a position
in the City shall serve a probationary period of ninety (90) consecutive
days. During the probation, the employee's work habits, ability, attitude,
promptness, and other pertinent characteristics will be observed and
evaluated by their Supervisor. During this period these employees
are not eligible for employment benefits. During this period, the
employee can be separated from the position at any time upon recommendation
of the Supervisor, as determined by the Mayor. Such former employee
may appeal to the Board of Aldermen. The decision of the Mayor may
be overturned only upon a two-thirds (2/3) vote of the Board of Aldermen.
No City keys will be given to an employee until the probation process
is completed.
E.
Part-time and seasonal employees are not eligible for any employee
benefits such as health insurance or vacations.
F.
Two (2) members of an immediate family shall not be employed under
the same Supervisor; neither shall any two (2) members of an immediate
family be employed at the same time, regardless of the Administrative
Department, if such employment will result in a employee supervising
a member of his/her immediate family. "Immediate family" is defined
as spouse, mother, father, siblings, child, stepchildren, mother-in-law,
father-in-law, son-in-law, daughter-in-law, grandparents, grandchildren,
stepparents, brother-in-law, and sister-in-law. No employee of the
City who was employed at the time of passage of the enacting ordinance
shall be discharged by reason of this Section. If two (2) employees
marry, neither one (1) may supervise the other.
G.
Upon termination of employment, employees are expected to deliver
all City property to their Supervisor or to the City Clerk's office.
[Ord. No. 18-07, 3-12-2018]
A.
City Hall Hours. Office hours: 8:00 A.M. — 5:00 P.M., Monday
through Friday, the Board of Aldermen shall approve any exceptions.
B.
Utility worker scheduled hours are set at the discretion of the Department
Head and Mayor. Emergency call-outs shall be calculated as overtime.
The Board of Aldermen shall approve any exceptions.
[Ord. No. 20-45, 11-9-2020]
C.
Police Department hours are established by the Chief of Police.
D.
All employees will be expected to clock in and out each day, including
clocking out for lunchtime; and time off for personal errands, when
feasible. Employees who are unable to check due to job duties shall
accurately account for time worked. Time cards shall be available
for inspection by the Mayor and Board of Aldermen. Each regular employee
will be furnished a door key to clock in or out as needed before or
after regular office working hours.
E.
Lunch And Breaks. One (1) hour lunch unpaid and two (2) paid breaks
of fifteen (15) minutes per eight-hour shift. Utility workers get
one-half (1/2) hour for lunch unpaid.
F.
Tardiness and payroll are figured on fifteen (15) minute integrals
(i.e., eight (8) minutes to fifteen (15) minutes will be figured as
fifteen (15) minutes; and twenty-three (23) minutes to thirty (30)
minutes will be figured as thirty (30) minutes; and thirty eight (38)
minutes to forty-five (45) minutes will be figured as forty-five (45)
minutes; and fifty-three (53) to sixty (60) minutes will be figured
as sixty (60) minutes). Actual time worked must be recorded on timesheets.
G.
Habitual lateness is discouraged and can negatively affect an employee's
appraisals and be considered grounds for termination.
H.
Falsification of time records for payroll purposes is reason for
disciplinary action including possible termination of employment.
[Ord. No. 18-07, 3-12-2018]
[Ord. No. 18-07, 3-12-2018]
The minimum age for employment as a probationary employee shall
be eighteen (18) years of age. The minimum age for employment as a
seasonal employee shall be sixteen (16) years of age. Other age requirements
may be made for City employees per Statutory or City Code requirements.
[Ord. No. 18-07, 3-12-2018]
Employees are not required but are encouraged to live in the
City. This is to foster a greater concern for the welfare of the community
on the part of the employee. At the time of employment, if all other
factors are equal, City residents shall be given preference.
[Ord. No. 18-07, 3-12-2018]
A.
City employees shall not be appointed nor retained on the basis of
their political affiliation. City employees shall not take part in
political campaigns and shall not solicit funds to seek support for
the purpose of advocating or opposing the election of any candidate
for City office.
B.
No employee shall actively advocate or oppose the candidacy of any
individual for election to any City office.
C.
Any employee who files candidacy for any City office will be placed
on a leave of absence without pay for the period of the election.
Should the employee be elected, they must resign their employment
with the City.
D.
Employees may participate at other levels of government, provided
it does not adversely affect their performance as an employee or create
an impermissible conflict of interest. Employees are encouraged to
exercise their right to vote in all elections.
[Ord. No. 18-07, 3-12-2018]
A.
The City will provide for the treatment and care of on-the-job injuries
as provided by the City's Insurance Program.
B.
Employees are responsible for reporting any accident that happens
to them or to their coworkers during working hours or on City property.
All accidents and injuries on the job should be reported IMMEDIATELY
to the employee's Supervisor. It is IMPERATIVE that an accident report
is completed prior to the end of the work day, signed by the Supervisor,
and turned into the City Clerk's office promptly for processing. Accident
report forms are available in the City Clerk's office or from the
Supervisor.
C.
A written report should include all relevant circumstances surrounding
the accident, to include name and address, date, place, all people
involved, insurance information, driver's license information, and
other information relevant to the incident or accident, and any damage
done.
