[Ord. No. 16-23, 9-18-2023]
A. 
Rate Of Earning Of Vacation Leave. Vacation leave shall accrue to each classified and full-time employee on the last day of each month provided that the employee was employed by the City for a minimum of thirty (30) consecutive days. Vacation leave shall accrue to employees based upon years of service with the City in accordance with the following schedule:
Fire Department (24 hour shift)
Years of Service
Shifts Accrued Per Year
Hours Accrued Per Year
Monthly Accrual
0 to 6 months
3
72
Lump sum at 6 months
6 months, but less than 6 years
6
144
12
6 years, but less than 12 years
9
216
18
12 years, but less than 18 years
12
288
24
18 years +
15
360
30
Administration and Public Works (8 hour shift)
Years of Service
Days Accrued Per Year
Hours Accrued Per Year
Monthly Accrual
0 to 6 months
5
40
Lump sum at 6 months
6 months, but less than 6 years
10
80
10/12 day per month
6 years, but less than 12 years
15
120
15/12 day per month
12 years, but less than 18 years
20
160
20/12 day per month
18 years +
25
200
25/12 day per month
Police (12 hour shift)
Years of Service
Days Accrued Per Year
Hours Accrued Per Year
Monthly Accrual
0 to 6 months
5
60
Lump sum at 6 months
6 months, but less than 6 years
10
120
10/12 day per month
6 years, but less than 12 years
15
180
15/12 day per month
12 years, but less than 18 years
20
240
20/12 day per month
18 years +
25
300
25/12 day per month
Temporary and part-time service employees shall not be entitled to vacation leave. However, temporary and part-time service employees may schedule time off without pay at the discretion of the Department Head or City Administrator.
B. 
Vacation Length. Vacation leave may be taken in increments of not less than one-half (1/2) day so long as granting such request does not interfere with the operating needs of the department. Except under unusual or extraordinary circumstances and subject to the approval of the Department Head, no employee may take more than two (2) consecutive weeks of vacation.
C. 
Scheduling. Vacation leave shall be granted upon application subject to the request of the employee and the operating needs of the department. Vacation leave must be scheduled at least three (3) days in advance except in case of emergencies. Each department, acting through its Department Head, shall establish rules for reserving vacation time. The City reserves the right to restrict the number of employees per shift or by rank to be permitted vacation leave at any one (1) time.
D. 
Emergency Conditions. In the event that municipal operations are hindered or an emergency exits, Department Heads are authorized to rescind leave granted to employees who shall be compensated for such leave. Provided, however, subject to the approval of the Department Head and City Administrator, employees whose vacation leave has been canceled by the City may carry-over said leave into the next calendar year provided that it is fully utilized within the first quarter of the year.
E. 
Effect Upon Separation. Employees resigning voluntarily and who give a minimum of two (2) weeks written notice and employees who are laid off in good standing will receive payment for any vacation earned but unused as of the date of resignation. Full-time exempt employees shall give a minimum of thirty (30) calendar days notice in order to receive earned vacation as of the date of resignation. All earned vacation of employees who die in service shall be paid to the spouse or estate of said individual. For vacation purposes, reinstated employees are considered new employees.
F. 
Maximum Accrual And Carry-Over. An employee may carry over to the next calendar year up to one-half (1/2) of the employee's accrued vacation from the prior year. At no time, however, may an employee have more than one (1) and one-half (1/2) year's worth of accrued vacation in his/her vacation bank, unless authorized by the City Administrator.
G. 
Temporary Vacation Leave Deficit. An employee may temporarily realize a deficit in vacation hours should the employee need to schedule vacation leave he/she is projected to accrue during the current calendar year, but that has not yet been earned and credited to their vacation leave balance. Any employee that separates from the City with a vacation leave deficit will have any taken, but unearned vacation leave debited from their final paychecks.
[Ord. No. 15-23, 8-21-2023; Res. No. 19-24, 6-17-2024; Ord. No. 02-25, 1-21-2025]
A. 
Full-time employees of the classified service and full-time exempt employees shall be granted leave with pay on the following holidays:
New Years Day
Martin Luther King Jr. Day
President's Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
B. 
