HomeMy Public PortalAboutORD12346 'k BILL ASSED AS AMENDED
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ORDINANCE NO. 12346_
: . Y. AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, AMENDING THE
" PERSONNEL POLICY MANUAL OF THE CITY OF JEFFERSON, MISSOURG, BY s
"k REPEALING SECTION 3-5. HEALTH AND SAFETY, SECTION 6-8. DEMOTION DURING
5 -QUALIFYING PERIOD. SECTIQN 8-15, STAND BY/ON CALL STATUS. SECTION 9-2:
EMPLOYEE PERFORMANCE APPRAISALS, SECTION 10-1. REGULAR WORKING
HOURS: EXCEPTIONS, SECTION 10-2. WORK SCHEDULE$ DETERMINED BY
DEPARTMENT DIRECTORS. SECTION 10-3. REQUIRED ATTENDANCE. , ECTION 10-
"` 4. INCLEMENT WEATHER CLOSINrS,�SECTION 13-2. WHEN TAKEN SECTION 15-4.
DEFERRED COMPENSATION, AND SECTION 15-6. EMPLOYEE ASSISTANCE
PROGRAM AS ADOPTED BY ORDINANCE 12202 AND ENACTING NEW SECTIONS IN
LIEU THEREOF.
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BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS
FOLLOWS:
Section 1. Section 3-5. Health and safety of the Personnel Policy Manual as
adopted by Ordinance 12202 is hereby repealed and a new Section 3-5 is enacted in lieu
. thereof which shall read as follows:
Section 3-5. Health and Safety. r
{ All employees shall be responsible for performing work assignments in a safe
Rl manner. Prime consideration shall be given to safety in all work situations.
(a) All employees shall:
(1) Be thoroughly familiar with safety requirements and practices ap-
plicable to their respective work assignments.
(2) Actively observe safety practices, and report unsafe or potentially
dangerous conditions and accidents or injuries to their supervisor di z
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N immediately.
"= (3) Refrain from engaging in horseplay, wrestling, hazing of co-workers,
X' and any other unsafe practice under penalty of disciplinary action up
to and including dismissal. 'y
(4) Wear protective equipment, use protective devices and wear safety
belts in all city vehicles so equipped.
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(5) Report to supervisor any suspension, revocation or other loss or
=k potential loss of the right to legally drive a motor vehicle if driving a
Yc City vehicle is a responsibility or privilege of the job.
(6) Employees who are responsible for driving City vehicles must be
properly licensed at time of employment or assignment to a vehicle
and upon each license renewal date and must complete driver training
or driver performance qualification checks as required by the
department before operating City vehicles.
' (b) The City will pay for immunizations when approved by the department
;f ? directors.
` (c) The City may retain a medical services provider to perform medical and
. r. related services for the City. These services may include pre-employment physicals,
disability retirement physicals, examinations and or treatment of on-the job injuries, and
verification of illness and or injury, wellness programs among other services. An employee
may be directed by his supervisor to see a City selected physician(s) at the expense of the
City, and it will be the responsibility of the employee to make any scheduled appointments
with the retained physicians(s). For charges not covered by Workers' Compensation, the
City ill a for the cost of the examination only. An referral or additional charge outside
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the examination can be submitted to the City's health plan, with the employee responsible
' for an
y portion not paid by the health plan.
(d) Partial reimbursement of the cost of approved safety eye glasses and
tp approved safety boots or shoes shall be provided for all employees whose jobs warrant
z 'f such protection as designated by the department director.
Reimbursement rates are $100 for prescription safety eye glasses. The
reimbursement rate for safety boots or safety shoes shall be $80 per pair. These
reimbursement rates shall apply to reimbursements for replacement of safety glasses and
,a footwear due to normal wear. Employees must present their worn out glasses and
'u footwear for their supervisor's authorization before obtaining replacements. Replacements
` and repairs may be made without cost to the employee if the glasses or safety footwear are
accidently damaged in the course of the employee's job performance. The City will provide
non-prescription safety glasses at no cost to employees.
(e) The possibility of violence occurring in the workplace is ever present in
today's society. Whether it is a robbery or a confrontation with a violent individual,
employees must be able to pursue a course of action which would be safest for all
concerned. Following are policy guidelines for employees to follow if an incident should
occur:
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(1) Be alert. Be aware of surroundings at all times. The more
alert employees are, the less likely they are to panic.
