HomeMy Public PortalAboutORD13401 BILL NO. 2002-9
SPONSORED BY COUNCILMAN Vincent
ORDINANCE NO. 3J� /
AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, AMENDING VARIOUS
SECTIONS OF THE PERSONNEL POLICY MANUAL FOR THE MUNICIPAL SERVICE
OF JEFFERSON CITY, MISSOURI, AS ENACTED BY ORDINANCE 12557, AND
SUBSEQUENTLY AMENDED BY ORDINANCES 12677, 12876, 12912, 13018, 13053,
13149, AND 13150.
BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS
FOLLOWS:
Section 1. Article 2. Definition of Terms of the Personnel Policy Manual for the
municipal service of Jefferson City, Missouri, is hereby amended by the additions and
changes as follows:
Certified laboratoij. A place certified by the Department of Health & Human
Services under the National Laborator Certified}'rogram where urine samples
are tested for drugs.
Collection site. n place designatecl by the City where employees present themselves for the
purpose of provicling a specimen of their urine or breath to be analyzed Rw the presence of
drugs or alcohol and meets DOT guidelines established in the procedures for
transportation workplace drug and alcohol testing programs.
Immediate family. Husband, wife, son, son-in-law, cl►nighter. slaughter-in-law.
niother,mothet-in-law, father, fathet•-tit-law,bi'othei•,bi'other-in-law,sister,sistei•-ill-
law. grandparents, grandparents-in-law, tend gi-andchildfen.
Saretv Sensitive Function
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—Fliglrtci c5 mcirrbe r cl u t ies.
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-2.1. 'transit Safety Sensitive Function,
Bill 2002-9
Page 1
A. 'Transit Division Dircctol.
13. 'Transit Operations Supet•visor
C. 'Transit Operations Assistant
D. 'Transit Communications Operator
11. Pull-Time Bus Drivers
1'. Pill-1-Time Bus Drivers
(3. CenU•al Maintenance Division Director
11. L.cadinan/Mechanic
I. Mechanic
.I. Bus washer/Nuclei-/Service
r 2. CDL. Safety Sensitive I unction.
Any position whose duties include operating, maintaining. or dispatching
a vehicle requirccl
10 be operated by a holder ol'a Commercial Driver's L.icensc.
3, All Other City of Jefferson Employees.
All other City employees who do not 11111 under the 'Transit Safety-
Sensitive function or the CDC. Safety-Sensitive function.
Substance Abuse PI'ofeS5iOt1al (Ai'). A licensed physician(M.D,or D.O.)ora licensed
psychologist,social worker,employee assistance professional oran addiction counselor with
® knowledge of and clinical experience in the diagnosis and treatment of drug or alcohol-
I•clated disorders.
Section 2. Section 3-3. Alcohol, Drug, and Controlled Substance Abuse Policy of
the Personnel Policy Manual forthe municipal service of Jefferson City, Missouri, is hereby
amended as follows;
(a) Bac6:x;round and Covered l:nlployees. 'Thc alcohol, chug, and controlled substance
abuse policy applies to all City employees. The Federal Department of
'fransport"ltion(DOT)specifically ically requires additional prohibitions.notices,testing,
and tinirring 60 minutes of training on the signs and symptoms of drug use
including the effects and consequences of drug use on personal health,safety
and work environment within the first 90 clays of employment loo- employees
ilivolved with the opel'atiolls of Illass tl•allsit, aviation alld C0111I11el-vial 1110tol'
vehicles. Each agency ol'the DOT issues regulations spccilic to their industry. The
City Adniinisl.rator is responsible Tor developing and implementing procedures 161.
compliance with such regulations and,hall issue copies ufany procedures as a sub-
section of this policy. In the event of any convict between ruics and►•egulatiotls.the
stricter rule or regulation shall govel•n.
(d) Response to Questions about the Policy. 'I'hc ettr-Ir mimst",IM Director of
lfunuul Resources has been designated as the pel-son responsible to answer
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questions about the alcohol and drug testing program.
