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Home My Public Portal AboutORD11497 7Yt1'.1�,{ z{�tY'7 F M ,,., i^'� f+: p i . f { ��< d y�iz a.�`F �ty��f� t 7ti[,r .y�,�.^� ti.Y � •r'+N� l�tf 4 .r. �1. + � � .t �' �(��✓�' ,+: � 1'5��' t�'F;~ttlL ji'k�+'ii�f�'y{� # a 'p {y,' k�� r t�' .h BILL NO. 90-'107 SPONSORED BY COUNCILMAN SCHEULEN _ '•� ORDINANCE NO. L( AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, REPEALING ' ORDINANCE 11131 PERTAINING TO THE PERSONNEL POLICY MANUAL FOR THE MUNICIPAL SERVICE OF JEFFERSON CITY, MISSOURI, AND ENACTING A NEW ORDINANCE IN LIEU THEREOF. BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS FOLLOWS: Section 1. Ordinance 11131 pertaining to the Personnel Policy ' Manual for the Municipal Service of Jefferson City, Missouri, is hereby repealed. "`. Section 2. The document entitled "Personnel Policy Manual for ,r.'. the Municipal Service of Jefferson City, Missouri", dated November 11 1990, designated as Exhibit "A" and attached hereto, is hereby adopted as the official personnel rules and regulations for the municipal service of the City of Jefferson. Section 3. This ordinance shall be in full force and effect November 1, 1990. Passed 19S4 Approved idin fficer or. ki ATTEST: A7 , City Clerk "Ar 3 f r �y.F fr7'Fir y�Y�,�',��vt�`�i ��{'�t` `�`'�., tai={t t i��•4x�r _. 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'< 1 't r I l"� 7 tM!' 1}r i; t� U 1.�£' 7¢�.r.; ' •i� f 'yr y�N 4 �� t�R F� t t SVi li'k r•Ga � f. .> ! t, x " ,1w..• 'all` z }r: PERSONNEL POLICY 1 il"1L'1 V AL TABLE OF CONT'ENT'S ARTICLE 1. GENERAL PRAVISIONS . . . . . . . . . . . . . . . . . . . . . . . . 1 F Section 1-•1. purpose of rules. . . . . . . . . . . ° 1 =' Section 1-2. Positions covered by the rules. . . . . . . 1 Section 1-3. Administration of the rules. r.; Section 1-4. Depart�n regulations 1 tal ations. 2 AMCLE 2. DE FINMON OF TERMS . . . . . . . . . . . . 0 . ' ARTICLE 3. GENERAL EMPLOYEE OYEE POLICIES . . . . . • . . • . . ' Equ,al Employment Opportuni 5 Section 3-1. Opportunity- • rI. Section 3-2. Affirmative action program. 5 ' Section 3-3. Alcohol, Drug, and Controlled Substance Abuse• 6 : t Inmume Deficiency Syndrome (AIDS) . 8 - ' Section 3-4. Acquired 8 V Y ' ` Section 3-5. Health and safety. . . a Permitted" areas. 9 z 1.,,. Section 3-6. Smoking cessation and•"Smoking perms Section 3-7. Attitude and appearance. • • . . • • . • • • • • • • • . 10 + ° . Section 3-8. Uniforms; clothing Provisions- Section 10s;, 10 Section 3-9. ccmmeroial Drivers' License• ARTICLE 4. APPLICATIONS AND ,APPLICANTS . . . . . . . . . . • • • • 12 r .T; Section 4-1. Recruitment. . . . . . . . . . . . . . . Ya Section 4-2. Application form. . . . . . . . . . . . . :: . _ 12 Section 4-3. Disqualification• ' Section 4-4. Disqualification by reason of police record 13 13 13 ` Section 4-5. Ecaminations. . . . . . . . . . . . Section 4-6. Emmination ainistration. . . 14 dm 14 . Section 4-7. Rating of examinations. . . . . . . . . . . 14 :n .f Section 4-8. Medical examinations. . . . . . . . . . . . Section 4-9. Residence requirements. . . . . . . 14 ARTICLE 5. AppOIt3'Il1ENTS . . . . . . . . . . . . . 15 ;z Section 5-1. Appointments . . . . . . . . . . . }` Section 5-2. Appointment authority . . . . . . . . . . . . . . . . • . . 15 Section 5-3. Appointment forms. . . . . . . . . ° 16 Section 5-4. Transfer. • . . . . . . . . . . . . . Section 5-5. Proanotion/Demation. • 16 AFMC,LE 6. PROBATIONARY AND QUALIFYING PERIODS . . . . . . . . . ° 16 Section 6-1. Purpose. . • . . . . . . . . . 16 Section 6-2. Duration. . . . . . . . . . . . . . . . . 16 Section 6-3 Evaluation and counseling. . . . . . . 16 ` Section 6-4. Extension of probationary period. 17 Section'6-5. Termination during probationary period. 17 Section 6-6. cce�letion of probationary period. ° 17 Section 6-7. Qualifying period for proawted and transferred employees. 17 Section 6-8. Demotion during qualifying period. . . . . . . . . . . . . 17 ARTICLE 7. P06ITION CLASSIFICATION PLAN . . . . . . 17 Section 7-1. The classification plan. 18 November 1, 1990 i � a'�' �"F•dS,�f."� ,7 t PROP, i y 1 h�r; I yihll r 11I ia�1 s °f i t ��""ii i ,r r`, .`IMt + t .yJrl�I 1�{'l�il gt;t��'•tCi� a} �J F�, F Ow,?r.Ej'' .✓ a� 7 '} ,ta tfh`E ,>;" fx :>r �r�a,:F�• �. '.5, C.;ait IJ r,�°} < `�q•'{74° ii��'r .T 1 a.a/r� a>� C. �?`a.S'' y, }+IL� Ira r irr r}•r r[�x� k t S!"+`S^'d.)�CZ[•�•�Nd .i.+,�j I t a I II,, �Xgf� �",p�..it'4i"g �?.1.'ajtr }i.�t� l ltt't'yr iillr L0r+7""LA. k`'�14 r�,'�rr�il� [�I Y� `!� � $S.�h f-tr 4Sr�'�,�t;��y�:,}$},�.hF�•d2r.'liti}-4�fE5� '{zr�� i d '�4` .1 6 tr vo�.'y�3 F� t �,P;?�A�'t �' �,v �r,, �, i� x�' � .k: 'V •n R•.}}�tj� ...,.3E{J{t ._."Stir%rak,r )e .Y� :hr, �a iU =ti.3+.r��i.k�t i.� t S'G,yeS,e trj.��,J y� �� r 4y bC' <.:•' gyp. �I d 6 t:. a t p a / y fi'f IIF �i '`�} .,x�I'r.., .a I .;Jf:��y.,t'irs:��`,f:�•" r�,�Tt�C> '� {�+t 1 a;•r ��t,,��4 a.4.rtr�fan7�1 y�wt` r�lt Fj{..?',�,i l/ ;y ,n�.r �. Ie#�,��,��'1t;k�1�;;p ol3� � �� f/E y", "IQ .j. � .} x3�-tr•.'+�;X#��t ;;;fiiir t �Y a1 J r i rt ,.l�.i. !'}' 3.+ �t"rl� aa? 'r �'��{ d'�.,1 J �,�� 1, ,gray � Q ,v r 4 :r� w ye,J,t"t,3h .r�l: r r'.•.��, i . � y�h h , '� ..�`y 4�'t I i� `a..Y..' .��i'1 7"3y�-`�}},` `'�'•{5��+ •v • .n�.R.r�,r,�1rr .s . . .`'r`�y.l rfa . •.ir�H`4"'V^' .,ir v "!r-r 'l.t" .G l �r rr 7V j �"T. •� � i r--. �-^ 1 v70^1�xtr .i�) ^;�-'• i�� e r t< i7:ts,'t~<�z,7' 'v �'S• \ yj�.yyy1.� j t �,,e a> Section 7-2. Purpose of the classification plan. . . . . . . . . . . . . 18 ' - . Section 7-3. Adnirdstration of the classification plan. ` ` a Section 7-4. Classification of positions. . . . 19 Section 7-5. Effect of classification changes on incumbent 20 ;•F">. 21 n.. AR'T'ICLE 8. 03 ENSATION PLAN . . . . . 21 ' Section 8-1. Authority to establish salaries. . . . . . . . . . - . Section 8-2. The cation plan. . . . . . . . . . . . . . . . . . . 21 Section 8-3. Standards for determination of pay ranges- 21 Section 8-4. Ametxbjent of the cagmnsation plan. . . . . . . . . 21 22 Section 8-5. Total remuneration. . . . . . . . . • . . . . . y Section 8-6. Dual employment prohibited. . . • . • 22s„ Section 8-7. Special assigrm ents. . . . . . . . . . 22 22 Section 8-8. Application of the caVm sation plan. . , F« Section 8-90 Beginnin:g salary. . . . . . . . . . . . • . . . . . . . 23 Section 5-10. Salary advancements and bonu.-es. Section 8-11. Pa rate adjustments. . . . . . . 24 `" Pay . yii. aw Section 8-12. Temporary assigmTent to higher level position. L5 t Section 8-13. Overtime and cogpensatoiy time. 25 Section 8-14. Call back time. . . . . . . . . . . . . . . o 27h;, Section 8-15. Stand-by/on-call status. . . . . . . . . . . . . . 27g ;} Section 8-16. Emergency alert duty status. . . . . . . . . . . . . . . . 27 27 n , ; 1. manning compensation Section 8-17. Constant . 28 A +` Section 8-18. Pay periods; pay days. . . Fry.+ ` ARTICLE 9. PERFORMANCE EVAMATION . . . . . 28 Section 9-1. Responsibilities. . . . . . . . . . . . . . 28 4 tr Section 9-2. Employee performance evaluations. . . . . . . . . . . 28 AF�!''ICLE 10. WORK SClI MMF j AND A'ITIIdDANCE . . 29 t Section 10-1. Regular working hours; exceptions. . . . . . . . . . . 29 ' Section 10-2. Worlc schedules determined by department director. . . . . 29 . Section 10-3. Required attendance. . . . . . . . . . . . . 29 ARTICLE 11. PAID HOLIDAYS . . . . . . . . . . . 29 . ii ARTICLE 12. VACATION LEAVE . . . . . • . . . . . . . . . . . . . . . . . . . 30 Section 12-1. Amount. . . . . . . . . . . . . . . . . . . 30 4 Section 12-2. Accrual. . . . . . . . . . . . . . . 31 Section 12-3. Payment upon separation. . . . • . . . . 31 Section 12-4. Holidays occurring during vacation period. 32 ,. . c .i Section 12-5. Police am-1 fire department vacations. 32 Section 12-6. Use of vacation leave. . . . . . . . . . . . . . . . . 32 ARTICLE 13. SICK LEAVE . . . . . . . . . • . . . . . . . . . . . 32 Section 13-1. Mount. . . . . . . . . . . . . . . . . . . 32 Section 13-2. When taken. . . . . . . . . . . . . . . . . . 32 Section 13-3. Accrual. . . . . . . . . . . . . 33 Section 13-4. Incentive program. . . . 34 .f' AFYI'ICZE 14. SPPFCCISPECIAL LEAVE . 34 Section 14-1. Approval authority. . . . . . . . . . . . . . . . 34 Aft November 1, 1990 f,g+YsJ1k 7iy d S P4ti}�. r ti'u :-t" � ;ka;.'c� sy:).