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• AM VI.f�a Wt: 1• r t Si;yF rl � i � X¢
BILL NO. 2000-87
SUBSTITUTE 2, PASSED AS AMENDED i,,,�;r��•���f;,rtS�SY
SPONSORED
MAN Olsen
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R BY COUNCIL ���s. �� �,•�', ' .
•,oZgjd f"'
OA
ORDINANCE NO,
AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, AMENDING ARTICLE 8
(COMPENSATION PLAN),AND ARTICLE 16(SEPARATION AND DISCI PLINARYACTIONS)
���ail, ��� ,,,•,
OF THE PERSONNEL_ POLICY MANUAL OF THE CITY OF JEFFERSON PROHIBITING
SALARY INCREASES DURING CERTAIN PERIODS OF EMPLOYMENT r; 13ai'rn�'
f :
BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS
{ FOLLOWS: „ ��{�`�;5,.
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Section 1. Article 8 (Compensation Plan) of the Personnel Policy Manual of the City rr,k,r ,� i.
rcl 4,tyY,1rc'4'' 1
of Jefferson, Missouri is hereby amended to read as follows:
3
Section 8-11. Pay rate adjustments. t ``"i` a'
111 yr,
The following personnel actions may affect the pay status of an employee in the manner provided: } t.x ';t
(a) 'Transfer. When an employee is transferred between departments and divisions of the municipal
' 4 ? ? ' `
goy ernment or between classes with the same maximum salary rate, the salary rate of the employee will remain �'•
unchanged unless the current rate is below the minimum pay rate established for the class to which the employee •?
is transferring.
(b) Promotion, When an employee is promoted from a position in one class to a position in another
class having a higher maximum salary, the City Administrator may approve a salary increase of 5-10% for all
promotions to an exempt position and 4-7%for all promotions to a non-exempt position as long as the new salary .
jt rate is within the new pay range.
'`. (c) Demotion-Involuntary. When an employee is involuntarily demoted for disciplinary or similar
reasons from a position in one class to a position in a class having a lower maximum salary rate, the salary rate
of the employee shall be reduced at least to the maximum of the pay range established for the class to which the ,
employee is demoted, and the employee shall not be eligible for promotion, pay plan adjustment, across the
3'1 board adjustments, or merit salary increase for a period of one (1) year fi`om the time of demotion. Any ,
employee who did not receive a salary adjustment for which they would otherwise have been eligible except
Y for the one year period, shall receive such salary adjustment at the end of the period. Any such salary
'> adjustment shall not be made on a retroactive basis.
?' (d) Demotion-Voluntary. When an employee is voluntarily demoted from a position in one class to '
a position in a class having a lower pay range, the rate of pay for the employee shall be reduced if necessary to
{f` place it within the pay range assigned to the lower class. The employee shall not be eligible for promotion or a
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merit salary increase, if'not at the top of the range, for a period of six (6) months from the effective date of
-'i demotion. ' „?
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'3 (e) Reclassification. When a position is reclassified to a class having a lower maximum salary rate
k than an employee's current position, and this action is for the benefit of the city and the individual,and is not a
cat; k demotion, the employee shall retain the same rate of pay in the new position as he had in the previous position,
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t This action shall not affect the employment anniversary date for merit salary advancement purposes. , :," f?.
Whcn a position is reclassified to a class having a higher maximum salary rate than an employee's
current position and the reclassification meets the conditions listed in Section 7-5(b),the incumbent shall have th e
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same pay in the new class as he had in the former class.
+19,' When a position is reclassified to a class having a higher maximum salary rate than an employee's
current position and the reclassification is due to immediate changes as listed in Section 7-5(c), the City �£,`
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Administrator may approve an increase of 5-10% for all rcclasses to an exempt position and 4-7/o increase for ) ,
rcclasses to anon-exempt position as long as the new salary rate is within the new pay range.
>° Section 2. Article 16(Separation and Disciplinary Actions)of the Personnel Policy Manual
{= of the City of Jefferson, Missouri is hereby amended to read as follows:
Section 16-6. Disciplinary actions defined and predisciplinary hearing. :
t'•d
Disciplinary actions shall normally follow the sequence set forth below unless the seriousness of
the offense dictates otherwise.
'.
a Oral reprimand. An employee shall receive an oral reprimand for the first minor disciplinary
offense. This action is normally taken by the employee's supervisor. 1xk �
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(b) Written reprimand. A written reprimand shall he transmitted through the appropriate
department director to the employee and the City Administrator and shall state the specific actions leading to the
reprimand. This action is normally taken by the employee's supervisor.