. (e) Positive test int;IcvclS. The following initial tend confirmation cutoff levels shall be
used to determine whether the slice inlcn/sample is positive or an individual is under
the inlluenee of•the Collowing substance:
INI'T'IAL AND CONFIRMATION "FIST ING LI VEI,S O
TES'1.1?1) CONTROLLED SU13S'bANC'L:S
(1) Prohibited Conduct
4. I lilurc to submit to any drug or alcohol testing required under this policy.
including but notlinlitcd to 1c'tiltn•c to report in a timely manner to a
collection site, signally regt►ired consent form or otherwise fully cooperate
in the collection of any hrealh or ul'ine specimen, inability to provide
sufficient quantities of breath or urine to be tested without a valid
medical explanation; tampering with or attempting to adulterate the
specimen or collection procedure; or leaving the scene of an accident
without a valid reason before that tests) have been conducted is also
strictly prohibited. Ifany employee refitscs to be tested the rclusal shall be
treated as a positive test and the employee shall he suhjcct to disciplinary
action.
(o) Supervisors shall receive. in addition tO the lZelleltil emploNce hiffil,11111tiOn. at rust
bf?-nittttttrs c,f�trtlinitrg imttlrnfml-ntistise and <. least 60 mint►tes c7 'trahiirrg
® in-drtrg-ust the same 60 minutes of training as all employees in safety-sensitive
positions as well as 60 minutes reasonablesuspicion on the physirrl,behavioral,
and performance indicators of probable drug; use and 60 minutes of additional
reasonable suspicion training on the physical, behavioral, speech, and
performance indicators of probable alcohol misuse. The trainin ;may also cover
the physiologic and psychological aspects ofaddiction,how to detect and document
early deterioration ofjob perlin•nlance,the issues ofdru,!,testing and prevention and
educational strategics• including how to it11pICIllCllt thelll.
(q) "Types ol,testing_ All employees shall he subject to tilt hollowing drug or a1co1101
tests;
I. Prc-Employnlcnt/Yre-Transfer"Pest. The City miry will lest job appl icants
fbr current drug use prior to 0111cring successful applicants employment or
transfers. Seasonal and part-time without henelits positions may be
excluded from this type of testing.
?. Random 'besting. LI'nlployecs must participate in random drug and alcohol
test pmrl pools. Employees chosen for random testing shall immediately
report to a designated collection site, upon notification from their
supervisor. The random test rate ofthe alcohol pert# pools shall he tit least
10'%o ohile enlployces annually and f`01-the drug pools shalt be at ICasl
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5'0%25%,of'the employees annually,unless changed iorany covered broth
by the federal agcticy wilh,iur•isdiction. ,Seasonal anti part-finle without
• benefits positions may be excluded Isom this type of testing anti will not
be considered in computing; the percentage requirements for drug awl
alcohol pools.
2.3. Post-Accident'I•esting. I'nlployees will be given drug and Alcohol tests any
time an accident involves the death of a person or injuries requiring
immediate traaasportation to a medical treatment fiicility, the employee
receive;a traffic citation Rw a moving traffic violallon where one ol-ma►a'e
vehicles incurs disabling; damage and is transported away from the
scene by a tow truck or other vehicle, or if'the employees performance
contributed to the accident or cannot be discounted as a contributing f•ACtor
to the accident. F'Auployccs are to report For testino within two hours After
the accident and shall in all cases be alcohol tested within eight hours and
drug tested within 33 hours. If, after 8 hours, the test has still not been
adrninistea•ed, the employee is to cease trying to gC( the test and the
supervisor is to document the reasons why the test was not done and
forward that document to 1-luman Resources.
4.4. Reasonable Suspicion Teslntg. Whenever a City supervisor has reason to
bclicve a subordinate is unc(cr the influence of chugs or alcohol, the
supervisor nlay require the subordinate to undergo drug and/or alcohol
testing:. 'I•ficsupc►•visord ctrl-iiliniiigreasonable.suspicion shall not supervise
or participate in testing procedures.
1.1 RCasonAble suspicions shall be grounded a I poll observable lints
relating to the appearance or oclor o1•I11c employee, the motor skills
or speech of'thc employee,the physical inability ofthe employee to
cfii their •job assignments. or the harts surrounding an accident
involving an employer in the performalice of a Job assignment.