•.'!Y'(�'z,,t S' k�� z�S,��F,�t s�#�.6'r4�y S'a t,��xt�t;.n.,tG f7"{"r'��+E'f�.:;l;s�a;��•.1�k;r;�.x��3r�y's'{r�'!'•i.�T,"f li Y f''fr t•��k F,i t��.�i�",5t>ti�a.G�y.!iY i JY i i j,•'ss's,�t.F 1 a`r'c t�a,t i t w.'+,5 S}°t t?a,�e,,,�,�Svh 4x:.'It,,;;'r.tJf;'.4y ti..:�V k'R C',f.s 1+t i t ±• �8..t�. ,.�t FF t•'�.om S«..2�t'i�}t.''t r,,�j�{;.�bz!S''�.N��,�t�','n°#r S{.�ty�a 7 'M °7 ' +x a; �a;�:��«=�y'" :. •'.(k :-N2s, .,'Ti•':� ,t�.. :1-`°t::g. i�ti„+' i('•. �.Xrf•'.!'•:�'«� Pti,. 'L;i•+ <r1•.i k.,. '• 'Jft' "• r`�' .�,f.t".i'} 1' �+ �I. 1 S t 'i IY }.'f `• ri.,�...'t<;.pl 'r t't 7�;r,.r� � /}°F ��y y S�:+Qi•*r' x.n C�.,..) \'�tul5yl• �Fr�ySySitY1<'w Z�i? 1r�C�t�`�i\ � 41.4't ytt (;1,fK :i..h {, }rl Itf. 2 1 i �r11�a�71Ki ;�1..1.} � t��4�'f 1 .tit �. ,,,; p r� o 'G��i i'�irzflr" t:.s,,, ..� ii . ,., 1 �d ( , i ,��.�'"iC'"Cf! S�i{s�� ;'�••: n,o'�� T+ t � .. .: \ � i ..�.Gr�}i �..a�`��f.Ci%n4'1.4t�► �.' s P % t. u�rw8yk44ij '�"'4' t z e c fi• ,t It.1. �rl '��,f"" Y� � fti , �.{ D7w�4Gs...t�:i r se: �r i}'s i� :� { a .S" ,`3Ad6�•Ii:!#�r�G'L^rl li+�tf�r$R?>4'�ktk-'+�s� tw...........w,.�:.ww.:........r..,.•..,.,..._,...__4_.«.......,..:.:...�....i,....,:a {JI: ++! Section 14-2. Educational leave. . . . . . . . . . . . . . . 34 Section 14-3. Court leave. 34 ' q. Section 14-4. Military leave. . . . . . . . . . . . . . . • . . . . . . 35 Section 14-5. Military training leave of absence. . . . . . 35 Section 14-6. Blood donation leave. . . . . . . . . . . . . . . . . . . 36 '' } Section 14-7. Maternity leave. . . . . . . . . . . . . . . . . . . . . . 36 Section 14-8. Leave without pay. . . . . . . . . . . . . . . . . . . . 36 } Section 14-9. Occupational injury leave. . . . . . . . . . . . . . 37 Section 14-10. Absence without leave. . . . . :, . . . . . . . . . . . 37 38 Section 14-11. Funeral leave. . . . . . . . . . . . . . . . . `A• 1 , ARTICLE 15. alliM FRINGE BENEFITS 38 Section 15-1. Health and life insurance. . . . . . . . . . . . . . . . . 38 Section 15-2. Cafeteria Plan. . . . . . . . . . . . . . . . . . . . 38 . 38 ' Section 1.5-3. Retirement plans. . . . . . . . . . . . . . . . . . . . Section 15-4. Deferred conTensation. . . . . . . . . . . . . . . . . 39 - tr41 Section 15-5. Mental health services. . . . . . . . . . . . . . . 39 ' Section 15-6. Credit union. . . . . . . . . . . . . . . . . . . . . 39 rd.r Section 15-7. to ee assistance . . . . . . • • • �P Y Pin• 39 } ;; k; 's Section 15-8. Lang-term disability insurance. . . . . . . . . . 39 ,%�s .. Section 15-9. Tuition reimbursement. . . . . . . . . . . . . . . . . . . 40 k. ARTICLE 16. SEPARATION AND DISCIPLINARY ACTIONS . . . . . . . . . . . . . . . . 40 :s Section 16-1.. Pesignations. . . . . . . . . . . . . . . . . . . . Section 16-2. Termination. . . . . 40 °i Section 16-3. Reduction in force; lay off. . . . . . . . . . . . . . 41 Section 16-4. Return of city property. . . . . . . . . . . . . . . . . 41 s" y tu... r 41 Section 16-5. Discipline. . . . . . . . . . . . . . . . . . . . f 43 fs Section 16-6. Disciplinary actions defined. . . . . . . . . . . . . ; Section 16-7. Retirement. . . . . . . . . . . . . . 45 >F Section 16-8. Honoring of retirees. . . . . . . . . . . . . . . 45 , y -? ARTICLE 17. APPEALS AND GRIEVANCES . . . . . . . . . . . . . . . . . . . . 45 . . 45 Section 17-1. Grievance policy. , t Section 17-2. Conduct of investigation. . . . . . . . . . . . . . . . . 46 Section 17-3. Police. . . . . . . . . . . . . . . . . . . . . . . 47 r' ARTICLE 18. RECORDS AND REPORTS . . . . . .. . . . . . . . . . . . . . . . 47 ; . Section 18-1. Personnel records. . . . . . . . . . 47 Section 18-2. Service register. . . . . . . . . . . . . . . . . . . 47 f Section 18-3. Reports. . . . . . . . . . . . . . . . . . . . . . 47 Section 18-4. Public records. . . . . . . . . . . . . . . . . . . . . . . 48 AR'T'ICLE 19. TRAVEL EXPENSES . Section'19-1. Policy. . . . . . . . . . . . . . . . . . . . . 48 Section 19-2. Travel advances. . . . . . . . . 48 Section 19-3. Reimbursable expenses. . . . . . . . . . . . . . . . 48 Section 19-4. Non-reimbursable expenses. . . . . . . . . . . . 48 Section 19-5. Vacation canbined with official travel. • • • 49 November 1, 1990 �Yk�,tt s �s;t -+ ....�t�!G}t �r -{.:r i �-- j•-"�r•�•�i.�w��r��istr�w+�^^••-.^ ,,` z. 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F1� o a l r};'. r c „a..<r,,ta+1,;, �, ,t�;W �, .if` ,ti Y.S •IJ,:�Cr t� !.'P�"'ri 5 ,Saa fit: Ssil` •QtY 1C. .li%a '' r.. } 1 rr Yoh§ !,Y ,t4 ,� `t.S 5'.� "{"d��fi�.,;Y,-;t '�+?Ya,..rr 7.]] #1� •.ia l n{4N�^}��.r .!ts r.4 tt ..t, rt .,.p...�'�\ .1° •'! '� � ;°' r. ,.�, s s �.,; [s p. {+ii � ({ al�:q t k�u.�G'�h 4." i° 4�'rJ ilY 1t rf,. { .1. '.t, ... l. ., .. ' T:_± t �'I r 1�. t ..''Ir .1 i. �.. b e.•.. .��4•i A''r: .�Y.i�7,+Y, .4•y� �� t �,,' ' rj�.� r •� 1 {��tr�T �'C' tr� aw.+f�r�'��(�1.vc•e 1�' nt 1`�1�,Y� jri.'2i t�f. 55 Y,ty t fit.'�^�'1 'p �w v,� a +,,,{{{ /, ° ..t, � 2'' t h��'`t t 1 .�• ',t i. �f d'� �}/ Y�t�¢i'Z iF..�r/2��`�?7��r {��2�,��,�•Yi ��}�, � ��1�.,+%.. Y��s�is`t"'YiR("y¢F.��ar�i°'�r`�� ,�,`in��.�54 •d' "�•�:� �'t�� ' ° �t S :vw r r� �� "�'> , t' i . 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' ,,k,?:�� 73. #;r�x Er� �` F t ,�j �,b' �•.Cr,�i.'�'�'y.,�;r,Wit}r.i # d �k \ :e (tt 4 .�`{ l "-..r7 .4•• ,.j�<' nr, 1 .5. t yJ' }" •Y•,��l #�'�v`%?�14a t?f ,x `O.a,.?. ,,� !{ .� .i..t, d '\ b' ` l�/° +�F+: r in!.. \ `!:•S� 1) :r",.r.*• ` d } fY' \ { •M � ,µ h ,lf. './r�� .�y It . '1t �a,!i\ ,in �1.G - ..Aj•.:12 '.,%'�y� '' 4 t .\\ n�t•,. r' ft'1 . 1 � 1 n .. iY�pj .t '� <'' 1• ,✓'� / ,\ v�t Y` E �" ;.1 � 1: {{ • •,... d••a M ire..'. ! \/+ }�, i rwr �„yy rcc lw d rr .s t•skai�Yh:rL"`£Kc•t S;SYEr1 r4 .+RR� si w Z .ft a q 'GCi' S. .:r,S ' `",x ,lrr ht�jx,,jpKtL xL,tf✓r fr?r.k: 5�lr} 1.}• i;Lr S > .s r i.....c_;»:.....,'�switr:.r:.,+nw K' u'iin°'•'as'`i'aL"*Yw7 ��F��es}M�t�.�YaF.6�a�+r .9dr(r+wwa�++Liisolti+FFxrRMvMCJra��4YrN •'vw.:',�.w+ - ' i A rv. , s AIMCL}E I. GAL PROVISICNS Section 1-1. purpose of rules. `+ of these rules to set forth the principles and procedures �.• It is the purpose 4" which will be followed by the City of Jefferson in the administration of its ° ' . ' personnel program. They are intended to establish onf, it prim equitable functional system of personnel administration based ; ' rrnnation, transfer, layo to be a contract ff, dismissal, discipline, and as govern the appointment, p The are not intended x,r other related conditions of employment• y t between the City of Jefferson and its employees and do not create contractual ; "¢ employees. The City of Jefferson reserves the right to change the rights for employ Personne]. Policy Manual at any time by ordinance as passed by the city council. !Y s`v; rry r y Section 1-2. Positions covered by the rules. Theme rules shall apply to all positions in all departments of the city that provisions and to such other positions as may be provided herein, except ° 1 t when in conflict with or supplemental to these rules shall , of a work agreen�en . M be the applicable rules for employees covered by the work agreement• ` Section 1-3 ministration of the rules. ,* (a) The city administrator, under the general supervision of the mayor, ' '1 with the overall responsibility for the administration of these shall be charged ° J: } rules. , . :., supervision b The director of parks and recreation, under the general supe l 'f ( ) charged with the responsibility f of the parks and recreation commission, shall be charg for the administration of these rules as they affect employees of the parks and recreation department• ` (c) These rules and regulations supplement the powers of the Police ity given to that board by Personnel Board and in no way supersed e the author ordinance. section 1-4. Departmental regulations. w and r in any way the power These rules shall not be construed as limiting le tal rules and regulations authority of any department director to make pares tal rules and ?•:' performance of employees' governing the conduct and Departmental regulations shall not conflict vnth provisions of these rules• fished and a rules shall be approved by the city administrator and shall be regulations, „.?