[Ord. No. 18-07, 3-12-2018]
A. Grounds For Action. The following are declared to be grounds for
discipline, suspension or termination of any City employee:
1.
Conviction of a felony or other crime involving moral turpitude.
2.
Acts of incompetence or inefficient performance of duties.
4.
Acts of insubordination with one (1) appointed by the Mayor
and Board of Aldermen to supervise operations.
5.
Intentional failure or refusal to carry out instructions or
orders by one (1) appointed by the Mayor and Board of Aldermen to
supervise operations.
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 their duties with reasonable accommodation. This
is not to be construed to mean during medical leave an employee can
be disciplined.
9.
Acts of misconduct while on duty.
10.
Employee giving City keys to anyone other than City employees.
11.
Habitual tardiness and/or absenteeism.
12.
Falsification of any information required by the City.
13.
Failure to properly report accidents or personal injury.
14.
Neglect or carelessness resulting in damage to City property
or equipment.
15.
Repeated convictions of misdemeanor and/or traffic charges,
or conduct requiring intervention by police.
16.
Introduction, possession or use of intoxicating liquors or controlled
substances on City property, or proceeding to/from work under the
influence of alcohol or a controlled substance.
17.
Violation of this manual or Department procedure.
18.
Violation of regulations.
B. Disciplinary Actions.
1.
Oral Notice. An oral notice made to an employee should be noted
by the supervisor and placed in the employee's personnel file by the
City Clerk, specifying the date, time, and reason for the notice.
2.
Written Notice. Any written notice shall be given to each employee
stating the reason for the disciplinary action and the date it is
to take effect. A copy of the notice is to be signed and dated by
the employee and given to the City Clerk to place in the personnel
file.
3.
Suspension. The Mayor or Supervisor may suspend any employee,
with pay, pending disciplinary investigation. Any employee may be
suspended without pay and/or reduced in pay by the Mayor, with the
advice of the Supervisor. (Suspension shall not exceed thirty (30)
working days.) These actions shall be reported to the Board of Aldermen
at the meeting immediately following such action.
4.
Termination Of Non-Mayor Appointments. The Mayor or Supervisor
with the Mayor's approval, may terminate any employee for just and
reasonable cause, including violation of this Manual. (All full-time
employees shall be dismissed by written notice). Any terminations
of employees will be reported to the Board of Aldermen at the meeting
immediately following termination.
5.
Termination Of Mayor Appointments. Employees of the City that
are appointed by the Mayor with the advice and consent of the Board
of Aldermen or directly by the Board (City Clerk) may be dismissed
by the Mayor with the advice and consent of the Board of Aldermen
for cause, or upon a two-thirds (2/3) vote absent the Mayor's recommendation
for no cause, or for any cause, or may not be reappointed by the Mayor
at the time of appointment following the election of the Mayor.
6.
Meeting With Board Of Aldermen. Any employee discharged by the
Mayor or Supervisor may request a meeting with the Board of Aldermen
to state his/her side of the case. The employee must make this request,
in writing, and be given to the City Clerk within three (3) days of
discharge. The City Clerk must respond within three (3) days from
receipt of the request with an appeal hearing schedule.
7.
Evidence. Following such meeting, the Mayor, with the advice
and consent of the Board of Aldermen may take any action or no action
at all. Following such meeting, the employee shall have no further
appeal rights with the City.
[Ord. No. 18-07, 3-12-2018]
A. Minimum qualification for the operation of City owned motor vehicles
and privately owned vehicles while conducting official business:
1.
Any employee whose work requires that he/she drive City vehicles
must hold a valid driver's license. Certain positions or departments
within the City may require additional or specialized licensing requirements
as would be necessary to carry out the duties of the position.
2.
All new employees who will be assigned work entailing the operating
of a City vehicle will be required to submit to a Department of Motor
Vehicles driving record check as a condition of employment. Such checks
shall be processed by the City Clerk's office. A report indicating
a suspended or revoked license status may be cause to deny or terminate
employment.
3.
Prior to acceptance for employment with the City, an employee's
motor vehicle operator's record may be requested from the State Department
of Motor Vehicles. If a Department of Motor Vehicles review indicates
three (3) or more moving violations within three (3) years of the
date of review, the employee may be denied authorization to operate
a vehicle while representing the City. If the employment is incumbent
upon the ability to operate a vehicle, the prospective employee may
be denied employment.
