[Ord. No. 16-23, 9-18-2023]
These policies, procedures, rules, and regulations were established under Ordinance 1458 enacted by the Board of Aldermen January 28, 1969, and amended at various times, with the most recent amendment being approved by the Board of Aldermen on September 18, 2023, under Bill No. B18-23, Ordinance No. 16-23.
[Ord. No. 16-23, 9-18-2023]
In accordance with the ordinance creating a personnel system, it is the purpose of these rules and regulations to establish procedures concerning the various personnel activities and operations.
[Ord. No. 16-23, 9-18-2023]
The purpose of this manual is to establish rules, regulations, and other administrative provisions for the employees of the City of Glendale. Further, they should provide a specific basis for consistent handling of matters related to the personnel function. They emphasize the principle that qualified personnel, pursuing high standards of conduct, ensuring fairness and impartiality constitute the best public service, and these policies and regulations shall be applied in accordance with this general purpose. Nothing contained in this manual is intended to create an employment contract between the City of Glendale, Missouri (the "City"), and any employee for either employment or for the provision of any benefit. Any of these provisions may be changed from time to time with the approval of the Board of Aldermen, except as expressly limited by Missouri law. All employees of the City are deemed to be at will employees and may be discharged at will, and these regulations in no way abrogate the laws of Missouri in that respect.
[Ord. No. 16-23, 9-18-2023]
A. 
The City Administrator shall have the basic responsibility for the personnel program as set forth in this Article II of Chapter 120 of the Municipal Code of the City of Glendale, Missouri (the "Municipal Code").
B. 
The City Administrator under the direction of the Mayor shall act as Director of Personnel and shall be responsible for the administration and technical direction of the City personnel program.
[Ord. No. 16-23, 9-18-2023]
It is expected that because of differences in operating conditions and requirements, department rules and regulations may be necessary as a supplement to this manual, but they shall not be in conflict with this document. In the event that there is conflict between this Policy Manual and department rules and regulations, the Policy Manual shall take precedence over these other documents.
[Ord. No. 16-23, 9-18-2023]
A. 
No employee or applicant for employment shall be discriminated against with respect to any terms or conditions of employment for any City position for which such person is qualified because of age, race, national origin, color, sex, sexual orientation, gender identity, physical or mental disability, genetic information, veteran status or religious opinions or affiliations. All appointments and promotions of City employees shall be on the basis of merit as demonstrated by the applicant's qualifications and experience and other evidence of competence. Complaints of improper discrimination shall be submitted, in writing, to the City Administrator. If the City Administrator is alleged to have engaged in the discriminatory conduct, the employee or applicant should submit his or her complaint to the Mayor.
B. 
The City prohibits retaliation against any employee or applicant for employment for exercising his or her rights to complain of illegal discrimination or harassment or due to such person's affiliation to or relationship with a disabled person.
C. 
Complaints regarding accessibility to City facilities shall be referred directly to the City Administrator and investigated as deemed appropriate. The City Administrator serves as the official ADA coordinator for the City of Glendale.
[Ord. No. 16-23, 9-18-2023]
A. 
The City strives to provide a professional work environment for all employees. Harassing behavior of any type, particularly of a sexual or racial nature, will not be tolerated.
B. 
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when:
1. 
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
2. 
Submission to or rejection of such conduct by an employee is used as a basis for employment decisions affecting the individual; or
3. 
Such conduct has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.
Any employee who harasses another person based on sex, race or as otherwise prohibited by law shall be subject to appropriate disciplinary action. Complaints of sexual, racial, or other prohibited harassment may be pursued in either of two (2) ways. An employee may follow the grievance procedure set forth in these regulations or the employee may file a complaint directly with the City Administrator. If the employee is uncomfortable submitting his or her complaint to the City Administrator or if the City Administrator is alleged to have engaged in the harassing conduct, the employee should submit his or her complaint to the Mayor. Complaints made directly to the City Administrator or Mayor will be investigated and appropriate action will be taken as deemed necessary.