[Ord. No. 545, 3-16-2023]
A. 
Discrimination is prohibited.
B. 
The City is an equal opportunity employer and makes all employment decisions without regard to race, religion, color, sex (including pregnancy), national origin, disability, age, genetic information or veteran status. This policy applies to all terms and conditions of employment, including but not limited to, hiring, placement, promotion, termination, layoff, recall, transfers, leaves of absence, benefits, compensation, and training. We seek to comply with all applicable Federal, State and local laws related to discrimination.
C. 
The City makes decisions concerning employment based strictly on an individual's qualifications and ability to perform the position under consideration, the comparative qualifications and abilities of other applicants or employees, and the individual's past performance within the organization.
D. 
If you believe that an employment decision has been made that does not conform with management's commitment to equal opportunity, you should promptly bring the matter to the attention of the Mayor. Your complaint will be thoroughly investigated. There will be no retaliation against any employee who files a complaint in good faith, even if the result of the investigation produces insufficient evidence to support the complaint.
[Ord. No. 545, 3-16-2023]
A. 
The Federal Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in position application procedures, hiring, firing, advancement, compensation, fringe benefits, job training and other terms, conditions and privileges of employment. The ADA does not alter the City's right to hire the best-qualified applicant, but it does prohibit discrimination against a qualified applicant or employee because of his or her disability, or because of a perceived disability. As a matter of City policy, the City prohibits discrimination of any kind against people with disabilities.
B. 
Disability Defined.
1. 
Disability means, with respect to an individual: (1) a physical or mental impairment that substantially limits one (1) or more major life activities of such individual; (2) has a record or history of such an impairment; or (3) is regarded or perceived as having such impairment, or as otherwise defined under the Americans with Disabilities Act.
C. 
A qualified employee or applicant with a disability is an individual who satisfies the skill, experience, education, and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position.
D. 
Reasonable Accommodation.
1. 
A reasonable accommodation is any change in the work environment (or in the way things are usually done) to help a person with a disability apply for a position, perform the duties of a position, or enjoy the benefits and privileges of employment.
2. 
Qualified applicants or employees who are disabled should request reasonable accommodation from the City in order to allow them to perform a particular position. If you are disabled and you wish such reasonable accommodation, contact the Mayor. On receipt of your request we will meet with you to discuss your disability. We may ask for information from your health care provider(s) regarding the nature of your disability and the nature of your limitations or take other steps necessary to help us determine viable options for reasonable accommodation. We will then work with you to determine whether your disability can be reasonably accommodated, and if it can be accommodated, we will explore alternatives with you and endeavor to implement a mutually agreeable accommodation.
3. 
Reasonable accommodation may take many forms and it will vary from one (1) employee to another. Please note that according to the ADA, the City does not have to provide the exact accommodation you want, and if more than one (1) accommodation works, we may choose which one (1) to provide. Furthermore, any accommodation that will impose undue hardship on the City is not considered reasonable.
[Ord. No. 545, 3-16-2023]
A. 
The City is committed to providing a work environment that provides employees equality, respect and dignity. In keeping with this commitment, the City has adopted a policy of "zero tolerance" with regard to employee harassment. Harassment of any other person, including, without limitation, fellow employees, visitors, clients or customers, whether at work or outside of work, is grounds for immediate termination. The City will make every reasonable effort to ensure that its entire community is familiar with this policy and that all employees are aware that every complaint received will be investigated and resolved appropriately.
[Ord. No. 545, 3-16-2023]
A. 
Sexual harassment is prohibited by Federal, State and local laws, and applies equally to men and women. Federal law defines sexual harassment as unwelcome sexual advances, requests for sexual favor(s), or other verbal or physical conduct of a sexual nature when: (1) submission to the conduct is made either explicitly or implicitly a term or condition of an employee's employment; (2) submission to or rejection of such conduct by an employee is used as the basis for employment decisions affecting the employee; or (3) such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment.
B. 
These behaviors may include, for example: subtle or overt pressure for sexual favors; inappropriate touching; lewd, sexually oriented comments or jokes; foul or obscene language; posting of suggestive or sexually explicit posters, calendars, photographs, graffiti, or cartoons; and repeated requests for dates. City policy further prohibits harassment and discrimination based on sex stereotyping. (Sex stereotyping occurs when one (1) person perceives a man to be unduly effeminate or a woman to be unduly masculine and harasses or discriminates against that person because he or she does not fit the stereotype of being male or female.) The City encourages reporting of all perceived incidents of sexual harassment, regardless of who the offender may be. Every employee is mandated to raise any questions or concerns with the Mayor. The consequence of failing to report an incident is that the observing employee would be considered an accessory to the harassment.
C. 
Supervisors' Responsibilities.
1. 
All managers are expected to ensure a work environment free from sexual and other harassment. They are responsible for the application and communication of this policy within their work area. Managers should:
a. 
Encourage employees to report any violations of this policy.
b. 
Make sure the Mayor is made aware of any inappropriate behavior in the workplace.
c. 
Create a work environment where sexual harassment is not permitted.
D. 
Procedures for Reporting and Investigating Sexual Harassment.
1. 
Employees should report incidents of inappropriate behavior or sexual harassment as soon as possible after the occurrence. Employees who believe they have been sexually harassed, regardless of whether the offensive act was committed by a manager, co-worker, vendor, visitor, elected official, or client, should promptly notify their immediate supervisor or the Mayor. If the employee's immediate supervisor is involved in the incident, the employee should report the incident to the Mayor and/or one (1) of the designated representatives listed below. Every claim of sexual harassment will be treated seriously, no matter how trivial it may appear. All complaints of sexual harassment or other inappropriate sexual conduct shall be promptly and thoroughly investigated by the City.
E. 
Designated representatives: City Clerk, Mayor, or City Attorney.
F. 
There will be no retaliation for filing or pursuing a sexual harassment claim. To the extent possible, all complaints and related information will remain confidential except to those individuals who need the information to investigate, educate, or take action in response to the complaint.
G. 
All employees are expected to cooperate fully with any ongoing investigation regarding a sexual harassment incident. Employees who believe they have been unjustly charged with sexual harassment can defend themselves verbally or in writing at any stage of the investigation.
H. 
To protect the privacy of persons involved, confidentiality will be maintained throughout the investigatory process to the extent practicable and appropriate under the circumstances. Investigations may include interviews with the parties involved, and where necessary, individuals who may have observed the alleged conduct or who may have relevant knowledge. City employees who are aware of incidents, either firsthand or as a result of investigation, who violate the confidentiality required in these types of situations, will be subject to disciplinary action, up to and including termination.
I. 
At the conclusion of a sexual harassment investigation, the complainant and the "alleged harasser" shall be informed of the determination.
J. 
Penalties for Violation of Sexual Harassment Policy.
K. 
If it is determined that inappropriate conduct has occurred, the City will act promptly to eliminate the offending conduct and take such action as is appropriate under the circumstances. Such action may range from counseling to termination of employment, and may include such other forms of disciplinary action, as the City deems appropriate under the circumstances and in accordance with applicable law.
[Ord. No. 545, 3-16-2023]
A. 
Pursuant to Section 285.530, RSMo., the City shall not knowingly employ, hire for employment, or continue to employ an unauthorized alien to perform work within the State of Missouri. An "unauthorized alien" is defined as an alien who does not have the legal right or authorization under Federal law to work in the United States, as defined in 8 U.S.C. § 1324a(h)(3). The City is enrolled in and actively participates in the E-Verify Federal Work Authorization Program. The City verifies the employment eligibility of every employee and retains copies of the dated verification report received from the Federal government.