4.
Employees operating City owned motor vehicles or privately owned
vehicles while conducting official business shall observe all traffic
laws, rules and regulations, and the dictates of common sense and
good judgment.
5.
If during the course of employment an employee exhibits a disregard
for acceptable safe driving procedures, the responsible supervisor
or City Administrator may deny further authorization to operate a
vehicle while representing the City. If operation of a motor vehicle
is required for the job position held by the employee, such denial
may also result in the dismissal of the employee.
6.
Any employee who operates a privately owned vehicle while conducting
official business for the City must maintain automobile liability
insurance in accordance with the State Financial Responsibility Law.
Employees who do not maintain minimum liability coverage will not
operate privately owned vehicles in an official capacity.
7.
Periodic checks of employee's drivers' licenses through visual
and formal Division of Motor Vehicles review checks shall be made.
Any employee who does not hold a valid driver's license will not be
allowed to operate a City vehicle until such time as he/she obtains
a valid license. Continued employment is based upon approval of the
Board of Aldermen.
8.
Any employee performing work which requires the operation of
a City vehicle must notify his/her immediate Supervisor or the Mayor
in those cases where his/her license is expired, suspended or revoked
and/or who is unable to obtain or has a required occupational permit
suspended or revoked. The continued employment of an employee who
fails to possess required licensure will be determined on a day to
day basis.
9.
City vehicles are for the exclusive use of City employees for
City Business. There shall not be any unauthorized passengers in any
City vehicle (except the transportation of prisoners by the Police
Department and/or ride-along with a signed waiver) that are not employed
by the City of Oronogo.
10. Take Home Vehicle Policy.
[Ord. No. 21-35, 8-24-2021]
a. Policy. It is the policy of the City of Oronogo and its Police Department
and Public Works Department to assign police vehicles and public works
vehicle to full-time sworn Police Officers and certain full-time public
works employees, including but not limited to the Public Works Director,
who reside within the designated range of the corporate limits of
the City of Oronogo for use pursuant to the guidelines as stated in
the Oronogo Police Department Policies and for public works employees
(“Employee”) for the policies and procedures as follows.
b. Vehicle Assignment Categories.
(1)
To be assigned such a vehicle, an employee must:
(a)
Reside within twenty (20) miles of the corporate limits of the
City of Oronogo (“City”). The length of mileage will be
measured taking the shortest distance from the employee’s residence
to the public works building for the City.
(b)
Be a full-time employee within the Public Works Department for
the City which requires the use of a vehicle for the employee to perform
the required duties of his or her position and the required vehicle
is specifically the vehicle assigned. Qualified required duties may
include on-call responsibilities that create a need for faster response
time and that a take home vehicle can facilitate compliance with the
required responses.
(c)
Probationary employees are not assigned a vehicle until they
have successfully completed probation.
(d)
Have and maintain a valid driver’s license issued by the
State of Missouri or the State of residency of the employee.
(2)
When an employee who is assigned a take home vehicle ends their
residency within twenty (20) miles of the City, such employee must
immediately notify the Director of Public Works and/or the Mayor of
the change and turn in the assigned vehicle.
(3)
The Director of Public Works and/or the Mayor may instruct the
employee to return the take home vehicle temporarily or permanently,
based on the needs of the City. If instructed to return the vehicle,
the employee shall return the vehicle upon that employee’s next
shift or at such time as agreed by the Director of Public Works and/or
the Mayor, with such time not to exceed forty-eight (48) hours.
(4)
Failure to return a vehicle as instructed will result in the
loss of this take home privilege.
c. Vehicle Assignment Requirements.
(1)
Any employee who has successfully completed probation and who
in the absolute discretion of the Public Works Director and the Mayor
are determined to perform the required duties that creates a need
for assignment of a take home vehicle must meet the all the requirements
herein to be assigned a vehicle.
(2)
The Employee must have achieved a satisfactory or above rating
and in all of the categories/dimensions on their most recent performance
review. A satisfactory or above rating must be maintained throughout
the employees rating period in order to continue to be eligible for
this privilege.
(a)
An employee must maintain a satisfactory or higher rating in
all categories/dimensions in future performance reviews in order to
continue being assigned a vehicle in any of the above categories.