For Administration and Public Works Department employees, these days will be days off with pay. Police and Fire employees will be required to work their regularly scheduled shifts and will receive an amount of holiday pay approved by the Board of Aldermen. Payment of holiday pay will either be included in the payroll checks that cover the pay period in which the holiday falls, or an annual holiday paycheck to be paid in December. Temporary service employees working on a holiday shall receive regular pay. If a holiday falls on a Saturday, the holiday will be observed on the preceding Friday. If the holiday falls on Sunday, the holiday will be observed on the Monday immediately following. If an unauthorized absence occurs on the day preceding and/or following a holiday, the employee shall not receive compensation for the holiday.
[Ord. No. 16-23, 9-18-2023; Ord. No. 02-25, 1-21-2025]
A. 
Sick leave is granted to all full-time and part-time employees to protect them from endangering their health and that of their fellow workers. It is intended to be a protection in case of need and is not to be used as vacation. Sick leave with pay shall be granted for the following:
1. 
When the employee is too ill to perform his/her duties.
2. 
Medical or dental examination or treatment for the employee or his/her immediate family members.
3. 
Illness of an immediate family member that requires the personal care and attention by that employee and is approved by their Department Head.
4. 
Public health emergencies resulting in closure of the employee's workplace or the school or place of care for the employee's child.
5. 
In response to certain needs relating to domestic violence, sexual assault, or stalking, including medical, counseling, relocation, or legal services.
B. 
Fire Department employees shall earn sick leave at the rate of twenty-four (24) hours per month. Fire Department employees with twenty (20) or more years of continual service shall earn sick leave credit at the rate of thirty-six (36) hours per month. Sick leave for Fire Department employees shall be allowed to accumulate to a maximum of sixty (60) twenty-four-hour work shifts and is transferable from year to year. Sick leave for Fire Department employees shall be charged in amounts not less than four (4) hours unless approved by the Fire Chief and City Administrator.
C. 
All police employees, excluding the Chief of Police and Captain/Assistant Chief, shall earn sick leave at the rate of twelve (12) hours per month. Employees with twenty (20) or more years' service shall earn sick leave credit at the rate of sixteen (16) hours per month. Sick leave shall be allowed to accumulate to a maximum of sixty (60) twelve-hour workdays and is transferable from year to year. Sick leave shall be charged in amounts not less than six (6) hours unless approved by the Chief of Police or City Administrator.
D. 
All other full-time classified and full-time exempt employees shall earn sick leave at the rate of eight (8) hours per month. Employees with twenty (20) or more years' service shall earn sick leave credit at the rate of twelve (12) hours per month. Sick leave shall be allowed to accumulate to a maximum of sixty (60) eight-hour workdays and is transferable from year to year. Sick leave for such employees shall be charged in amounts not less than one (1) hour unless approved by the City Administrator.
E. 
Part-time employees will accrue one (1) hour of paid sick leave for every thirty (30) hours worked. Sick leave shall be allowed to accumulate to a maximum of eighty (80) hours of sick leave and it is transferable from year to year. Sick leave shall be charged in amounts not less than one (1) hour unless approved by the City Administrator.
F. 
Sick leave with pay in excess of three (3) consecutive working days, [two (2) consecutive work shifts for Fire Department employees] for reason of personal illness or physical incapacity may be subject to a request for a written statement by a licensed physician certifying the employee's condition preventing him or her from performing his or her duties. The City Administrator shall have the authority to confer with the employee's physician and the City's designated physician in order to allow light duty for the employee if the City Administrator deems it appropriate. When any other circumstances warrant in the judgment of the City Administrator, an employee may also be required to furnish a doctor's certificate for any period of absence for which sick leave is claimed. When there is doubt as to whether an employee is physically capable of returning to work after an illness or non-work-related injury, that employee may be referred to a physician designated by the City for a physical examination.
G. 
If in the opinion of the City Administrator in consultation with a physician designated by the City that any employee is not capable of returning to work after an illness or non-work-related injury, the employee may be eligible for family and medical leave in accordance with Section 120.160 of this Division.
H. 
Paid sick leave shall normally not exceed the amount of sick leave accrued by an employee.
[Ord. No. 16-23, 9-18-2023]
Employees may donate up to five (5) days of their accrued vacation time for use by another employee who must be absent from work for an extended period of time that would qualify him/her for sick leave, but for which such employee has exhausted his/her accrued paid sick and vacation leave. At no time, however, shall any employee be coerced or feel compelled to donate his or her vacation time to a co-worker to provide for additional paid sick leave.
[Ord. No. 16-23, 9-18-2023]
A. 