� . Y Pushed each employee to whom they apply: Such rules and the provided, when approved, published, and distributed as herein p action may bp- force and effect of rules of that department, and disciplinary based upon brL-3ach of any such rules and regulations. r F P ! f� $',''�'; l November 1, 1990 ,t 4 t•1 tr. c .h . < t e ?•i^'sy}s�nry 1t ..f I y l.11, it t i St 31 i`rfifiR„ { 3 t I (ar Iq nk.A� 1 r t ii iF2S1*4 Ira a'' jL•,;R, �.3r >f' k; i ,r�F� dZ y sr.J t: { rt !t )t, r t {'.f t L }......... k i,,} fK k Ai. Y JY' 7 T. i ,A�y+lK•1} f t JL,t 'rt s 1 �( ` r eF} ti:.7.•: td}Y ` �rf5 (r �,� ! 71 { �,��ifiY'.� 4 iGiksf iy -.� � {trF'[1� r s s ( ! inFd j✓r'r '��Wr��,.xlw „�s{ynU+flal 7��Y4`i y� ,d�r�,�„•, f�ti ri•J i >-1 r L } 1 L'z i. th d. :.A aC r; h Er!'�rr4 � �1S�yrC � r �r} S4 d4 i�'CZK", ,�S��"�, #.�trh� {ar j r 7 � t ✓ i.i k P r s^}i t�5`' ��(r ar.. � L• }• z cfK,Jia} h � L f' i� +, ai d. t i5 Y. rf73 C tS{ � t• y � "�.} .�'i<1`,',Y }k•.Y {. ?. i W'Jjyl�? }((fir! fh,Fac l4 Fr.s�"'r'iv hi,7 FCS }J� r t i. .1�'`.,, cz r r 1 ...A;.r •ls„ }j i�.. +s tt9�r E'�•'i�•:'�� 1 c , 'p+U: rh r d E.�K{f;1.0 Q�� fS7t'�\ Y' P r .,I� �.. a.y. .. t S. ,1{�'r y s It ,}ia�: �E t•. r �.r:' ,! tr{' e3 za,,. Adr, 4'k uj,.4b a":,.;�L.{'1 �l{).�`r�e ,,.c/ ,i•.o..r c.>r.1; � ;{.zf.t ,,7 .{ {?. 11'r ,S,di�'<'+gr's:.sw,rtl ;:1 Ef. 4t ;,�r ?a tS � f"sy ^,;, •7 L, �. r. ,�J;1 H?r It .N f;.,;:}n.' T,\ ztt, S l{ 1 .t 's � i ", Yc i u,. . .• .h.f >r....,`,.. t.y ��ll+[µWftt� 3. � f � � (�yhiL.\.<'.�41 1•'.•�. L PJa(U}y'`�Ftt�,�� .�I.l't!k .t La f f� .1.4`,�.fi."Mi }' is .i 1.�t..1 , , 1' r�fr}},.x Y,(C(� } (•r () � :fw�� )L:,}.,r`ilsY ,hFiY�r y 'z.o �ti3.;rr,��'rAti.srS3'� ,'.�t;s, .�,� �. ''1`''f24w4 r . L '� � .tN :r. �., 4`",.,i}»LV�•w..ynr��r� ..i<•Y-..�,r .+'fiS? r !,} .:'s•S:'. rr� .v° � .hr iJ�t ..1.•i:v: t �>s ..Air.. .r."'r } ".r• .✓ 'r" '. "'a' .` �.. :.,:rJ; `}✓ zrJ/• t ;.rn�i.s :��y �.t�aia. +J,•{F � v >�.+Fr•`?.{F .i' .L%d�'LC {. �i • .-.v.; ..,)r.. 'Z :r,!..,• ,Y..a't t^h �•�t 5s �1�I�� , l;I .+P ', I �. , 77�{�x� f L�s�9,�•�•flyn'(y�.�{�'A.. �a�dt5 }' 1 .Y i t L t > �,)7 ASS.t,.f n`Sf.,c'.�y� Y Y�yi I I i Ilt li i x(i,{r f'�e�.r�.,4 7fyy';;t.f+l'r�,'M):5 �tS.. .:t�:�yy�? f S{tt 1.lt�� 7'JS ,t,iR �t. ��r t h t .{ C J t Y'.1..?A:i'{t �Ti�/f4�h`t .�•' III � I �tyr;��yt<'4'f��t w° � �'}�`5! '"�N i- .,�'r'Ir t j1t t�} •,.,rr ..��i, i 1 k F.'.'� r,t�*�:�tf.:r�nf.w< .-,°3'..rik'� 4 P'f' {� AFd'IChE 2• OF TE r. The following words and phrases shall have the meanings indicated throughout these r—es except where the context clearly indicates otherwise. Annime rsgry date. Date of appointment or prcmation to a position in the municipal service or date of transfer to a different class in the municipal u`k service for current period of continuous service. persons appointed to city i service prior to November 1, 1982, shall have their mast recent merit pay raise date serve as their anniversary date. Aointinct authority. The officer, employee, or board having the power ,,t,.r Wi,X of appointment and removal of subordinate positions in any office, department, n or of persons having P� by or division, or any person group perso the power virtue of �._ ordinance or other lawfully delegated authority to make appointment to Positions = �� f in the municipal service. f ; y A�pointme_nt. The designation to a position in the municipal service of person who has qualified appropriate selection a ified for the appointment through an approp +. , a h ' process. t".oil Certification. The act of supplying an appointing authority with an appropriate number of names of applicants who are eligible, in accordance with legal provisions and these rules, for appointment to a position. •t1 .9. 4 t. .,„.. City administrator. The duly appointed city administrator of the City of Jefferson or his designee. 4 Class. One or more positions sufficiently similar in respect to assigned work duties and responsibilities that the same class title may be reasonably and fain used to designate each position allocated to the class, that the same y and the i minimum education and work experience qualifications may be required, .Y§§� same salary range may apply with equity. �d fix. Classification. The original assignment of a position to an appropriate . t responsibility of work to be ,v class on the basis of the nature, difficulty, and respo ty performed. 's Class series. The arrangement in sequence of classes that are alike in kind of work and responsibility, but not at the level of assigned work and responsibility. Degqgtign. The movement of an employee from a position in one class to a position in the same or other class having a lower maximum salary rate. Date of employment. The date an employee starts work as a new hire or rehire. ;. . Date of termination. The date an employee separates from employment November 1, 1990 .` 2 , Y X 'r Y t.�jar�t ^a,•'..:,,,I;,r�i.,•f,.�•'tJ:7.,%t;F,..�a” �, ;?#�'. {��' t' a• l� ,"'��,. 3y) ,y+(} � SttTY�F�.�tttLr` 5( � �gt�';a'GE rSP 'r�•�;�a.� �� Y M1`i M't ;t. ��b y, r r t r.t Y• r.�f, �-k 1 7'. ryY. } a}5 1�,;•7 �C�,1 �k4'�'+v7rs�Yt�+�' 'i E'ry jvtSt°j�� i;�4'�d��'k'tip '�Fr ay ' } ,,. �y4 �� r4t,�}1.i�4`Sxdr��t�if ' �Ir i+�`&� Tti d f q r F %,i,, w s�' 24} vkX fi� �kYk l t11 17.*i14-i1 {c ?yS.r�w�y4 ��`{''.V}�`i�.•y5 � t'}t� z1�7C" lv Y t/{TtiS.. i) ...,,IS' �7t ..F,:k i r�'.,l � 1.L � ,� 1. �? �{�`a'Y a�i.t1 2� 'at :, '11 e� •FF�''ri", e''°`v� ' r >� C' `S F. r) �7 ..i. '�t f. .w � �Y�'•"+ ..iAt .r rt �S. r �`�}��tY rtd lt' 1. iY i' t, i '1 7 ti. .It � •4•s'�t , , P i � lil ��. d t t 1 �• II i r i i YxJ<v F, y + 4�±�&Yr+ «�4.. 2 4s r r Y 1 � •� �. ..�j }, �i {f '�r � �`r i� r:t'n�"t`.iy> 1�% � r�f�n�.{;r'r':�5`�,7i.'f:�l,.rx:9�;cd:•I� 1' t s � r ,,` s Yr i rt V i.��s.c=t ��;yiryr` .¢.d V I!�I ! � 'I. ?t�..4: :1rx?{`Z�ss'',. ii� f iy�xt...;,Y.�<�, � w x �5 ' � •`�' 1 ' ' t � {t z ""`.` $ ` K : % ' t"4 r'3,.},S �t,.:�.�-,�� V :I �� ' S! �'t�}".lt,., aacs'f 1. � 1 t ` y fl 3 c� ,,.....:,.7._.....:....,.:,..d.:e�=..:...+-....,�'w�::."�::..,..,+..:::,.i..•w:,.:ir::+.c+++l a�� `>:v$ �:,.+.�' `'yj��'te'YY7flt7�tta�igffN'ruAiAd:�MkL7tuu+,F=ra�'•••.,.;," r M Department. Any of the departments under the jurisdiction of the city or parks and recreation commission, now or as hereafter established- Department director. The officially appointed director of any department. Eligible. A person whose name is on a current eligible list and who may under these rule., be certified for appointment to a position in the municipal } service. t Emergency. A sudden and unforeseen happening that requires the unscheduled services of an employee to Protect the health, welfare, and safety of the i community. Fire administration. Members of the administrative staff of the Fire ` Department including the Fire Chief, Assistant Fire Chiefs Fire Training r *'r officer, Public Education officer, and clerical Personnel- ion Full-time eloyee. An employee occupying a posit included in the .N adopted annual budget that is neither specified part-time or temporary employment, nor limited for a period of less than the budget year also any i f *. employee occupying such a position established during a given budget year unless �< the appointing authority certifies that such position will not be continued in ear's budget the hours of work for which are approximately 2080 ' the succeeding y g k�7'r per year. emp yment, personnel `' 'r Grievance. A grievance is a complaint relating to to .' rules and regulations, working conditions, or relationships between an employee ? and his supervisor or other employees. n n nhi n "hi111" He (his, him) . As used in these rules, the words he, s, and shall connote both masculine and feminine genders. r, Immediate family. Husband, wife, son, son-in-law, daughter, daughter- ',• � in-law, mother, mother-in-law, father, father-in-law, brother, brother-in-law, >' sister, sister-in-law, grandparents, and grandchildren. C7 -, Job Description. A written statement of the characteristic duties, is that distinguish�'- responsibilities, and qualification requirements anguish a specific l class from other classes. �^fJi ,a Iayoff. Employment separation made necessary by lack of work or funds or other reasons not related to fault, delinquency, or misconduct on the part of ` the employee. original employment date. First date of official appointzment to a position in the municipal service after appropriate certification and for any per of r'` continuous service. ee. Part-time employee in these rules shall. mean both Part ime empl -toy part-time employee with benefits and part-time employee without benefits. 