DOCUIllentation ol• observed behA\'i0I• must be completed and
submitted by the supervisor to I lunlan RCS011rCCS within I business
day.
4.5. Return to Dllt\ Testing. Before returning to duty after being excluded
beeauSC of drug or alcohol use, an enihloyce must take and pass chug or
alcohol tests.
-5.6. Follow up'I'esting. Whenever An cmpluycc has sought self help or has been
mandatori1y referred to a(I rugand/oraIcohoI rehabilitation program and has
completed the program,the SAP play require the employee to participate in
f6llow-up test ill it. Hle extent and duration ol'the testing shrill be determined
by the SAP.
(r) Testin<z Procedure.
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I. Specimen Collection. .lob applicants and employees will be instructed by
the deparinlent director where and when to report for drug and/or alcohol
testing. In cases ofrcasonable cause,the employee will be transported to a
nledical li►cility or the City will request a brcath test at the Police
I)cps11•tllenl.The pt•ocedul•es toi-collecting urine specimens will be designe(I
to ensure file integrity and identity oflhe urine specimen that is produced.
The procedure will also allow tier individual privacy unless, in the
determination o1' the City. the collector. or the MRO there is reason to
believe that an employee may alter or substitute tilt specimen. Breath
alcohol testingwill follow Federal procedures toensure accuracy.reliability
all Coll IIdelltlaIity. ProleeIive measures are in place ilnd taken to ellsure
privacy and accuracy of results such as requires photo I.D., Custody
Control Forms!halt have urltique specilllcn identification numbers,and
collections taken privately at collection sites.
2. Drug 'testing. Drug testing will he perfin•nlcd cm—mme-sslmpi by
analyzing;a III-ine sample which is collected in a private location at the
collection sit(.. The initial test will be done by the enzyme mediated
immunochemical assay method. All specimens identified as a positive test
on the initial test will be confirmed using gas Chromatography/mass
spectrometry (C;(.'/MS) techniques. A specimen will he treated as negative
i1'the result elf the initial test or the con iirnlatory test is negative.
5. Supervisor Responsibilities.
(I.I j Supervisors must produce employees for post accident (11.119 and
alcohol testing within two hours of the accident or explain in
writing why the employee was not produced. 'tile employee must
remain readily available 161• testing of Illay be decined to have
rel'used to submit to alcohol testing alter 8 hours and drug lcstin9
after;?hours have passed. 'I'll Supervisor shall cease attempts to
administer the test and record why the test was not administered
and submit such report to Bunton Resources within I business
day.
(3.1) Whenever drug or alcohol tests arc required by these rules and the
employee is not tested within cioht hours of notice (.)(,tile need to
lest, the supervisor shall explain in writing within I business day
why the test(s) were not performed.
(s) Test Results
3. Confidentiality. The results elf any positive test shall he kept confidential
I1-on1 the general City work force and publiC, Tile rcs111ts 111,1)' be known to
the City supervisors and directors as necessary, the test Illcilify, the NIRO,
the SAP, and the employee. The City may use the results to determine the
appropriate response to employee drug CW 11CO1101 use and to support its
N112002-9
Page 5
disciplinary actions or in delcnse of the City.
The i/IRO, SAI'. and the City shall not release the individual test result of
any employee to any unauthorized parly without first obtaining written
authorization From the tested individual.
All records will he maintained in the office of Iluman Resources.
Section MA Addition to the Alcohol, Drug and Controlled Substance Abuse Policy I61-
positions requiring,salcty-sensitive functions falling under DOT guidelines.