Workers' Compensation is an insurance benefit, which the City, by law, provides to its employees. Workers' Compensation benefits apply to employees who suffer injuries on the job. The cost of Workers' Compensation Insurance is paid entirely by the City. Employees must submit a physician's written release before returning to work whenever three (3) consecutive workdays [two (2) consecutive work shifts for Fire Department employees] are missed due to illness or injury. In order to receive these benefits, injured employees shall report the injury without delay to their immediate supervisor and file the required form with the City Administrator or his or her designee. Workers' Compensation leave and family and medical leave will run concurrently.
B. 
Employees on Workers' Compensation leave shall be granted occupational injury pay, which is the employee's regular compensation less any amount paid to the employee by the State Workers' Compensation Program from the date of the injury.
C. 
Employees must report earnings received from the Missouri Workers' Compensation Division to the Finance Officer who shall ensure all appropriate adjustments are made to the employee's compensation due from the City. In no case shall an employee receive a combination of workers' compensation payments and occupational injury pay which exceeds the employee's regular compensation. In the event this occurs, the employee must repay to the City any excess occupational injury pay received from the City.
D. 
The City Administrator shall have the authority to confer with the employee's physician or the City's designated physician in order to allow for light duty for the employee if he or she deems it appropriate.
[Ord. No. 16-23, 9-18-2023]
A. 
An eligible employee is entitled to take up to twelve (12) or twenty-six (26) weeks of unpaid leave under this Policy in a twelve (12) month period. Any family and medical leave taken will run concurrently with use of accrued sick and vacation leave. Leave may be taken in accordance with Division 13, Section 120.247, of this Article, for any of the following reasons:
1. 
Up to twelve (12) weeks of leave.
a. 
To care for an adopted, foster care or newborn child;
b. 
To care for the employee's spouse, child, or parent with a serious health condition; or
c. 
Because of an employee's own serious health condition that makes the employee unable to perform the essential functions of the employee's job; or
d. 
Any qualifying exigency arising out of the fact that the employee's spouse, child, or parent is a covered military member on "covered active duty."
2. 
Up to twenty-six (26) weeks of leave.
a. 
For a covered service member with a serious injury or illness if the eligible employee is the service member's spouse, child, parent, or next of kin.
[Ord. No. 16-23, 9-18-2023]
A. 
Policy Statement. The purpose of this Policy is to give parents additional flexibility and time to bond with their new child while adjusting to a changing family situation. While such paid leave is not required by law, family-friendly policies are essential to cultivating an atmosphere where employees can thrive professionally without sacrificing essential family obligations. Maternity/Paternity/Adoption Leave under this Policy is a paid leave associated with the birth of an employee's own child or the placement of a child with the employee in connection with adoption or foster care. Such paid leave under this Policy will not be charged against the employee's other paid leave benefits; however, if the employee is entitled to leave under the Family and Medical Leave Act, Paid Parental Leave and FMLA Leave will run concurrently.
B. 
Eligibility.
1. 
Eligible employees must meet the following service criteria:
a. 
Be a designated full-time employee with at least one (1) year of continuous full-time service at the time of birth or adoption date.
2. 
In addition, employees must experience one (1) of the following events on or after October 1, 2023:
a. 
Have given birth to a child.
b. 
Have fathered a child.
c. 
Be a spouse or committed domestic partner to an individual giving birth to a child.
d. 
Have had a child age ten (10) or younger placed in one's care through adoption or foster care.
(1) 
The placement or adoption of a child by a new spouse/partner (i.e., stepchild) is excluded from this Policy.
C. 
Leave Time.
1. 
Employees will be granted paid parental leave in the amount listed on the schedule below per calendar year to cover their regularly scheduled shifts for time off to bond with the child. In the event more than one (1) child is born or adopted at the same time, a maximum of the hours listed below will be granted. In the event both parents are employees of the City, a maximum of the hours listed below will be given in total to the parents. The hours listed below are the maximum that will be granted per occurrence.
a. 
Full-time employees (with the exception of shift Fire Department personnel) shall be granted paid parental leave at the rate of twenty (20) working days per year [eight (8) hour days for Administration and Public Works employees, and Police command staff; twelve (12) hour days for Police employees on rotating shift] per birth or adoption event.
b. 
Full-time shift Fire Department personnel shall be granted paid parental leave at the rate of two hundred forty (240) hours [ten (10) twenty-four-hour days per year] per birth or adoption event.
2. 
All parental leave described in this Policy shall be available for a six-month period following the birth or adoption of a child.
a. 