3 November 1, 1990 ts':.{ ',N,Y37t? ,.'wa...'...-,.•-,_... r .r•.-`;. .t '"� , <. - `�i �l? ?•r 711f r"yy'd��'r!r, ?. c�tr�{ `Z{ s•f.i A z1 `S t t .v t '1. s.i �` {! t 4 {t ( rsG4"k v+��,.�i,r"1'. +,. i >5�:.��wL��yr��,a..� rq•�� na �r��t t.{, 1 � ',1 t � r ` t. S+ .r\r' t{ t� �:r:v";,i�� y.'��,, '�t9'$i t i Y :L ', f>iff ,i `rrtt t`1�t is y,6. i ril d R�{ 11• 4 d r .'t Il i I �y r 7 s ! '� � i't�r t � _lNst t J� 3� �+J��h,��y.?k',�.r,,�"�l�fl�„'`�vt..��"r(?°t f Y`•.- C 1f5. 57r7�. f..�_'t t 1. .te HIV ,r:. rj.r` x,xl;i.;'?,'itj..r�:./..:hF�`K dy 3."' �SF�rr. 1r � k{�. i�•c. dt.�Yt , s .:4. .,.t ,��'r, r 1 '.a t.• .ni Y f .t?t5 r.a d� �I �yyy+++,,, . . a Y, 1 II r . _{ .! '.:c x t:� M saN,i t kf �r,,,�r,: ,Slii, S. C x �' P d, S b .fc.;.•/r.� yN I tI i ,�' � , G, r t,s ik a�a�s'i.rtYr "? r .{ 4r✓c` t e i ;:.1'l{� 'fir, a h+'�iv ♦i ��i I,li p' .�a •t w H" 1 t x .,b.<v'a F J s(e � !r N'e f..wtt /+-e�y w*•^ M1+ hi yi .'��' I Part-time ennlovee with benefits. An employee in a position scheduled to work less than full time (2080 hours) , but at least 1500 hours (including hour's of work, vacation, sick leave, and ca gpensatory time) in any twelve-month period. Inv Part-time employee without benefits. After Novent ex 1, 1990, an employee hired into a position scheduled for no more than 1499 hours (including hours of work and compensatory time) in any twelve-month period. Part-time employees who were allowed benefits prior to November 1, 1990 shall retain those benefits as long as otherwise eligible under the benefit plans. Position. A group of current duties and responsibilities assigned or delegated by competent authority, requiring the full-time, part-time, or temporary employment of one person. Probationary employee. A full-time or part-time employee serving a working test period. Probationary period. A working test period during which a newly-appointed full-time or part-time employee is required to demonstrate fitness by actual performance of the duties of the position to which the employee is appointed. "s Promotion. The movement of any employee from a position of one class to a position of another class having a higher maximum salary rate. I Promotional list. The names of persons currently in the municipal service ,u who have applied and are qualified for appointment to a position in a class having a hider maximum salary rate. z �uali period. The working test period served by promotional appointees and employees transferred to a class dissimilar to the one previously held. Reclassification. The official determination that a position be assigned C to a class different from the one to which it was previously classified based on a gradual change in a position to include duties clearly outside of the current class or an immediate change in a position brought about by a division or department reorganization or redistribution of duties. Whether an employee ` • shall be retained in a position after reclassification of the job shall be f ' determined by his qualifications for the position as reclassified. Repositioning. The official determination that a class of positions be assigned to a different pay range based on "internal equity" (relationship with other municipal classes) or "external competitiveness" (relationship with wage and salaries paid in the labor market) . Resident. A person whose principal place of domicile is within the' corporate boundaries of the City of Jefferson, Missouri. TgagomWSeasonal employee. Terms used interchangeably to describe a jro position oanprising duties which occur, terminate, and recur seasonally, 4 November 1, 1990 T 2 7 v kW / 1 „,,,,�.. fa � � ry� ��_ .�J4r i k � SG. 'k tkt, n'ij,1'��rdt:,,s',11-. .' jt'+� M +n%•r, f: }4 t�, ,.�R, .N„a, i.}.+,:a.. a'�"n+' intermittently or according to the needs of the department. Such position shall not require more than 1499 hours of pay in any twelve-month period. The appointing authority shall assign a projected date of termination of less than one year from date of hire and shall have such date made a part of the employee's personnel file. Transfer. The movement of an employee from one department, division, or unit of the municipal government to another, fret one position to another :y position of the same class, or to another class having the same maximum salary rate involving the performance of similar or dissimilar duties and requiring essentially the same basic qualifications. Vacancy. A duly created position which is not occupied and for which funds have been provided. k �1 �. AMICLE 3. GEMMU EMaDYEE POLICIES Section 3-1. Equal EMPIO meat OpporbMity. •-a It is the intent of the city that all personnel activities shall be con- ' ducted in a manner that will assure equal employment opportunity for all persons on the basis of merit, without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, handicapping condition, or f• other non-merit factor. This policy shall include all personnel practices yF. related to the employment process, promotions, demotion, transfer, layroff, x termination, compensation, benefits, training, and general treatment of employees. ; Section 3-2. Affimative action programs '"A' The city administrator shall be responsible for the development and ad- , ':. ministration of an affirmative action program to aid in achieving full mot,! <; realization of equal employment opportunity. Such program shall include: y: (a) A statement of purpose. (b) Procedures for determining or identifying problem areas and factors to be used in determining whether minorities, females or handicapped persons are under-utilized in an occupational grouping. (c) Procedure and responsibility for developing action oriented programs designed to eliminate problem, to assure equal. -employment opportunity for all 'a� members of the available labor pool; and to foster upward mobility for present '. employees. (d) Criteria for establishing affirmative action goals. ref. (e) Designation of responsibility for dissemination, imp],ementation, coon- pliance, and audit. s; 5 November 1, 1990 i� t G} `�'s•v�f�,f'ta•,,iti�§ !�i1 pry��dr i'lt 1{�t r�s.+�+�� fia3�� r '�j �. 1'y-.• �,'. ,1 , .,:'�i' t4 t ��r�1"yirptt�+�1 r��r)�F � �r f `�y t�.1��! y,yNNtt`�+�,a a�<a .�. ,• b>,+ ��?�h�'y��.1tR�,�ti4E.+ r�c,f}r�j3�`�'r,�r,}',`t�«{�,” 5�Jb.r•7��,,�� '�� j � t'".��'�i t 3 T'i'ff} "4 � { i r+ `..G( •. r �k t�f2 irr a`iA��)0S•.+'' , r1. .r>}e��;ryzY �'c,, t<w-d�� o Y*�'t frt r 4 .s fF � r .c..V.•J.ff r''+•+•T t!1^-.i;�:kq'�':��1,,� tZ�d p7 ° i� i '4 f'4",/' ;r'.'+. A "•2''t, q°� � � ��{�N . '1�tt$4'� + ;w�w r<T 1"p .�'� ><'��(�•,r t r } i !�5�M c � �, �.f ,� k"�f.i fi k{ s, ,t / g&�; �'. '�*A'�y�a�r +�^��fi��• "a� .k 7 r'•,"y'�'t;�° �° "��'�u�r.£S �k`£��b�t�`�v (4.e±¢��ir�t �'S � r�� F'} t,r' �j i�y �i$ti �.�� }11,k!{� .w' 47Y� +F1 t}' + �Y�. �,U t .tart.y�•yp,}ti k. T rt4�1y,r4dp�"r �i'�r{r�.3r Y �. .Y'n>.�7 l 9��..:•.).z t+,l�rY�. �� ..£ ' ). ,(� ) J W�:l�r'�'f�o §� J1<a,n��Ltt D ti , ;'Xr S,r{. S a ::`�� f v' � r Y '}� � }ry # t!