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prittT`1 tt-HTe l i lTt Stic's:L'1 Sf'ttl`�T�it?}iC�t11?�-CtttjT�flt tTtrl Tt
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tt.51-PMM . • ' ic-aIcoht+rmtiHrri +rat ,I 25% o
the Lmtm.rli� and fi r the-rlrtr prm� hrrFf-hL:rt-irtrst-�E -ttt-tftr
L7rrrlft rr5-�trrrrttaff}�-tattle
changed-'br-am•-mvcred gromp+rIhr-f:drt,t�
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Tt-, Results
+—. An e m pMrce be t re%tc d gin, hrtvi n Thad-rt
prmti•re test. Fa i hrrr tcrrrprn-t ton c o ll e c titYrr,"c-otrt time F}--hrts7s;si L*trttr�
rcgU i l,ed-0nrtsc li t R)rm-rn crthrrtvisc f;rrl tr±l trl ly rcmprr7tr tier testing
proved rc shall be trrrtted-7s; mfusal-tv hL-tcstrcf-iwrrplr,)resrr+trtii►rrr b
be -tv; cc! -shrill be ttr to cliltf-includin
(fism issrr1. Ff is Cvi I I rc pcwHr-t hr-H- A.N%ith in f`irr(53 drtvc-'M I)' re ftts:rl
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(0(a) Permanent Disqualification From Service
There are two circumstances under which employees who cngage in prohibited use
oCdrugs are absolutely barred from perlormance ol'thc saute duties per(in•n►ed before
the determination o('such prohibited use.
(I) Two Verified Positive Drug Tests
Ilan employee is (fete rntined to have two verified positive drug tests, then
the einploycc is pernu►ncntly preelucicc) Cron►performing the salcty-sensitive
function the employee performed before the second chug test. The bar on
two-time violators applies to both persons who have gone through
rehabilitation and to those, whi►, after evaluation, were determined not to
need treatment.
(2) Un Dut�' Use ofa PI'ohibitCLI Drug
II' an employee is determined to have used a prohibited drug while
perl'orn►ing a salcty-sensitive function, then the employee is permanently
Bill 00� )2-c
tll :o.
Page 6
precluded from perlorming that safety-sensitive function fi r an employer.
Section 3. Section 3-5. Health and Safety of the Personnel Policy Manual for the
municipal service for Jefferson City, Missouri, is hereby amended as follows:.
(d) I'arlial I'Clmbul'Semcnl olthc cost of approved safety eye glasses and approved safety hoots
or shoes shall he provided for nll employees whose jobs warrant such protection as designated by the
deparUnent director.
Reimbursement, rates arc $100 per fiscal year fir prescription safety eye glasses. The
reimbursement ratc for safety hoots or sal''ety shoes shall he ". 0 $161) per rT;rir employee per fiscal year•.
These reimbursement rates shall apple to reimbursements liar replacement ol'satety glasses and footwcarduc
to normal wear. Fin ployces must present their worn out glasses and footwear before obtaining replacements.
Replacements and repairs nary he made without cost to the employee if the glasses or safety fbotwcar arc
accidentlydamaged in the course ofthe employee's job perli6rmance.Tlic City will provide non-prescription
safety glasses at no cost to employees.
(1) It is prohibited to enrry a firearm \\hilc on duty or to bring into or be in possession of a
firearm while in City buildings or vehicles unless it is a job requirement.
Section 4. Section 3-11. Computer, Internet and E-mail Usage is hereby added to the
Personnel Policy Manual for the municipal service of Jefferson City, Missouri, as follows
Computers,computer tiles, the a-mail system, Internet access and software furnished to
employees arc City property intended for business use. All data composed,transmitted,or received
via City computer Coil)Ill unications systems is considered part of tire official records of the City and,
® as such,is subject to disclosure to law enforcement or other third parties. Consequently,employees
should always ensure the business information contained in fnternet a-mail messages and other
transmissions is accurate, appropriate, ethical, and lawful.
E-mail may not be used to solicit others for commercial ventures, religious or political causes, or
outside organizations. 'file I:-mail and Internet systems nuty not he used to create, transmit, access
or receive content that could be considered discr•inrinatory,oI'fcrrsiN e,obscene,threatening,harassing,
intimidating, insubordinate, illegal, unethical, or a violation of any other City policy, rule or
regulation.
Excessive use of the E-mail or Internet for personal business during working hours or fig►•
unauthorized purposes is prohibited. The release of untr ne, distorted, or confidential information
regarding City business is prohibited. Softw.u•e may only be utilized according to sofhvare license
agreements. To ensure compliance with this policy, computer and a-mail usage may he checked,
screened or monitored.