(c) Suspensionl. Suspension is the temporary removal from duty status without pay of an
employee for a specified or indefinite period. Suspension shall be approved by the department director and
reviewed by the city counselor and City Administrator prior to completion of the action. w;;}
s 1 An employee may be suspended for an indefinite pe t-iod when the department
,�Fi• director determines such action is necessary and in the best interests of the city
:'` F;• in cases where an employee is charged and awaiting trial for a criminal offense
involving matters apparently prejudicial to the reputation of the City. , .
(2) When an employee has acted or is alleged to have acted in a manner which
would be cause for discipline, the employee may be suspended while such
'6s i charges are investigated.
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(3) Whenever an employee is suspended pending trial or investigative outcomes and . i
is subsequently exonerated,the employee shall be reinstated without loss of pay
Fp1'Yt or benefits. n`
(4) An employee may be suspended for a definite period of time for specific cause.
(d) Temlorary reduction in rank or classification. An employee may be moved on a temporary
basis to a position in a class with a lower maximum salary rate for misconduct. A temporary reduction in rank or -
classification shall be approved by the department director and reviewed by the city counselor and City 0
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'' t'• Administrator prior to completion of the action. No temporary reduction in rank or classification shall last longer
.t,
than six months. An employee given a temporary reduction in rank or classification shall be reinstated to the prior ,t
position at the date spccified unless a subsequent disciplinary action is taken to change the temporary reduction `
to a dcmotion. q`1 ..:
(e)Temporary salary freeze. An employee may be subject to a temporary salary freeze as
a result of a disciplinary action. A temporary salary freeze shall be approved by the department director
and reviewed by the city counselor and City Administrator prior to completion of the action. No temporary
salary freeze shall.last longer than six months from the effective date of the salary freeze.During the period U 6
of time that an employee is subject to a disciplinary salary freeze the employee shall not be eligible for any �fk;N';;;
positive salary adjustment for any reason, including but not limited to, pay plan adjustments, merit ;;
increases,across the board adjustments. Any employee who did not receive a salary adjustment for which
they would otherwise have been eligible except for the temporary salary freeze period, shall receive such
+'t•a���,•, i
{ ' salary adjustment at the end of the period. Any such salary adjustment shall not be made on a retroactivefts3j;.,:
kr basis.
(e)f Demotion. An employee may be moved to a position in a class with a lower maximum salary
{ rate for serious misconduct. Demotion shall be approved by the department director and reviewed by the city
counselor and City Administrator prior to completion of the action. f,41k,i;,. .;t};
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' f (4}g Dismissal. Discharge of a regular employee should be recommended in cases involving y ..�r.r•`t;f:?,
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recurring disciplinary offenses or a single offense involving a serious breach of discipline. Dismissal shall be
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approved by the department director and reviewed by the city counselor and City Administrator prior to completion
f. of the action.
} , (g)h Referral. At any step of the disciplinary process the employee's supervisor may refer the # � {
t;: i=: �? ` f•,;'
employee to the Employee Assistance Program (EAP) if in the supervisor's judgment such a referral may be of
assistance to the employee. ? ;;a
(4t)-i Predi scilil i nary hearing_ A predisciplinary hearing will be held by the department director z, Y
< , as soon as possible following his knowledge of the pending disciplinary action. If possible,the hearing should be fi a raj}yyy' :
held within one work day of the employee bein informed of the potential need for discipline. The general
i'= ,}„a,•
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rocedure for redisci ling hearing shall be for the supervisor to ex lain the actions of the employee which
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are considered grounds for disciplinary action and the opportunity for the employee to respond to the allegations.
This shall not be a full administrative hearing, but rather a means for the department director to determine the .,� �: j •
i validity of the allegations. No disciplinary action shall be instituted until after the completion of the hearing. ,; ' f!
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Predisciplinary hearings shall apply only to pending disciplinary actions potentially involving suspension,
temporary reduction in rank or classification, demotion, and dismissal involving recurring disciplinary offenses ;,
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or a single offense involving a serious breach of discipline. No hearing shall be held for employees dismissed from
,i employment at will.
`' `• O j Personnel file. Documentation of all disciplinary actions will be placed in the employee's ; n �;'
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!� personnel file.
Section 3. Severability
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If an section subsection sentence clause phrase or portion of this ordinance is for an >(i
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Y' rF reason held invalid or unconstitutional by any court of competent jurisdiction,such portion shall
be deemed a separate, distinct and independent provision and such holding shall not affect they
On validity of the remaining portions hereof. «
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