{ .i _7 . ., � .. ,•, 1 >''t�',t '". i�w•`dhr3n�'�' 7 4 ,��i. '� k Se. Section 3-3. Alcohol,, Drug, and O=trolled substance AbLL (a) Policy Objectives. The City of Jefferson has an obligation to its a drug free and safe place to work. employees to take reasonable steps to assure The City also has an obligation to the citizens of Jefferson City and the public at large to provide quality and safe services through a policy and program controlled substances in the workplace. prohibiting alcohol, illegal drugs, and ro unlawful flfe of Jefferson prohibits the (b) Policy Statement. The City manufacture, distribution, dispensing, possession or use of alcohol/intoxicants, te drugs, and controlled substances in the workplace. Any employee who violates this policy will be subject to disciplinary action, which may include termination. (c) Prohibitions. The Mayor, City Council, and City Administrator of the City of Jefferson reaffirm the city of Jefferson's policy that, as a condition of employment, all employees will abide by the policy for a drug•-free workplace and adhere to the following prohib itions: (1) No employee shall report to work under the influence of alcohol/intoxicants► drugs, or controlled substances. (2) Employees shall not unlawfully 'manufacture, distribute, dispense, possess, or use illegal drugs or controlled substances in any manner (i) on City of Jefferson premises or in City of Jefferson veh icles at any time, whether or not performing C3.ty business, or (ii) performing City business at any location. An employee convicted of violating any criminal drug statute on or off City property will be subject to disciplinary action, including termination. This section does not apply to any employee performing law enforcement responsibilities. (3) Employees shall not use City of Jefferson property or their position with the City in any way to make or traffic alcohol/intoxicantst illegal drugs, or controlled substances for their own purposes. (4) Employees shall not engage in any other illegal use, possession, or trafficking of alcohol/intoxicants, illegal drugs, or controlled substances in a manner which is detrimental to the interest of the City of Jefferson. (d) Notice of conviction. An employee convicted of a criminal drug statute violation occurring in the workplace will notify the City Ac fininistrator of such conviction no later than five days after conviction. (e) Notice of Jg=1 pnM or Medications. Any employee who is taking a drug •vi or medication,, wtother or not prescribed by the employee's physician, which may adversely affect that employee's ability to perform work in a safe or productive mardier is required to report such use of medication to his or her supervisor. 6 November 11 1990 gq W e)y I t , g, W., I w1 MW riX il� dt '"'"L�y r�s��ditron!n76e.,,..:.,+..:,;.r....a.w....;.:.i r+..Rwi,«+w:io•�btihinxir�dwnkWr`�tcd2.ft�iC,�t�i,�tHJ7i3'ri'J'P•y6tr.at.wu.w,.:..a+:.ti.....::.»..,.o,.,.�"::w..:a_...,i..:a.�.V.s.. ..-,.,. .,_u......,,.......'"�:e {.w.r.+.i,6r,ii�MS s"7. 4" This includes drugs which are known or advertised as possibly affecting judgment, coordination, or any of the senses, including those which may cause drowsiness 7' or dizziness. The supervisor in conjunction with the Personnel and Safety <<, Officer will then determine whether the employee can remain at work and whether . any work restrictions will be necessary. (f) Drucr Awareness Program. Employees are made aware of the drug-free { workplace policy and the dangers of drugs in the workplace through the display and distribution of informational material. For employees performing sensitivei, safety functions, which includes any duty related to the safe operation of mass transportation service, the information includes the effects and consequences of drug use on personal health, safety and the work environment, and the manifestations and behavioral cues that may indicate drug use and abuse. F Supervisors of sensitive safety employees receive 60 minutes of additional -,: •' r' training on the physical, behavioral, and performance indicators of probable drug use. y The also includes program information about the availability of drug i counseling and rehabilitation as provided by the Employee Assistance Program described in Section 15-7. (g) Citv's Right to Search. When the City has reason to believe an employee is violating any aspect of this policy, he may be asked by the City to submit imDediately at any time (including breaks and the meal period) to a search of "`}r N''� his person and/or to make his locker, lunch box, briefcase, purse, packets, ' a<< wallet, personal belongings, desk, vehicles or any other receptacle he uses or has access t 5YhC: x t, o, available for inspection. Entry on to City premises constitutes consent to searches and inspections. Refusal to consent to a search or ?�� } fit� �,:.��';_r. , inspection when requested by the City constitutes insubordination and a violation of City policy. h }` g, u. ;ZI..�M` (h) City Right to Test. An individual may not be hired to perform a * ` sensitive safety unction unless the individual . Y passes a drug test of urine for � .;. evidence of marijuana, cocaine, opiates, phencyclidine (PCP) , and amphetamines. t. All new hires and re-hires of full-time, part-time, or temporary/seasonal ` employees may be required to take a urine or other medical test and to agree in t writing to allow the results of those tests to be furnished to and used by the x City. Those ;.. :.. tY persons who do not pass such test(s) shall not be employed. An employee performing a sensitive safe function who is reasonably r safety Y suspected of using a prohibited drug , , when a supervisor is trained in the r. : detection of drug use can substantiate physical indicators of probable drug use, may be required to take a drug test(s) . An employee who performs a sensitive safety function that either contributed to an accident, or cannot be completely discounted as a contributing factor to an s accident, may be required to take a drug test(s) . i Employees who perform sensitive safety functions are subject to drug ' testing on an unannounced and random basis. ;. f kI,d tf 7 November 1, 1990 ;r t f Y f T^""•^'""i.5l, !} t N"Mis1#/'fi�/�(�"�'.1.1�'1!h.. i}l Y�:'� .V,. -»^'^'^^oMwwYwNWnWe.(Wgwr. 1 IIJ.4. Y �', �'"ar `yki Y} '-,t t N � pi d .':L . .• z 5 r r. >kS r3+'virt Y44UCi .JS.Y:'. i, #(T tit^. , 'Y� 3f.YS ;! : y 'Le das .. ',! r r i ��it,5 .•d ..v �3• �`�7'u�t! �:Y�fy. t� X4.b IS � � � } .. r u y 7 'X .r. { X=f .!X? ii fi•Y",1 :}, ?' 4f?!'x i` S-. { rcYy ' .ui� i.i} 'dA f�yl •� G ,i rr'�ip ti�.7 3 a is !f I ! .i ,rtis�kt t•�'�M t+�s"'��`'f lrfit �ft�,''�ttt4 +. z ,t - ,r',j +t...- ... .. � ,,t . r, a.: n + rr{7. �R j• ,�`m 7 ,.:5. a^t^3 r a•}{�?'{f} I� ..y•'I ! I s r r 3 s'. ..t t � t��'�� k ��.37 S'F'"�"'j�r 1 �i� 4{ .>. �, t'a..d:t`r:t. I ir!"{ff 4.�,. 1 •ti 'r a). .At✓ r # ��,�-�,It .. ,try�.,� ..��k�+ .iT%.3: t ,�tnJ7 t�` ,",.�,�"t�t,�EhvdS#t tr. �.:a..«;r,:..:,,.•. ,-�,,:.a5t.�' �J'trt, ,... Disciplinary Action for Violation of the Policy. Any employee who violates t; any aspect of this policy, including refusal to sulmdt to any of the above described searches, inspections, or testing when requested by the City, will be subject to disciplinary action as described in Section 16.5, which may include `r termination. when the City has reason to believe the employee i5 violating this f" policy, the employee may be suspended Immediately pending investigation. Ikt Section 3-4. Aoquired DeficiencY SYndroms ( ) • °� The unfortunate spread of AIDS in recent years has presented a need for a policy + regarding the employment of those who have, or may have, this disease. Medical experts and medical evidence available to date has shown that casual workplace 4t- contact with employees who have AIDS, or who have been exposed to the AIDS vines, will not result in the transmission of AIDS to others. e City of Jefferson policy will be to employ persons who have AIDS► or are 'Ih ty Po cY � suspected of having AIDS, so long as such persons remain qualified to performVa :. their jobs in accordance with City standards. Some exceptions or deviations to this policy may be necessary for certain positions, but 'the City's intent will be to maximize the employment opportunities of AIDE patients, while at the same time preserving the safety and morale of all employees. The City will stay abreast of the latest medical knowledge regarding this }r{° disease. If it ever appears that the implementation of this policy may presentx .;.? a danger to employees, appropriate revisions will be made.; ' Section 3-5. Health and safety. }, The city administrator shall make every effort to promote among employ- M y ees and in the departments maximum standards of safety and good health. All ;1 xt<-' employees shall kx: responsible for performing work assignments in the safest manner possible. Prime consideration shall always be given to safety in all work .'° t situations. (a) Departrnent directors shall: (1) Be responsible for the establishment and implementation of appropriate safety standards within their respective activity areas, for periodically reviewing accident frequencies to Y ' determine and correct causes, and for identifying and correcting safety hazards. y� (2) Ensure that all new employees, including seasonal, tx q:)orary, rr,> and part-time employees are thoroughly advised, instructed, F, and supe�.vised in necessary safety policies, practices, and procedures. (3) Implement and actively support the city's safety program. (4) Arrange and conduct safety meetings, inspections and training sessions. <. b� g November 11 1990 I IN'd"}"`'.t ) 3 n. f S �}��... ,k '`'e^ S1 tZ rrt< IPv 3tiS t t ir,r✓ it ..