Section 5. Section 3-12. Telephone Use is hereby added to the Personnel Policy
Manual for the Municipal services of Jefferson City, Missouri, as follows:
The City's telephones are intended for business use. The use of Cite telephones for the
conduct ofpersorral nuUlet•should be kept to a minimum,and ally personal nse which causes separate
identifiable charges must be reinrbtn•sed to the City within 30 days.
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Section 6. Section 3-13. Use of Vehicles is hereby added to the Personnel Policy
Manual for the Municipal services of Jefferson City, Missouri, as follows:
Employees authorized to drive City vehicles are required to have a valid driver's license. If
during the last 12 months,an employee had their driver's license suspended or revoked Ihcy are not
stuthorized to drive it City vehicle. i?mployccs are required to report to their supervisor any
suspension, revocation or other loss of the right to legally drive a motor vehicle, if driving; a Cit1,
vehicle is a responsibility or privilege of'the job.
Employees who ar•e assil;ned take-home vehicles from the City fleet are prohibited from using
the vehicle for any use outside olTity business except 161."de nrininrus" personal use. F.nrployces are
required to report personal mileage usage annually to the Finance Department as required by the
Internal Revenue Service.
Employees shall report to the police department any accidents involving a City vehicle and
the properly or vehicle of'another party. Employees shall report any accident involving damage to
a City vehicle to their supervisor, department director•, and the director of human resources on a
firm prescribed Col.this purpose. Failure to report damage of City vehicles as prescribed nr:ty result
in disciplinary action.
Section 7. Residence requirements of the Personnel Policy Manual for the
municipal services for Jefferson City, Missouri, is hereby amended as follows:
(a) All applicants fir 171111-tints employment ill the municipal service tttust have a principal place
ofdonticile; located within fifteent-f-r) twenty-five (25) miles of the corporate boundaries ol'the City of
.jef erson, provided that all full-time employees shall he required to have a principal place o1'domicile
located so that they may report within thirty(30)minutes to their custonttu•y rcportinL station.or crttployccs
must obtain such within six (6)months li►Ilowing appointment to municipal service. except the residency
requirement for Police and Fire personnel is twelve(12) months iron► date of hire.
(b) Applicants appointed to the classes listed hcirnv must he residents of the City of.lcrfct'sOn.
reside on property owned f)� the City. or move ��ithin the corporate houndarics ol'the City within six (6)
months ofappointment. All dircct nt(.)\Iittg cxpenscs will he paid by the City,
City Administrator
Director of Hnancc
Fire C'hicl'
I fuman Resources Director
City Counselor
Director of Parks and Recreation
City Clerk
f�ircetor oft t+iic-Wxn•ks Director ot"I'ransportation
Police Oriel,
9mv- o! cif=W7rmim*;rttd-C c,cfr f rrfrnc-rment Director of Community Development
Bill 2002-9
'age 8
Section 8. Section 8-4. Amendment of the compensation plan of the
Personnel Policy Manual for the City of Jefferson, is hereby amended as follows:
Prior to the preparation ofeach annual budget, as well as at other tinges, the City Administrator
shall make comparative salary studies as he de n1s necessary, or is instructed by the city council to make,
concerning (Actors affecting the level ofsalarics in the municipal service. On the basis ol'the inf'orn ation
derived from such wage and salary studies.the City Administrator shall recommend to the city council such
repositioning of classes pertinent to the internal equity and external competitiveness of the overall
compensation program. Employees affected by repositioning shall have their pay range changed according
to the new plan and.tmty lie prmiticmed placed in the new pay range trrrr -tIm%n tothe-mme relitivc>t"Itm
according; to pay rate adjustnlelts specified in Section 8-11.
Section 9. Section 8-10. Salary increases and bonuses of the Personnel Policy
Manual for the Municipal services of Jefferson City, Missouri, is hereby amended as
follows:
Merit salary increases and nlcrit bonuses recognize employees tier high.job perliornlancc and the
enhancement of',job skills and knowledge acquired through the employees'own clTOrts and initiatives. Such
payadvancenlentsserve todistributebudgeted mmnetaryresourccstoc ill)loyes who(I istinguish themselves
above the average employee. I'or nlcrit program effectiveness. perf,lrnlalice is necessarily compared to
other employees to determine what constitutes average. To maintain merit program integrity, mcin e
UUsatisfacton, and Illitlginal peI'1o1.111alice shall not be re11ardcd witll salary advailcelllents.