<f Employees should mentally rehearse the course of action they
would take in the event of violence on the job.
(2) Remain calm. In the event of confrontation, do not panic as
A' this could provoke undesirable behavior on the part of a violent t
individual.
` (3) Cooperate. If a confronting individual appears to be potentially
harmful or violent, employees should do no more or no less
than is instructed by that individual.
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(4) Get help. Employees should not jeopardize their safety when
requesting assistance. Be discreet about requests for
assistance as not doing so could cause violence to escalate.
(5) Be observant. Employees should look for distinguishing
r .= features of individuals who are causing a problem or
K; confronting them or other employees. Observe the vehicle and
firearms, if involved.
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(6) Afterward. After a serious incident, employees should move to
? ` a central location, such as the Council Chamber in City Hall.
The scene of the incident should be preserved as it is until
c=" investigated. Employees will be asked to document the
,.i incident in writing.
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ection 2. Section 6-8 Demotion during qualifying period of the Personnel Policy
Manual as adopted by Ordinance 12202 is hereby repealed and a new section 6-8 is
,( enacted in lieu thereof which shall read as follows:
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'" Section 6-8. Demotion during qualifying period.
An employee serving a qualifying period after a promotion who exhibits ��
inadequate performance after counseling shall be demoted to a position'in the class held
prior to the promotional appointment if a vacancy exists. The department director shall.
notify the city administrator in writing of his untentions to demote an employee as provided
in this section. If approved, the employee shall be notified in writing not less than five (5)
working days prior to the effective date of demotion. If a vacancy does not exist in a
position in the class held prior to the promotion, the employee may be terminated in
accordance with the provisions of Section 16-2.
Section .Section 8-15. Stand by/on call status of the Personnel Policy Manual as
adopted by Ordinance 12202 is hereby repealed and a new section 8-15 is enacted in lieu
thereof which shall read as follows:
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Section 8-16. Stand by/on call status.
(a) The following shall be the criteria for treatment of personnel who are required
to carry a communications device.
pM. Employees required to carry a communications device after
regular duty hours, on weekends, or holidays shall be reimbursed
$6.00 per weekday or $15.00 per day for weekends and holidays
except for employees who are provided a communications device as
a convenience in communications only and.are not required to
maintain a state of readiness for duty as is required of on-call status.
(2) Supervisors who have determined a need
within their
areas of res ponsibility for regularly scheduled stand-by shall prepare
a duty roster to provide, whenever possible, one month's notice to
those employees who are providing the se rvice. The term of service
shall normally be one week in length.
ce appraisals of the Personnel Policy
action 4. BScUM9-2.
Manual is adopted by Ordinance 12202 is hereby repealed and a new section 9-2 is
enacted in lieu thereof which shall read as follows:
Section 9-2. Employee performance appraisals.
qualifying period,
employee's probationary or q
(a) Prior to expiration of an dministrator.
9ftnba ub to the city a
completed performance appraisal forms ml or it better to complee probation.
Original appointees m ust obtain an appraisal gisna shall result in dismissal or extension
Failure to obtain an evaluation of marginal or better
of the probationary period as provide d in section 6.4.
K, (b) Full-time and part-time employees shall be evaluated by their
oomncreme anniversary date. An evaluation of goo d/fully t bwithin the range or their employees for a pay increase of one step
classification.
exce tions of the Personnel Policy
Section 5, 5_eQLIQDJ_0_-_J_, 1 o-1. Work
ce 12202 is hereby repealed and a new Section -
Manual as adopted by Ordinance me
d in lieu thereof which shall read as
e i ed by department direct or is enacts
follows:
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'° - Work schedules determined by department director.
Section 10 1.
► ` Department directors shall determine and arrange employees work schedules to
meet the needs of the municipal service and may allow variable or flexible work schedules.
Department directors shall maintain work schedules for all employees under their
supervision on a current basis and give reasonable notice of changes in work schedules.
Section f. Section 10-2 Works d��es determi en d by department dire-,--- of the
Personnel Policy Manual as adopted by Ordinance 12202 is hereby repealed and a new $
Required attendance is enacted in lieu thereof which shall read as follows:
ny Section 10-2. Required attendance. k
Regular and punctual attendance at work shall be required of all employees. r
Employees who fail to observe attendance requirements and procedures for recording and
4= reporting of attendance shall be subject to disciplinary action.