> .r.� kn.M �a ; at ��1� �{r� �Lr7T'" ��,. ' �sa��'h'f'-��'ii f ca i S. r� t a t1 ( ' 1 � k�. !ut'Fir h � }1 •,% � t fb ga< •, .« 44hh++cc" S{g� w t "3{}t7 <t (t�#ro t(! 5 a i._ i , t' u o ,,'1' `i�t `,�i �f r; x3 I I w .,r�,tr9a r r f'ynr'3t'•r. t M�+x�. e ��^- i �# t, �'�`� 1'�z`lcry�crr"� v ,;,..}y ,��`� .� i�r•I `l,�a, �X, � '%.�� z �} .fii��(� A, S�1't 6{-`t dd FF ¢J"4`'}'R"7i7 �;:2�,4��'ffl*•$K;��}��y, y t•�1 � t j r,1t.�i�ti e ix,,.,a7• '�' '"l. . ,f{`- ,vy$t.' sy a�t�,i(" � �,�, �"'',t,d. , - �'��' � 4 }3�`>t3(yii. s 1 .1.r: w5 r�t`.')its,; r e tt �� f't�'t't•4C.t�n L`*�', r+}�C'' r a'c.�ty,a rY� �� b �i! e ,. W s + I .i,Pal'1},1�r`,'y,t c1t d4" k'"!YtiL.pr,r,�ir�<t$t 7`�. ,ra 3t "YY .� `'S t rvy 1 � . �' � r� ;n Cry✓, �. 511 . ! ��J( R'r I i.il S + t rn M`�.{;.rr ay1•Stl r t}`..;t�t .ta ...ff ,nj. {�:.. ., f'.F+.�()Z 1�F�t.y°t 4 ' { i I �I > :, ri (Y•y�fi4'it.r t" 7S .j —�• ..'f tp ,;.;: s .,:t.tt i .. tt. ,. ��M: ti}�r,-4. 9e, :i�' y�`rf +��`§'! �n fg[� t• b..!�{ �!r .t�:dt s fu 'rr > u'.t`^� ,�� 'i r F -[� .2. ��}," : ,7� �'N k� 3�ks.f��p ¢b_¢+v+tv�.r it.+ ,� } s c•q,�.�+.yk, .,t„ '•�' u t :au.J.:+ , r N:r E provide and/or require etp t necessary to adequately (5) safety of �lAy�' p�,ot�t the health and K` and prepare all n scary x e'r estigate accidents► . t, (6) iately in and future prevention of on . r, N+ forms for documentation and fut r ` injuries and hazardous Y.{., i (b) All employees ill' and practices f requirements with safety liar Be thOv faint zve work assigrnnerzts, applicable to their respect and report unsafe or F ' observe safety practices► (2) Actively conditions and accidents or injuries to potentially dangerous a isor i=v_-diately. their supery hazing of C°'• (3) Refrain from engaging � h�eap►y��v}�lcel under penalty °f � #. practice ' ,,. workers, and any other including dismissal. discip inary action up to and Of approve t the � rt of t !: ed to heal risks (c) The City Administrator may for1P°S current by the City, are curren Y immunizations, the when arranged immunizations .:. l t. The following 1-wed as the nea3 r , > be app associated with their ° other immunizations may oak r .a. , 1 , sumac, f� ; recognized by the abies,►Hepaevers B, allergic dermatitis (poison ivy, c Y 1 is determined etc.) and tetanus• ilable for all full. when arranged by the City, shall be ava Flu shots, u n time employees- perform;'Yt for the city. services ., d The city may r=tai.n a physician(s) t oysips/ disability retirement ( ) re-employmen p verif ication vices may include p ob injuries► , These services ti_ons and or treatment of on-the-An �l°yee may be directed by hysicals, examines y.fn. p or injury amok other services• of the city, and f s at the e� of illness and to any scheduled appointments ur isor to see the retained physician( ) _ Workers his sue nsibility of 'ache employee eyed by ' { it will be the r�-sp° Forr9� no P, ,mti on only. �►Y � Yhv with the retained physicians(s) • of the will pay for the cyst subanitted to the tars Cation, the city examination can be or additional charge outside the �— ee re,Cponsible for any portion } referral carrier, with the employ wJP '. city's health � ' not paid by health a. tied°1 gLte3. 4 Section 3-6. Smoking cesmtion and "Umoking perm public buildings and vehicles except � .y allowed to smoke in � l „n .1 ttedn locations as follows: in designa f f# e control Tower. Opal c Airport - Cab of th Arimal shelter - Garage. November 1, 1990 J> t' f:•ti`1'3�yr.�idd��-'h r t Y tjeYtti�pl�f'Gr ttj�1r •U{ .ttiHy§�v�Gt�4�")Sf��i�F`�l. J .�di .��,N... ;�2 t 11•• .4.r'4 z-( S f Z j ., y i+`,t t> s i .. ,� r ,'�[i,� y, t,aMY3.,•r Yi93f�3t :4? �� t..':�r yt`,+'�[:�f kTJ P(J F"'i. .'rirj r�� l��'.�}'f S {s:q:i,• .�s t ,;} srs: ., c tij c 'i�. r�itS tC ttl� :j�rT t,"rDytl ti4 _I d a(t�>r Tti r 4' 'i iA' i'�tltj.t�it%L i1+. } r,'• 7 t k f t (; t,4 S d �Y� }�fa { y�'AL it t[C'1j '^e., .h rfti,�tiF e N. x` heat 14k{i tf 4tt3� r 1 .4{.tig ..dy`Yj,.q �5 S{, Li;T rx!{.•"?t! f = � fr�';r...ft:;'.n 1,. �� ) j �-FF ,�s 'tit'ti � t /., t f 1.. .t t .,,t.. x.. �.�' I „� .:i .}, •,�, r+t�r..5''j�,t 'AIR.::�Sak � �. !b S.,t:•, ,�,�. t � ` :.i. �.�e A• r ''�.. 9 1}�t Y v t::'}411 i��f /t y!r 1 1"4d�1,f r.n;3"�k;S 17 7,,h i.S:p,lS t y t AY7 t t,}x k r;�s i.}}t!.n A.a„i}�r}3'.S�'�r,fi,fd}t3rr�.•$�ui t'`"ft$�t,f.s.�VF`.}k G.�At}�+(a n�h�t i p 'nr l I s N° fit .t � �t. "t�.'(r(f��e,= wv3`+COW,�}4 r• �l F}ciltlw1„�`-k W r r F 't,t -- • • ••• • t•1 7 • • ••♦; 1 - - • M• , 4 .'z 14''x,' - .• — — 1 5:• �Lf — — .•— �i • • •,• -• • - • =1 I• • -- • • - •' • 10 qeA ol a ,-4- to _ :ry •..n u.. �� _ u�.' — A -• J �• • - • •� • - • -♦•� r ktT � _•ol�;..rar •b 's',: r a�>d•4":"'{,i,;F•^�.�,;* ab;a-, v,a;;.;?>' nt" C' :'qt,- .,�,. „�..: ,fs.�+:,'*A�'.7� ,+�:�kP t;. �t� •ft •.F �� .hy;, ,%•,'. {" r .its.�+ t.a.,lr, -'.�, J+�}rl.'t�;�i?J:r }k"�' c1'� �# .`f'Y.. ex,flt`t;�c� ,�[:f:� �';rt�•rl tti, ,F.i..ti f;,,,. 1. :sA. �.rl 1t...7 ,s�..^ '{ �y $a�bklb,4�`t; _��' cd�'•C p ,� 't'r+�{` r >�,kii�r�..{k ,,,:y r t �it'rs s tt :J �i;�'.t 7 /yr + .4 .t, ..}7.,_.�•�!•y,�F'kd?:� 'ft'�T�� jf�'if''� ��4':�rir�1� �,��L G',k '�>^ 9 '>k p'A/'. r,� 1. t f1' t ' .>. t , t 1 �4': +1. j :, .•; F X,t�vt.,f,rf'��i;'�.p,.yr d;l'Qrh q `t i� +:�'�1 1�•i''. ic,l. .r':rs i F .:i r �'. J ,7 3. �.t tk,i:. ,(,.��i �:7tir r;i' ,,i+f}rffar/7'i� 1{4r4�} i 'x�+tq. 3Ft.; }•,� �.ytt4 > .j•is s 4 �„ .f �. J .. • } S SS A 7 ..;[_c,' 1 Y 1• 'tt a t. 43. r + 1 I.. _ . r i d'%j3. k 'a4" 3•itsl.7•,t. i'4 6.i arl i'I 7,�y f .f ,Y 5 }. i r 7 1..} + +J,.4,ir?e�r•.E.,t Sf.,.Irtii .d� �(.;i.:3�y�Fi�tl�,A m .;4 r j�t l tc��i q{r7�e.,'}s fig f`''it;_ i,.y. f 5 ft }.� ' .. 1 ti '�� t`1 t I }E,i' •yt { =.1:f3 ii✓ct ;`•",.3•.'iJ; 'tA;•;J�'*.:. F•.(rt�, .• r+1. 1;:.y'�3x �}, r"��ig,�a r l" t �,�.'t, .'1.. ,(. .�«.nf:. T,.1{at 1 'E:+ rt,: !n,},r z?.�r.3v�1"��l d;, ;'IA,1•,�t,a;��n:.f: P y.P+; ,... , �,� t'S tt .�. � t 3;4;>?'>";:+I„u,•bs,�..>.. .iF. G '.•1`r'=•,c7117 1��;��9}r��;�5,.y'�e,+�iitr�?r'" C�,! 41 L .,� 7 "�. 1 .!:^rr i. ..c:+l .i , '}(rti'.; si �'A , ar +aG' ''+sf( 4f ft5.:a''' �. 'x'`:a'"!f•.i .r:`� {r,,.� "iN?t"S .Ea��:!}'i'i5'''-« li..tr', } ;{:. :A �': d J k � ,} °i A Q','. 'i::3�.� F•'Y.. 7 e �#S �„q Uf�,. 't,'l,lt�,it'v�' °:-.; ,t{:rf 1 r, >;�• �..r,d��1•'�.s��s'f."' I�t�f�.m3�,�;.�.y 'yl ,a.,�Ft.i 1.e`z';i�) e�' 'J .�. y;;r. 1;•YS � �°�'.� ,,�. 1�,>��.t.� y� >11•Ya"� ,r rt�;�",t;,4':'r��,y .� +"�� i. r � ••1 't�1�.- .� :.�, ,'ti `�1➢S' ..� :�'• 3;. '� al''�: r t,'!'4 ��i.7 f •L";"� '� r ,� nY��.�7.5f.:7 a�1h t�f.:r.3 k; ( �,'t'$.t�.v.`ae�'�" ilt -,�, °d"✓�• 1 T(Pi. 6,t �,:: i r'}T,�'i.. /, {K1 >f. r °}�'f�'y*.�`4. r�;��. w�'�y(. nr?; .d ,ft��• dy. .�.F'� �sfi ty".Lf` nth;a..::r.'t'r,:a tjr�'1' �t'^y4tt• � t;• `.i v'y •.�:; �ti, �.t q r ff� i �d ��{ >z i .•�r,; .x .!°((� i �. ''Q^' Y,.,,M'� !. "b # i t�h r 4,,i .� r� �t i '.81 ��Wz'+ie 5�^� �,';�•� �; 1� ,k�e•at�} ,+ i t, ' S•^^� � ,y � fi }' � ar: ';iF •t�F��i{'�� ~"'.t�>� u�,.k,f a4, t' i�a r. .il, �t, -a k�l'\ � , f �� s' k ��` 3t .,•r,, r ''T! f �'. et 1 Intl b;�� -�� J. ........ .kti.. M'��-�•�.} 'tT Vt � l� .. (�:7J�! .f 0 l \ S •Y �� Ir '. M1 �VU � �tl� L '�, t�r� 7 y� •��t e •y rf. I 'li ��r •7 � ^1i�q' x';,r�� '�T� �� ttt �TaAt �� X Jra, 3 f �# >r,. jS tk�'C`.str 73a�. a tF? t' lS•' ea�w?Adyv*rrd:r..*wun�abKrtY+:t'�44d�41[$h.YFR'��i•:�1,C33t.iii,:a.....v,w«.:....,.L......_.,._�•.-A.. ..•._..-.. ••,i " .•._.,..t.a..:...r.,..+.,+iri.Iw,M . ,•y.