Merit salary increases and merit honuses shall he made to full time and part time with henelit
employees, not covered by a work ag moment, only in accordance with this policy and shall be further
limited to the funds available and budgeted liar such advancements.
Section 10. Section 8-11. Pay rate adjustments of the Personnel Policy Manual
for the municipal services of Jefferson City, Missouri, is hereby amended as follows:.
(b) Pronlotioll. When an employee is promoted from a position in one class to a position in
another class having a higher Illilxinmin salary,the City Administrator may approve it salary increase of 4-
1 t)'%-fen;rH rrrem�otmtts term exci rpt-posh ion nil `r, R)ral all IIInITTMI IS- 11 rlt pli-CINC Mpt-wMhrm as long
as the Ilew salary fate is withill the Ilew pile range.
Section 11_ Section 12-2. Accrual of the Personnel Policy Manual for the
municipal services of ,Jefferson City, Missouri, is hereby amended as follows:
(b) II'an employe leaves city elllploynlcnt and is re-employed al any tilllc after a period 01 mttcty
v", six mouths. vacation is considered ns tilr any new employee. Otherwise, the employee may accrue
vacation collllllellstll'ale with total year's of'service,
Section 12. Section 14-8. Occupational injury leave of the Personnel Policy
Manual for the municipal services of Jefferson City, Missouri, is hereby amended as
follows:
Bill 2002-9
f'age 9
r�
(b) Employees injured on the job are Covered by tite Missouri Stale Workers' Compensation
Act. This law provides specific benefits including payment of approved medical expenses and partial
payment tilt loss ol'wages. Payment fur lost lime commences at'ler Ihree regidarly scheduled full days of
from work. I he first three full work days olfare covered by the City, hill ifthe employee is unable to return
(file to injslry lur more than lourtcen calendar days. whelher consecutive or non-consccuf ivc, after the date
ofinjury,the City workers'C'onlpcnsalion prog,ranl then covers partial loss ol'wag:es for the first three days.
No 11tijustt11er11s to any leave balances nor recoupment oi'this money will be undertaken by the City. Fill
MW pay period up to three months rllicr the date of accident all employee does not receive sufl iciest wagtes
1ron1 the City to cover a group dependent health insurance premium undo• the City's plan due solely to a
work related injury,the City shall make up I lie di 11'erence between payand the insurance prenlitim.The City
lists the right to assign restricted fluty positions anywhere within the City. Resfr•icted duty roust meet
all limitations deemed necessary by the treating; physicisur.
Section 13. Section 15-7. Long-term disability insurance of the Personnel Policy
Manual for the mt.Inicipal services of Jefferson City, Missouri, is hereby amended as
follows:
Dull-time "Ire covercd V)y the City's long-
lei-ill (Iisa1)iIity progrsrill 7t-nC7-r(I,,"(7-tfrr-cmpfnNcc.. I'o receive hcnclits under this pru�!ram, an employee
must he unable to work title to a non N\ork-related illness or injury 161. a period cr} si^rmntrths of time
Stipulated by the plan policy and thrTI-an will receive a portion of their pay as stipulated by the plan
policy. gems;tilt—pill-6f-l- f)134r-cif ttTC rmr�nt-c-c�s ttnrm ri�rn rhrrlc-
Section 14. Section 15-8. Education plan of the Personnel Policy Manual for the
municipal services of Jefferson City, Missouri, is hereby amended as follows:
It is the policy of the City to encourage its full-lime and part-time with benefits employees to
further their 11•aining and education above and beyond what is required for the perfornlalice ol'thcir duties
as City employees. To Iurther this policy,the City niay pay tuition rci Ill hur;cnient to employees who Obtain
training or education fir►•aceredited course work through an "accredited"college or university on their
own initiative outside of working hours. The funding pin• this plan is subjcrl to the cuuurll appropriation
process and to approval ill' the eNpen(lilure in s(dyancc h\ the deparilncnl director and the City
/�d1111nlslral(11'.Only toil ion slay he reimhuised. I:inployees shall be responsible Corall tx►uks and additional
items required for the class. No Cily ftlnding will he provided fur tuition costs covered by ICIICraI, state or
other financial sources. Ali I nlployces rc(Iuesting financial aid under• the tuition reinlburscnlcnt program
must have passed the introductory period prior to requesting;, and complete a rc(Ittcsl li►rn1 and have
it approved prior to atlellding the class. Failure to obtain prior approval will prevent any rei ill hursenlent
11•on1 occnrrilig.