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>., BegLio Section 10-3. Required attendanc e. of the Personnel Policy Manual as ,
' adopted by Ordinance 12202 is hereby repealed and anew raection 10-3.Incle m e n t '
weather closings,of the Personnel Policy Manual as adopted by Ordinance 12202 is hereby
repealed and a new Section 10-3 is enacted in lieu thereof which shall read as follows:
E Section 10-3. Inclement weather closings.
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t '{N The cit y administrator shall be the only person authorized to close City Hall to
business during normal business hours. Department directors are authorized to close gj
facilities in departments under their authority. In all cases when employees are affected
by the closing of facilities during normal work hours, employees shall use accrued benefits Y
ft for payment of lost work hours. Employees who have no accrued leave benefits shall be
allowed leave without pay.
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a io section 10-4 of the Personnel Policy Manual as adopted by Ordinance `
12202 is hereby repealed.
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ecti 9 Section 13-2. When taken of the Personnel Policy Manual as adopted by i
Ordinance 12202 is hereby repealed and a new Section 13-2 is enacted in lieu thereof
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which shall read as follows:
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Section 13-2. When taken.
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Sick leave with pay will be granted for absence from duty because of actual personal
illness, non-compensable bodily injury or disease, exposure to a contagious disease, or to
keep a doctor or dentist appointment. Employees may use up to nine days each year for
illness in the employee's immediate family whose principal residence is in the employee's
household and parents even if not residing with the employee, provided no one else is
available to care for the individual involved. Exceptions to this provision may be granted by
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the department director with the approval of the city administrator if the employee has no
m accumulated comp time or vacation time.
Sick leave shall not be granted in cases where regular retirement, disability
retirement or long-term disability insurance has been approved.
Probationary employees are not eligible for sick leave pay, although sick leave
accrues from the first month of employment. Full-time and part-time employees with
benefits are eligible to receive sick leave pay only after they have successfully completed
probation. Probationary employees may be excused from work as absent without pay
under the conditions and terms of this section. Police and fire department personnel are
eligible to receive sick leave pay after they have completed six months of their one year
probationary period.
When an employee finds it necessary to be absent for any of the reasons specified
' herein, he shall report this fact to his immediate supervisor. Departments may require
specific time frames for notice for work-related purposes. Sick leave may not be granted
unless reported to the appropriate supervisor during the specified time frame.
An employee must keep his department director informed of his condition if the
absence is of more than three days duration. The department director may require the
employee to submit for any absence the treating physician's written notice of medical
reason for the absence from work. Failure to comply with the provisions of this section
shall result in denial of sick leave. Abuse of sick leave shall be cause for dismissal.
No refund of vacation time shall be allowed for illness incurred while on vacation
leave.
{- Any authorized absence due to injury or illness covered by Workers' Compensation
insurance shall not be charged against an employee's accrued sick leave.
If a part-time employee transfers to full-time status, the employee may use any sick
leave he accumulated as a part-time employee.
There shall be no compensation made for sick leave accrued when an employee y;
leaves the employment of the City except as provided for in Section 13-4 of this manual. {,
There shall be no use of or compensation for sick leave when an employee is transferred
from full-time status to part-time without benefits status.
{ section 10. Section 15-4 Deferred compensation of the Personnel Policy Manual y
i as adopted by Ordinance 12202 is hereby repealed and a new section 15-4 is enacted in
lieu thereof which shall read as follows:
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Section 154. Deferred compensation.
Full-time em to may elect to participate in a deferred compensation
employees ees y
program offered by the City. The City does not participate monetarily in this program.
Section 11. Section 15-6 Employee ass�lanc r gram of the Personnel Policy
Manual as adopted by Ordinance 12202 is hereby repealed and a new Section 15-6 is
enacted in lieu thereof which shall read as follows:
Section 15-6. Employee assistance program.
Full-time and part-time employees with benefits and their immediate families are
eligible to utilize services provided by the Employee Assistance Program (EAP). These
services include individual and family counseling, legal services, and financial counseling
-8188, or supervisors may telephone the EAP
and may be accessed by telephoning 634
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and make a referral.
le 'coon 12. This ordinance shall be in full force and effect from and after the date
of its passage and approval.
Passed: Approved:. SE p�. f C/
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Presiding Officer Mayor
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ATTEST:
City Clerk
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