�Yµwiw.,ki,::+::r.:.W+rirsM Class C, covering The new law establishes three classes of Commercial Drivers License: Class R, Class B and ff different types of vehicles and different - vehicle weights. It also requires endorsements for Hazardous materials, q passenger, tank vehicle, double/triple trailer and restrictions for air brakes and ,intrastate. Written testing varies with the class license and the e w ` ` endorsements and restrictions. The actual driving test must be taken in a ;. vehicle falling in the class applied for. Al.i A `{ :', The new law also establishes a Class E license for individuals driving a vehicle for hire of less than 26,000 pounds GVWR not placarded for '�• 16 persons or more. hazardous materials and not carrying Pecs vehicle will be r , City employees driving a Class A, B or C size/type ; required to talc-- a written test covering the class vehicle operated and the `Y '_�� '1 applicable endorsements and restrictions. Employees not meeting 01grandfathering" .,; .,{ .,.. road Hitt; is control and requirements will also be required to take a, pretrip, bas r test in a vehicle of�the CDL class they are applying for. The first requirement t, , for "grandfather is to have driven a vehicle of the class being applied for E r ��py� preceding application during the two year period immediately p the a on date. i employees currently having a The State will notify City chauffeurs license of the new law requirements 45 days prior to the expiration date of their r l;ys• ,- that do not have a chauffeurs license but operate current license. Employees of that class with the �... a Class A, B or C vehicle must obtain a license4`<U.K. appropriate endorsements and restrictions by April, 1992. 1'. tl AW ' 't ]„I•lg and assistance The City shall provide employees with the training necessary to comply with the new licensing requirements as follows: : '"' (a) Four hours training on the written testing materials, provided on City time. (b) Two hours training on the pretrip portion of the test on a vehicle similar to the one the driver would drive during the testing. This is necessary only for employees not s "grandfathered." (c) Make the best vehicle in the class an employee must be licensed in available to him for road testing and allow time for the testing. (d) Reimburse employees who are employed on November 1, 1990, on a one time basis, for ` the difference between the required higher :gt' raa ' - r class Commerc ial Drivers license fee and i the fee for the license formerly req uired► the $5.00 written testing, and the $5.00 „•,.+, , ;. road testing fee (if required) • Testing fees shall be paid only once, any retesting . a 11 November 1, 1990 }! �Ftii }t' -77, 7777777':4bkAPN?M"°""'gm+..1^^""•"' r L ^t r } ;t ..{ `t t! a a t s t + �f�, �,"da��34}fit' d•rr'Si e} t Z� t�`A:�is a ?r*t tr � to • .s t..E t j F t i 5�S}�;rz�ry 3' 1�E1, '�t� ��x1�7 t �fl�, t ', �i,vrS. 7`�Wkp t`�*f//Y tf ` .t4j9tpr i t 1.Y > fi it t{� J y�kf Y?, � ltyfs. � f* ri J s��,a- isr $s � J ' t { t. .t}'t f1.y i�. y1 .1.+p�',r��' •+� 1Kay''{h�. u 4'4s 'i•' r'.: +.i rh + i }.: f d �. f ,•.t ""I, �t t; 5ci. .,r iu.w +{_•P ,� i', },,,� ,>.,,t ,i .J,f' •.r t. r !. T �A�` 7 S f�7'u b•} �i i ?t'' 3 � i 011-11 1111 Wt•�+al q4. e 1 ,� Sts�r � t,j;rd'{zt• 5' r N a 6 .. .,! 4�°+'�A��stt'd3:(�. ��. i i 4iJ .,,. rr tbSr �+ F �✓j ti��,�yS' ��S g�' �SC+ ), ti 1 7 z! f} . t f {' x,t 11 P.U.. r �� 7 t'n � f�yf7 f• [ rn.a b✓f�z.�f��tl��s'�a kl�i r, .z1.�^� .r a' s try r. t ti " .+ �1 '� �1:r�•t ° �tY•"� f{'t~�'f� • necessary because of failure to pass the test shall be paid by the employee. ' Employees hired or promoted after November 1, 1990 shall be required 1. try to have and maintain the necessary class drivers license at their expense. ,t �t AERTICLE 4. APPLICATIONS AND APPLICANTS , Section 4-1. Recauitnant. �'�:•:: =fir; ' h employment opportunities pal service shall be pub- .�:�;t Notice of emplo t o rtunities in the municipal �- `'` . fished by posting announcements on official bulletin boards, and in such other places as the city administrator deems advisable including a ppropriate, at t °rt ' least one newspaper in general ci-r ul.ation in Jefferson City, , M1SSOUrl• Notice is Y,•�; of all a examinations for promotion shall be published by posting and other methods, but need not be published in any newspaper. The announcements shall d specify the class title and salary range of the class for which the examination r ' is announced; the nature of the work to be performed; the minimum ` I�'f qualifi- cations cations required for the performance of the work of the class; the time, place, ` perf ,t and manner of making application; the closing date for receiving applications; x; `. ' and other pertinent information. Section 4-2. Application form. Al' All applications shall be made on forms prescribed by the city adminis- r -i, trator and shall Yea filed on or prior to the closing date specified in the announcement. App lications ma y require information concerning perso nal v: characteristics, education, experience, references, and other pertinent ' information. All applications shall be signed and the truth of the statements cunt- ined therein certified by such signature. The city administrator shall require such proof of age, education, experience, and other claims as may be appropriate. Y +Tr. S. Section 4-3. Disqualification. The city administrator may refuse to examine an applicant, or, after exam- '. ination, may disqualify such applicant, remove his name from an eligible list, or refuse to interview him, or may consult with the appointing authority in ". steps to remove such ��! Ps person already appointed if: (a) He does not meet the preliminary requirements established for the pertinent class. (b) He is so physically or mentally disabled as to render him unfit for the performance of the duties of the class. ' (c) He tests "positive" to pre-employment drug tests, is addicted to the ' use of narcotics or the habitual use of intoxicating liquors to excess. Y. (d) He has made a false statement of material fact in his application. :'. 12 November 1, 1990 J r ,='ih'i '�i1't i•'rl�it'bi! 't j r + 14 S+fi it i '� , al+. y 4 ^*C�.i i"z; ^i�}cr cr, . a �t�i;, r s ^t�f� r' is t �, v r 4 c m. 4,\+ s.�'+ �t 4 t r 1t!':•y ^ p". :. .'in 7F'i�ra t4r�t {w�v,+�'{rjl�r't"�+,Y�"s•+ . j r c x t�!'eP 1 i d5 r�i sfltf {.t� i•� ^�Tv� +� 7 p ,'>i t Y t i+•-.tj„t' :�+7 t.7� + rat a r,�1� 'fir C'}�z�`"- .4, a " a,•ry�w'd ��'"�>t��yaa r3�S✓ttr"u �,p Jay/` ��ni�-i a tl dY:{;a t•.t7 � r#F( +y^t3(t�t r�lr��r. �yu. J}r . 'f^ •,Y .�c�4��'2�.3{yt1'�3 ,� f"v'��.5'.r�j n,,�x.�,.�+i7 �.�t'Nk1gf'J�,j�,a?a 1,tt+,jir.y,�T 4 st 5 'Nk 1. :v':•d.r r ;';r.;3,..., t"tX;+ ;i,r' iY•'9,N�;{ St"4 'k( • dr�!r�,sr,,4 4 ��t° r.r.tHNRa 'i 3F`' f r t^`jkd s .t 'tt'i'.i"t.0 x +;H'1t+Pt' z4t .' { r i t"�s m{f ,�rf•,j ,.., n1n } !} ifs <, �J r , ;tt! + yz a r+ v pas 9 # d j . ?\,• t •r ,it' t 3.�j'i 2 ` ¢`} s at tijf. k' r 5 I.J .''t !az y h i r 1, �Y �t i�� I +1 +"• d t�'K� "� 4F>ss ^, t ��t �r r 9 .t r t F'F r t z� r ''.S F5 i'{i a�M r 57 r�{k a7 ,'�CVf�•�ttlT� ��y��;�•�, ,'�'•ro ? {y ! ' � e.}4�jj i.,�} zr�vi7i`y``�4r''F,'�,+�iY ,� { j�� t*rl�SiU :ra� �t��'t}5}si�tt� 'f`,t"t aft rtl 'r Sri 1+"y1'rlrar y��'�S li � . �. ',t:sl�'�' ,� '• , �s, �{F! 'a"`, t i. ;frr !: tx_ to- vs j 4 y :". ,4 �t�t Y4t+rK�+�x#r�.j'z;>°. r �.i .. ,7f i' �: .;. .: ,•,, a,.. ' ro-r... �,'+ f'" }t.: ?r' 3t ,i-g� is t+ +'.`s �,s: t,.a � }j p I 7 M1 �P=r r �. �i ' +,A f� Y +�ris�,TF.;�,t,R,]j}.`t q~`k '� i{s , ts. .12�. ld.�y ,+.N.j,f�i.,?,j wily .. N r✓,F,t<'1�+{�,� 5 a j ,.bG,rgs`h��" �11� �r1 �, I� • 'F 'Y • i. (e) He has used or attempted to use political pressure or bribery to secure an advantage in the examination. (f) He. has directly, or indirectly obtained information regarding the examination to which, as an applicant, he was not entitled. (g) He has failed to submit his application correctly or within the pre- scribed time limits. (h) He has taken part in the clation, administration, or correction ' of the examination for which he is an applicant. . (i) He has previously been dismissed from a position in the municipal Illy service or has resigned while charges for dismissal were pending. .t (j) He has otherwise willfully violated the provisions of these rules. pY" (k) He has established an unsatisfactory employment or personnel record as evidenced by reference check of such a nature as to demonstrate unsuitability for employment. 