Ally enlplotee receiving" financial assistance throu�"h this program who fails i(1 work For the City
fur at least m hvelve slumps lullrnving completion of ally course shall reimburse the City fur file full
amount ol'assistance received fir during; the twelve nlontlis prior to termination ol'tlic employee.
Section 15. Section 16-5. Discipline of the Personnel Policy Manual for the
municipal services of Jefferson City, Missouri, is hereby amended as follows:
® Bill 2002-9
1),wc 10
(y) Any other violations ol'th"r City rules. and regulations. and written policies.
® Section 16. Section 17-1. Conflict resolution of the Personnel Policy Manual for the
municipal services of Jefferson City, Missouri, is hereby amended as follows:
(b) Conflict resolution procedure.
(a) L\p tcril_to department director. II' the written reply dues not resolve the conflict, the
employee nary, within live (5) .working days after receiving the reply, submit an apical in
►writing to his department director. The dcpartnicnt director shall confer with the employee
and or his amlhorind representative beli►re rendering a decision. Such decision shall be
reduced in ►writing and shall he (lelivered to the employee within live (5) working days of
the date on which the appeal was reccivc(l by the department director. For employees
►within Parks and Recreation, this is the final step to the appeal process.
(.I) AU)eal to City Administrator. Ifthc appeal to the dcparinrent director tails to resolve the
conilict. the employee may. within five (5) working days ol'receipt ofthe decision. submit
an apical in writing to the City Administrator.rn-rnrlmrl-d-rrc-renikmdiiectrrfrr. r parks, ri
m-erratirm-cmiTk-fyrrs. Within lilken(15)►►orking(lays ofthe receipt ofsuch an appeal.the
City A(Im ill istrator. his representative. ,hall hear matters pertinent to the conflict. The
decision of the City Administrator shall be linsrl and no further right of appeal shall be
provided employees. The City Administrator shall folmard one copy ul`the course ofaction
he intends to Collo►w to the employee concerned and to the department director. Police
employees may only appeal issues not covered by Section 17-3.
Section 17. Section 18-1. Personnel records of the Personnel Policy Manual for the
municipal services of Jefferson City, Missouri, is hereby amended as follows.
The C:'ity Administrator shall designate a central repository For all such personnel lilts and records
as he deems necessary. F.nlployees may view their personnel file by contacting Human Resources. A
Human Resources representative will schedule a time fur the employee to view the records.
Section 18. Section 19-8, Use of City vehicles of the Personnel Policy Manual for
the municipal services of Jefferson City, Missouri, is hereby amended as follows:
i-m�lcrtrrsrtnc�rarr--trssr��rrr(f-t�rkr=hcmtc-t•rhicirs-tirnn-tf Tr-E=-iir-Hcet-m•r-Pmhi�rrtrd-1 rntmrti irrg-�hr
rrhirfrimr;my rtsr cent ctrref=(�it�httsittrsti rt�r}zt-frir ude-minirmnu prrsconn rtsr:
-f m�rfrr�rr shtrli rep(�rt-tmtftr pc►itrc cirprtrtmrn
ajiN ace-irirnt----itm rrlrin`*, E'ityr-mhide mind the
prrrprrty m�rhtrlr crt�mc?thzh-rem t�- f�mrrfc�errs sh ri l rrrr,rt nm rrc icfrrrtinrcrlA-ink*cam. rty rrh it It
tcrtheir sttlrrrriscrr-cirprrrtmcrtt cfirrrMr ,end thc�tirretrii~crf=htrrrrrn rrsrnrrrrti nrr;t ic►nn
pin;criIim+ m-tin
rrm�cnr--f=�trhnr-M-rrttrn-t-cintmgr-rf=trtt�°vrhiric�-;t�-�rrrscrihrd-mrty-rrti�trft-imdls-rirli . , icm:
Any employee approved to drive a C'ily or personal vehicle for travel purposes must follow all
guidelines outlined in Section 3-13. Any employee approved to drive a personal vehicle fi►r City
purposes must be fully insured.