Leave may be used intermittently during the six-month period but must be used in minimum one-week increments [or forty-eight (48) hour blocks for Fire Department employees] for ease of scheduling and tracking purposes. If used intermittently, the weeks must be requested in advance and pre-approved by the employee's supervisor.
D. 
General Rights And Responsibilities.
1. 
Employee rights and responsibilities include the following:
a. 
An eligible employee shall initially notify their supervisor of the need for parental leave and include the estimated timing of such leave at least sixty (60) calendar days in advance of the need for parental leave, where possible. If the need for parental leave is not foreseeable, an eligible employee must give notice of the need to their supervisor as soon as practical.
(1) 
Documentation from the physician with an estimated due date or court documents providing the date of adoption must be provided.
(2) 
If the employee is entitled to leave under the Family and Medical Leave Act, FMLA Certification forms may be used as supporting documentation for parental leave.
b. 
Insurance benefits will continue to be provided during the paid parental leave period granted under this Policy at the same rate as offered to other active, full-time employees.
c. 
Once parental leave has been exhausted, employees may request continued leave covered under other leave policies as applicable; provided, however, if the employee is entitled to leave under the Family and Medical Leave Act, paid parental leave and FMLA leave will run concurrently.
d. 
Upon termination or resignation of employment, the employee shall not be eligible for payment of any unused parental leave.
e. 
Disciplinary action, up to and including termination, may be taken against an employee who uses parental leave for purposes other than those described in this Policy.
[Ord. No. 16-23, 9-18-2023]
A. 
Pursuant to the Victims Economic Safety and Security Act (VESSA), eligible employees who experience domestic or sexual violence are entitled to certain unpaid leave and reasonable safety accommodations.
B. 
Unpaid Leave. Eligible employees are entitled to take up to one (1) week of unpaid VESSA leave during any given twelve (12) month period. VESSA leave is not available where such leave would result in an employee taking more leave than the amount of unpaid leave allowed under the Family and Medical Leave Act (FMLA). VESSA leave can be taken intermittently or on a reduced work schedule.
C. 
Qualifying Reasons For Leave. VESSA leave is available for any of the following reasons:
1. 
Seeking medical attention for, or recovering from, physical or psychological injuries caused by domestic or sexual violence against the employee or the employee's family or household member;
2. 
Obtaining victim services for the employee or the employee's family or household member;
3. 
Obtaining psychological or other counseling for the employee or the employee's family or household member;
4. 
Participating in safety planning, including temporary or permanent relocation, or other actions to increase the employee or the employee's family or household member's safety from future domestic or sexual violence; and
5. 
Seeking legal assistance to ensure the health and safety of the employee or the employee's family or household member, including participating in court proceedings related to the violence.
D. 
Employee Eligibility. Employees are eligible to take VESSA leave if:
1. 
They are victims of domestic or sexual violence; or
2. 
They have a family or household member who is a victim of domestic or sexual violence.
E. 
Continuation Of Health Benefits. The City will maintain an employee's health coverage during VESSA leave.
F. 
Notice And Documentation. Employees who wish to take VESSA leave are required to comply with the following notice and documentation requirements:
1. 
At least forty-eight (48) hours' advance notice to the City Administrator of the need for leave unless such notice is impractical, in which case the notice must be given as soon as possible; and
2. 
A sworn statement of the employee and documentation showing that the employee is eligible for the leave, such as a police report or document from a victim services organization, or medical professional corroborating eligibility must be provided to the City Administrator before the start of VESSA leave.
The City will maintain "the strictest confidence" of all documentation collected in connection with VESSA leave.
G. 
Accommodation Requirements. The City will make reasonable safety accommodations unless such accommodations would result in undue hardship for the City. Such an accommodation will be made in a timely manner to the known limitations resulting from the domestic or sexual violence experiences of an employee or an employee's family or household member. VESSA defines the term "family or household member" to include spouses, parents, children and "other blood relatives and relatives through a present or prior marriage."
The term "reasonable safety accommodations" shall encompass the following actions by the City:
1. 
Adjustment to a job structure, workplace facility or work requirement;
2. 
A transfer or reassignment;
3. 
A modified schedule;
4. 
Leave from work;
5. 
A changed telephone number or seating assignment;
6. 
Installation of a lock or implementation of a safety procedure; or
7. 
Assistance in documenting domestic violence that occurs at the workplace or in work-related settings, in response to actual or threatened domestic violence.
The City can ask an employee requesting such accommodation to provide a written statement signed by the employee or someone acting on the employee's behalf certifying the requested accommodation is for purposes authorized under VESSA.
