[Ord. No. 545, 3-16-2023]
No person shall be appointed to or removed from or in any way favored or discriminated against with respect to any City position because of age, race, creed, color, gender, sexual preference, national origin, physical disability, political or religious opinions or affiliations.
[Ord. No. 545, 3-16-2023]
The minimum age for full-time, part-time and variable employment as a City employee shall be eighteen (18) years of age. The minimum age for employment of seasonal employees shall be sixteen (16) years of age. The minimum age for Police Officers shall be twenty-one (21) years of age.
[Ord. No. 545, 3-16-2023]
The City complies with the Immigration Reform and Control Act of 1986 by employing only U.S. citizens and non-citizens who are authorized to work in the United States. All employees are asked on their first day of work to provide original documents verifying the right to work in the United States and to sign a verification form required by Federal law (Form 1-9). If you cannot verify your right to work in the United States within three (3) days of hire, the City is required by law to terminate your employment.
[Ord. No. 545, 3-16-2023]
Any City employee who is required to drive a City vehicle as part of his/her employment must have a valid Missouri driver's or CDL license. A suspended, expired or revoked license will not be considered to be a valid license.
[Ord. No. 545, 3-16-2023]
When a position becomes vacant or where a vacancy is anticipated the Mayor or designee will appoint an employee to serve in an acting capacity pending a permanent appointment to the position.
[Ord. No. 545, 3-16-2023]
All regular positions will be advertised externally in the media unless otherwise authorized by the Board of Aldermen. External advertising shall include the local paper and also any internet services which are available without cost. Job postings will describe the general criteria and qualifications of the position and will be posted for a minimum of five (5) business days. Hiring decisions will not be made until any posting has expired.
[Ord. No. 545, 3-16-2023]
A. 
Applications and information pertaining to vacant positions will be made available by the Human Resources Office to job applicants. The Human Resources Office will receive job applications unless otherwise designated.
B. 
A selection committee may be used to assist in the reviewing process.
C. 
Current City employees are encouraged to apply for vacant positions for which they are qualified. An employee's past service will be considered in the applicant reviewing process.
D. 
The Board of Aldermen must approve all regular and temporary full-time employee appointments.
[Ord. No. 545, 3-16-2023]
A. 
After accepting a job offer, but prior to employment, candidates for certain positions shall successfully pass a series of medical evaluations to determine their ability to perform essential job functions that may include:
1. 
Drug screening.
2. 
General health screening and fitness assessment.
3. 
Functional capacity evaluation.
4. 
Comprehensive physical comprising of, but not limited to, lab work, chest X-ray, stress test, and, lung capacity measurement.
5. 
Psychological evaluation.
B. 
Candidates failing any portion of the pre-employment medical evaluation may be permitted to retest the failed portion(s) within a reasonable timeframe, provided adequate time is available prior to the need to fill the vacancy; and, that the reason for the failure, in the medical opinion of the City's physician, is due to a testing discrepancy or an easily reversible condition. Candidates failing a second attempt will be passed over for hiring unless a reasonable accommodation can be made, pursuant to Cole Camp City Code Book, for the candidate to perform the essential functions of the job.
C. 
All candidates will be checked on Case.net and the Missouri State Highway Patrol Sex Offender Registry to determine if the candidate has a felony conviction or is a registered offender. All candidates for law enforcement positions must also have a MULES criminal check performed.
D. 
Each new employee receiving an appointment or being hired to a position in the City shall serve a probationary period of sixty (60) days. During the probation, the employee's work habits, ability, attitude, promptness, and other pertinent characteristics will be observed and evaluated by their supervisor. Full-time employees are eligible for full benefits during the probationary period, except those which require a waiting period such as health insurance and sick time. During this period, the employee can be separated from the position by the Board of Aldermen at any time upon recommendation of the supervisor.
[Ord. No. 545, 3-16-2023]
The past service of former employees who apply for a vacant position will be considered in the applicant reviewing process.
[Ord. No. 545, 3-16-2023]
A. 
City employees may not supervise any relative on a regularly scheduled basis, nor may they hire, promote, or advocate for hiring or promotion any relative to a position in the department or division in which they work, unless otherwise authorized in writing by the Mayor.
B. 
Relative means an individual who is related to the City employee as husband, wife, father, mother, son, daughter, brother, sister, grandparent, grandchild, uncle, aunt, nephew, niece, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half-brother, half-sister or first cousin.
C. 
If a conflict arises with the above policy because an employee marries or changes positions within the City, one (1) of the affected employees may be required to transfer to a vacant position for which they are qualified or may be required to resign from employment. Any such transfer will not guarantee maintenance of current rates of pay or classification.