13111 ?�uu2-(..
Page I I
Section 19. Section 19-9. Reimbursement rates and rules of the Personnel Policy
Manual for the municipal services of Jefferson City, Missouri, is hereby amended as
follows:
ReinlbulsenlenI fiiranthorized items and tips contbined,whether'in state motlI of'state. shall he the
lower of thirty six dollars'fi"0 ` 36.00 Ila clay or nine $-7-50 59.00 Im• hreaklnst, twelve 'lfl4Hi9 x+12.00
161.11111ch and eigIltee1l$'-f- W) $18.00 liir dinnel-A'hc mileage reimbursement rate lilr,luthol•ized travel shall
lie the standard rate authorized by the Internal Revenue Service Code.
1 ircf i ♦7tcrs rreciritt�*ti mr�rf 7iimr;incr�rll l ttnt rrccrrc prr eliem 1i+lcm Diners-fcrr curs tl?rc—rrrr scltee�tt ed to
tvr)rk:
Section 20. Section 20-2. Discrimination and sexual harassment of the Personnel
Policy Manual for the municipal services of Jefferson City, Missouri, is hereby amended
as follows:
No appointment. promotion. (remotion, removal. or advancement in employment shall be made on
the basis of race.relk,ion,creed,national origin,sex, lluc.or non-disqualifying physical ol•mental disability.
Sexual 11a1'assnlent ofcntployces is a serious matter and is prohibited in the work place by any person
and in any liornl. No dircctor. supervisor or other employee shall 1111-caten or insinuate, cilher explicitly or
implicitly. that an employee's refusal to submit to sexual advances will advel•sely a11ect the employee's
cnlploynlent, pert�irnlance appraisal. wages.advancement.assigned duties,or any condition ol'cnlploynlent
or career development. Other sexually harassing conduct whether coininitted by (lircctoi•s. superviso►:s. or
poll-supervisory personnel is also pl'ohibilCd. Stich C011dild 1l)CllltlCS but is not limited to: Offensive jokes
and material: Sexual flll-tatiolls, advances ol. pl'l)positiolls, Vcl-bill of wI'Ittl'll ilbtlsc of a sexual nattll•c, ol•
scxu,llly (ICUX ldiilj, words used to CIC5C1•Ibe all II1dIVidtlal.
Any employee who feels they have been sexually harassed must inunediately report the incident
to a department director, the Director of human Resources, or Cite Administrator.
Section 21. Section 20-3. Nepotism; restriction on employment of relatives of the
Personnel Policy Manual for the municipal services of Jefferson City, Missouri, is hereby
amended as follows:
A City employee may not appoint, employ, promote, advance,or advocate tin apponlUnent.
employment, promotion or advancement in or to any position of the municipal service over which he
exercises,jurisdiction or control, ally person who is rr-dative an inunediate firluily member of the city
employee. Immediate family members may not be employed within the same department or unit if'
such employment will result in one routinely supervising another,or where one member occupies a
position which has principle responsibility for the other's employment, promotion, performance
appraisals, and other related management or personnel considerations. This shall not apply to
seasonal or part-time without benefits employees or employees previously exempt from this policy.
=Hm—sectirm rYN rl) tO,Wrr m111 111 )fm-rmor-cmplcyces Inv us') exemptccf-hy-cmfimincr-tmm
these Proti�isitms.
Bill 2002-9
I►ace 12
Section 22. This Ordinance shall be in full force and effect from and after the date of its
passage and approval.
Passed; ".— r1•'�1�' Approved: '
eliding Officer Mayor
ATTEST:
..ity Clerk City Counselor
t
Bill 2002-9
Page I3