(b)
Failure to meet this requirement will result in the employee
having to relinquish the assigned vehicle until the performance review
rating requirement is met.
(3)
Before being considered for an assigned vehicle in any of the
above categories, an employee must not have been suspended for more
than three (3) days during the twelve (12) months prior to the assignment
of the vehicle.
(a)
Upon assignment of a vehicle, an employee who incurs three (3)
days of suspension during a 12-month period will relinquish the vehicle
for a period of one (1) year.
(b)
If, during the one (1) year period of not being assigned a vehicle,
the employee does not incur any additional suspension time, the employee
will be assigned another vehicle.
(c)
If, during the one (1) year period of not being assigned a vehicle,
the employee incurs any additional suspension days, the employee will
not be eligible to be considered for an assigned vehicle for five
(5) years.
d. Vehicle Usage.
(1)
Employees assigned take-home vehicles must comply with the guidelines
and/or rules set forth in this policy. At all times, whether on-duty
or off-duty, all traffic laws must be adhered to. Non-compliance or
violations of the guidelines and/or rules will result suspension or
termination of the take-home vehicle assignment as well as possible
disciplinary action.
(2)
All City-owned vehicles must be well maintained and be kept
in a clean condition with all required maintenance completed.
(3)
The following vehicle off-duty use will apply:
(a)
No person other than the assigned employee or another employee
of the City’s Public Works Department will operate the vehicle.
(b)
GPS monitoring devices for City vehicles will be left on during
any use, whether on-duty or off-duty.
(c)
The vehicle must not be used outside the City limits unless
the employee is conducting approved and authorized business on behalf
of the City.
(4)
Nothing in this policy will prohibit the Director of Public
Works and/or the Mayor from authorizing any member the use of a take-home
vehicle for a limited period of time to address any identified need,
such as commuting to authorized training or court appearances.
[Ord. No. 18-07, 3-12-2018]
A. Employee Personnel Records Are Confidential. The City of Oronogo
is required to comply with valid court orders and other government
requests directing the City to provide information from an employee's
personnel records, generally speaking, without specific written authorization
from an employee. In the absence of legal orders or written authorization,
only an employee's job title, salary, and verification of employment
dates will be released.
B. When an employee moves, changes their telephone number, or has other
changes in their personal information, they must keep the City Clerk's
office informed of such changes so the City can keep employee records
accurate and up-to-date. It is the employee's responsibility to see
that the City has their address and other information so that the
City may communicate with them as needed.
C. Personnel records belong to the City, not to employees. Therefore,
there is no right to a copy of an employee's personnel file in the
absence of Federal or State laws to the contrary.
[Ord. No. 18-07, 3-12-2018]
A. City offices and activities shall remain open and in operation during
established working hours. All employees should make every attempt
to report for work on a timely basis during emergency conditions.
If employees are unable to report to work, the following criteria
shall apply:
1.
The employee is responsible for contacting his/her Supervisor
by telephone to indicate anticipated absence from work or late arrival
to work and the reason.
2.
If an employee is unable to report to work during these conditions,
the absence may be charged as vacation or personal leave, or the employee
may elect to take this time off without pay.
B. The Mayor shall be authorized to close City offices to protect the
safety and welfare of City employees. In this event employees will
receive full pay, and no vacation or personal leave allowances shall
be affected.
[Ord. No. 18-07, 3-12-2018]
The City is required to examine documents and verify the identity
and employment eligibility of all employees. Whenever there is a change
in an employee's eligibility status, they must notify their immediate
Supervisor.
[Ord. No. 18-07, 3-12-2018]
These rules amend the prior personnel policies applicable to
employees of the City. The City reserves the right to modify these
rules and regulations from time to time or to supplement them with
bulletins or rules or policies when appropriate. The City of Oronogo
Board of Aldermen reserves the right to make the final interpretation
of these rules; to make final decisions with respect to their application
in any particular situation; and to determine whether to dispense
with the rules in any particular case.
[Ord. No. 18-07, 3-12-2018]
The City intends these policies to be general guidelines to
be finally approved by the Board of Aldermen with the advice of legal
counsel. Any provision of these policies which are deemed to be inconsistent
with any Statute, regulations, law or precedent shall be considered
severable from the other policy provisions herein, and shall be construed
so as to allow the remaining policies to be lawful.