D.
All employees should have an emergency telephone number and contact
person listed with the City Clerk's office and it is the employee's
responsibility to update this as needed.
E.
Following accidents and injuries on the job, the employee will cooperate
with the City in providing any and all information required to comply
with all State or Federal laws, rules, or regulations, relating to
the recording and reporting of occupational accidents and injuries.
[Ord. No. 18-07, 3-12-2018]
A.
No full-time employee shall accept employment with another employer
which interferes or is in conflict with City services. Dismissal from
City employment can result from an employee not being at work when
scheduled. A request for outside employment shall be made, in writing,
and given to the Supervisor and/or the Mayor.
B.
Employees may not engage in any private business or activity nor
render any service for private interest when such employment or service
creates a conflict of interest. Conflicts of interest can cause an
employee to be dismissed from City employment.
[Ord. No. 18-07, 3-12-2018]
A.
It shall be the duty of each employee to maintain high standards
of conduct, cooperation, efficiency and economy in their work for
the City and service to the citizens of Oronogo. Whenever these standards
fall below a desirable standard, the Supervisor and/or the Mayor will
give an oral warning. If such actions continue, a written warning
will be given. Formal disciplinary measures will be taken as the next
step if so needed up to and including termination of employment. Some
acts of insubordination or failure of job performance are so serious
that no oral or written warning need be given and termination or adverse
action may be immediate. Such actions are, but not limited to, those
found in the discipline policy, Section 1, page 20.
B.
We are employed by the taxpayers of the City of Oronogo and our budget
is dependent upon business-like management and economical operation
of the City. All of us are expected to prevent waste and to practice
economy. Careful handling of equipment, economical use of supplies,
and turning off lights, water, and equipment will help save dollars.
We must all be concerned with rising costs of materials and supplies,
and every dollar we can save will result in savings to the City, the
taxpayers, costs of operation, and will enable the City to provide
the services and employees needed.
C.
Every employee of the City of Oronogo will comply with appropriate
OSHA requirements and standards to include mandated equipment and
footwear. Utility Workers must wear appropriate footwear that conforms
to the OSHA requirement for the job being performed. Open toed shoes
at no time will be considered acceptable footwear for outside workers.
D.
Personnel are prohibited from storing personal property on premises
owned or operated by the City of Oronogo, Missouri, and that the City
of Oronogo, Missouri, shall not accept responsibility for protection
of condition, use or damage of personal property stored or kept in
violation of this policy. The City of Oronogo expressly refuses any
bailee duty or liability for condition, use or damage of any personal
property stored in violation of this policy.
[Ord. No. 18-31, 7-9-2018]
E.
Employees
and personnel of the City of Oronogo are prohibited from smoking or
using tobacco products, including smokeless tobacco and tobacco inhalers
inside City of Oronogo vehicles and buildings owned by the City; and
personnel must follow all guidelines and ordinances limiting the proximity
of where smoking or use of tobacco may occur on City of Oronogo property.
[Ord. No. 23-06, 3-27-2023]
[Ord. No. 18-07, 3-12-2018]
A.
Lost Key Policy. Any employee losing keys shall pay for all costs
to change any locks affected by the loss and pay all costs for new
keys. The employee may choose to pay total at that time or may have
ten percent (10%) of total cost taken from his/her pay each week until
total is paid. If an employee leaves his/her job for any reason, any
total still owed must be paid in full.
B.
Lost Property Policy. Any employee losing any property belonging
to the City shall pay all costs to replace such property. This includes
any tools, pagers, supplies, equipment, or any other properties belonging
to the City. The employee may choose to pay total at that time or
may have ten percent (10%) of total cost taken from his/her pay each
week until total is paid. If an employee leaves his/her job for any
reason, any total still owed must be paid in full.
C.
Phone And Computer Policy.
1.
Personal use of City telephones and cellular phones for long-distance
and toll calls are not permitted. Employees should practice discretion
in using City phones when making local personal calls and shall be
required to reimburse the City for any charges resulting from their
personal use of the phone.
2.
All e-mail messages are City records. The contents of e-mail,
properly obtained for legitimate business purposes, may be disclosed
within the City without your permission. Therefore, employees should
not assume that messages are confidential.
3.
The City reserves the right to access and disclose as necessary
all messages sent over its e-mail system, without regard to content.
Since personal messages can be accessed by the City without prior
notice, employees should not use e-mail to transmit any messages they
would not want read by a third party.
4.
Computers, computer files, and e-mail system, access to the
Internet, software, two-way radios, cameras, and cellular phones furnished
to employees are City property and intended for City use. Employees
should not use a password, access a file, or retrieve any stored communication
without authorization. To ensure compliance with this policy, computer
and e-mail usage may be monitored.
5.
The City strives to maintain a workplace free of harassment
and sensitive to the diversity of its employees. Therefore, the City
prohibits the use of computers, the Internet, and the e-mail system
in ways that are disruptive, offensive to others, or harmful to morale.
6.
E-mail or the Internet may not be used to solicit others for
commercial ventures, religious or political causes, outside organizations,
or other non-City matters.
7.
Employees who violate this policy will be subject to disciplinary
action, up to and including termination of employment.