H. 
Retaliation Prohibited. The City prohibits any retaliation against employees for exercising their rights under VESSA. Consistent with this principle, employees who take VESSA leave will be restored to their job or an equivalent employment position upon returning from leave.
[Ord. No. 16-23, 9-18-2023]
A. 
A classified or full-time exempt employee who has completed his or her probationary period and who is a member of the reserve component of the United States Armed Forces or the National Guard will be allowed a leave of absence for required training or duty without loss of pay or fringe benefits for a period not exceeding fifteen (15) working days [nine (9) work shifts for firefighters] during any one (1) calendar year. The employee shall be paid the difference between his or her base pay and the amount paid for military service during the period of his or her military leave. In the event that the time of such training is optional, the time shall be designated at the discretion of the City.
B. 
Any classified or full-time exempt employee who has completed his or her probationary period and who leaves the City service for compulsory military duty shall be placed on military leave without pay, if so requested by the employee, such leave to extend through a date of sixty (60) days after his or her release from the service. Any employee returning from military leave shall be entitled to restoration to his or her former position; provided he or she makes application within sixty (60) days after his or her release from duty other than dishonorable discharge, and remains capable of performing the duties of his or her former position. In the event that the position vacated no longer exists at the time the returning employee returns, the returning employee may be re-employed in another existing position close to the position previously held, provided, it is vacant at the time.
[Ord. No. 16-23, 9-18-2023]
An employee shall be given time off for jury duty or when subpoenaed to appear before any court, public body or commission. The employee shall be paid the difference between his or her base pay and the amount paid for jury or subpoenaed appearance on behalf of the City.
[Ord. No. 16-23, 9-18-2023; Ord. No. 02-25, 1-21-2025]
Paid leave shall be granted to an employee upon the death in the employee's family. Upon the death of an immediate family member (spouse, child, step-child, parent, parent-in-law or sibling), the employee may take up to three (3) days of funeral leave. Upon the death of the employee's grandparent, grandchild, aunt, uncle or first cousin, the employee may take one (1) day of funeral leave. For Fire Department employees this leave will not normally exceed two (2) consecutive 24-hour work shifts upon the death of an immediate family member or one (1) day upon the death of the employee's grandparent, grandchild, aunt, uncle or first cousin. Any additional leave must be taken as vacation leave and is subject to review and approval by the employee's supervisor.
[Ord. No. 16-23, 9-18-2023]
In emergency situations a Department Head in consultation with the City Administrator, may grant an employee one (1) or more days off without pay. However, probationary employees should understand that their requests for days off without pay will be considered in the decision to move them from probationary to regular status.
[Ord. No. 16-23, 9-18-2023]
Leave of absence without pay may be granted for a period not to exceed one (1) year when it is in the interest of the City to grant such leave. Said leave for classified employees must be approved by the City Administrator in consultation with the Department Head. Leaves of absence for full-time exempt employees shall require approval by the Mayor in consultation with the City Administrator. During the leave, the employee shall not be entitled to accrue any paid time off, including, but not limited to, vacation, sick, compensatory, or personal days. Retirement and insurance benefit elections shall continue subject to the regulations of insurance carriers. Any employee on a Leave of Absence Without Pay must use paid time off if it is available to them. For any leave taken in accordance with this Policy, each employee is required to first use all accrued paid vacation, accrued compensatory time, and accrued paid sick leave to the extent available. A leave of absence will only be granted to an employee who has exhausted his or her FMLA time, if applicable.
[Ord. No. 16-23, 9-18-2023]
An absence of an employee from duty, including any absence for a single day or part of a day, that is not authorized by a specific grant of leave of absence under the provisions of this Article shall be deemed to be an absence without leave. Any such absence shall be without pay and in addition, may be subject to disciplinary action. Three consecutive three (3) days of absence or two (2) consecutive shifts of unexcused absence for Fire Department employees shall be deemed a resignation.
[Ord. No. 16-23, 9-18-2023]
All employees shall notify their Department Head when for any reason the employee will be absent from his or her duties. Any unauthorized absence of an employee from duty shall be deemed to be an unexcused absence and may be grounds for disciplinary action.
[Ord. No. 16-23, 9-18-2023]
Employees of the classified and full-time exempt service shall be granted one (1) personal day off with pay per calendar year, which can be taken with the approval of the Department Head when the Department's schedule will permit the employee to take the day off.