1 He has taken for another or allowed another to take for him all or part of any examination, or has been found cheating in any other way on an examination. Whenever an application is rejected, notice of such rejection shall be given to the applicant. Applications, whether accepted or rejected, shall ,J remain on file for three years unless hired and shall not be returned. section 4-4. Disqualification by reason of police record. `5t All applicants who have been convicted of a felony or misdemeanor involy- ing conduct related to the job for which they apply may have their applications rejected, Section 4-5. motions. (a) Competitive examinations. Examinations shall relate to those mat- tens which fairly test the aptitude, capacity, and fitness of the persons examined to discharge the duties of the position sought after by their. Examinations may include written, oral, physical, or performance tests, or any combination of these. They may take into consideration such factors as education, experience, aptitude, knowledge, character, physical fitness or any other qualifications or attributes which enter--into, the deter-inunation of_ the relative fitness of applicants. % Prcmational examinations shall be of kind and character similar to those for original appointment to the service. In addition to other factors, Promotional examinations may take into consideration the quality and length of service where records are available to provide the basis for such rating. Y 13 November 11 1990 r. r r +t t i t JF �A'�� l� '�",1�� 1 .4T�1'�,��!'� 4d � �`•i �#WS'Ifl� t�� i 'I' t L 1 �'' `t�','. Yf +a✓�{��si"��i�` ��1 Ni"t i r ;�� ,,".�. "'t t�i � } t r �"y,� t�R�'�tr�7, ��`�,frI � ((QQyy7-.F tk✓='t r� ' � � �t�N�`" i. 7.. y, ' .w, i •�„ .v} .,.�`pt�4t� ,�E� �,?�tf(>a'tt`�4+�N,tM�4x.1 ,�� ,� {i� p �"�'F•y ,-_,rte) ,�1 4 'k j • 7 '.ta .r� t ""r�:F .��:ro,t.�?'�j fit'�'�J�r��j;Au�,z?��.�"�.," �"�e '.'.��i�ti".��agd�S��f,.' ,�'`�' t • + � r � ��+4. � et ).��•��''Yrp%r�� 4�� Yr"it$,.,.�� j t . 4�, ' r:k ¢3 ti tt ,F ,� 'i��• a �p tit. r .r- �' �:�. ' t , i '�r6 °3.0 �.'r1�i: C'(¢i 4>,\n c{ . b. r 4 £ t w'91p J4 t3 US++,�Y 3 "IK't ., , td t tit•4 jit� `){��.'+` �i V' V ,3 1 r �a � 11 a�.1• �,+�rS� s.s. ,tJ;t t. �;i� 3�r II� � ,, ��y.S f ,,..' , rrr 'rr •' i' ; ,`+i2 i. �. 3 _ .+ '}�.n{�:.k',rY:�� t•�{i 1y :''; r Y . .$!s ) 1. to a�' r'.x ie1�?,.i:�s"'i'�{Yq�i , 3 4s��` y��:.t, }��/.I Entry-level and promotional examinations for sworn police positions shall be administered by the police personnel board. Section 4-6. Exmnination administration. ' Examinations shall be announced and held at such times and places as most N ' nearly eet the needs of the service. The tests shall be conducted b persons y Y P�'so designated by the city administrator. Set.-tion 4-7. Rating of examinations. 3i ` (a) Sotu-d measurement techniques and procedures shall be used in rating the rasults of examinations and determining the relative standings of the 1' competitors. In all examinations the minimum ratings by which eligibility may 'Y be achieved shall be set by the city administrator. The final examination grade may be based on all factors of the examination including educational requirements, experience, and other pertinent information. The final earned rating of each cagmtitor shall be determined by computing the earned ratings on each part of the examination in accordance with the weights established for each part prior to the date of the examination. All ccupdr-itors may be required to obtain at least a minimum rating in each or any part of the examination in order to reoeive a final passing grade or to be allowed to participate in the remaining parts of the examination. F- (b) When a rating of training and experience form a part of the examina- tion, the city administrator shall develop such procedures for the evaluation ` _ of these factors as will serve to assist in the selection of the best qualified candidates. These procedures shall take into consideration the quality, recency, and amount of experience, and the pertinence, quality, and amount of education. :. Section 4-8. Medical examinations. , The city administrator may determine by medical examinations whether ap- plicants for any position or employees possess the prescribed standard of health and physique. Any such medical examinations shall be conducted at the city's expense by a physician designated by the city. The city will pay for the cost of the examination only. Any referral or additional charge outside the examination is the employee's responsibility. Section 4-9. Residence requireaaents. x ' (a) All applicants for employment in the municipal service must have a principal place of domicile located within ten (10) miles of the corporate > boundaries of the City of Jefferson, or obtain such within six (6) months .? following appointment. k, (b) Applicants appointed to the classes listed below must be residents of the City of Jefferson or move within the corporate boundaries of the city within six 6 ( ) months of appointment. All direct moving expenses will be paid by the city. 14 November 1, 1990 t, 1• �•- ti;t;s",�di:.sk`:,.as.t.,;.,r;, s.. tAt"r�� ;;. °^s? ) :I �rA� ;��'I�pVk•;Y�a�,`#.' t'z it', :rR�}�. s'Pi° 1 ,,} S ✓,�,r, C c" 7'zSys e 3 ,.S` year �"j d:`'" +hy 31 'r'18C 1 r��; f,kz rYjtl �d 4�*f`t o� i�+tf�.(�n a`5'rj rYj�"h�,^i •ley S ,E ��Y�3}�;.�q�,, k m�. ��s •�. k.}s4hz.�� ...i�� ) ° L k, f 1'�'Ti.r Mfr p 'y�t"v 1. �: br �' ;fit' J tr,k< T ;� f�r•>r'�'s;�,Mi�#,^a�'"h S�*f� '•i� rr, {yry t 'y:,i�.�`. � �"''%,fr t�.(L { e. t7n 6.(� 0•' t""-`M1 i >t' qS r f�{r ;$ { �ata r..j,• ,��'>kt YSr� ..� Fd�1��^t' �fgf f#r+tl , J`"f yS,A• .3•:. :,'�}.'r.�(,;1.`.', Mp j.lr t ,,y(.�� 3.;P•,,; aJ,Ni r�':'h.5w�va'�.SJ.,,$•` 's ,t., Vff 1, i;�,. �••F' �7y�y .y �. ts•,twr. •� t� �:,•t� 'St.{�:,�4. t r.ri d.J•A,tiy'}�'Cewr �'°' }nr .: `'s c;:.,.isti},�;pv?},.r-!.7 si n ��' e }�.!r 3 � ?l�i ��'rs1+. Zi ?Ilr'":1. r.:t r 1;G:�} �,y� '`.'Y4Fi a � e t�i� �{..Ht� kv� 4'�'' P. a • t JAI i Xt ,p .i Y ti`pF°^�_.'r'�'_',e� {T' ^--c— :.�+a t ati c $ r c.,r< r C• t� � a Ftr.•1 t i' ?" " , ,� v.}Q_, y..- Sf ri'.k �1y �,s37� �•6 t � " ''�7 , p k' t �. - .. ..�'. #..� t fr" a N r .y' t E .r 7e i r S r � 'r F<,.,:..�*•.�tk, ^''..n, s. .. ��r+ti,,. ,€'< )�jw ��t''�i Jv r;.j Pt � `�ktn�i; t, ,<.t': os n 3�,.2�M`a i ;-a,iii ra., w,..-c�i.,...>»s+�;y:.'.�su.'iS:•.' is ` Director of Public Works City A&dnistrator Assistant Director of Public Works City Counselor Wastewater Utilities Superintendent City Clerk Director of Planning and Code T:$ Police Chief N�. Enforce Police Captain Street superintendent of Transportation Police Lieutenant ntendent Fire Chief Director of Parks and Recreation Assistant Fire Chief Finance Director month time limit established hreccrreaation i ;tx c An extension of the six (6) f be granted in unusual cases by the city administrator, or par V , . rYrk`,' commission, as applicable. ' tnri'. the provisions of T'. � _ ;tip 4 (d) Direct moving other than thosewspecifically set forth this section for appointees to classes which qualified candidates . `' above may be reimbursed by the city in cases in boundaries of caivlot be found residing within ten (1o) miles of the corporate is must be approved by the city council. *.. the city. �� payments than those for positions other ,k (e) Direct mw es�r�sec may be paid would justify such a a, � b if a specific reason P�7 ify �' that the � listed above approved by the city council and requires Such a PaYr of the city. recipient move within the corporate limits ArUIC LE S. Ap'Ponaimm ''<<} fiction 5-1. Appointmmts. de from a pool of qualified Appointments to fill vacancies shall be ma f� ccmipletion of which re success � } applicants. Vacancies in positions qualified applicants- examination ltionS s are filled from a pool of goal examination O , f Section 5-2. Appointment authority. actor shall. be the appointing authority T all depart- ��,�^' The city t. The Parks and except Parks & Recreation arri the Police fDe�parks and recreation x ► ion is the appointing authority inting Recreation Cceuniss to the Director of Parks and ' Ant and may delegate that authority intmetzts to the Folios Recreation thrcxagh formally adapted by-laws. APPo� D� are made by the Mayor and approved by the City Council. ri, • y� ' November 1, 1990 E �. 15 4 .n•r::.. .,t.,.�—..kU �(,Y� y. 4 "u A 1 7 { ),,+- ,. ,. ! .t:.t , � r t ;~ ",!t�•�.Yr7�a kr �, �,�r1 +t}'�,y�,xrt �r ttfl#1�E7•fir.st...": p�l"�; + rt x t j`rFt}, { r x to K t. F,},3 ,Z r "�t Y �1ky(}t ijst W " � .k� z 3 ! ,7'i .1k k��lt Jk•ir •}f'C } I� ry f.. , rf;.t,.. 4 t r,Cf r tJ tt: � Jt�:f4 ('.'{lrri�r t 571t9�r k5t 4`C�'n r� i r�k s �s4i> sJ ti{�•.e,, }.1 r s�✓itt,t .r�, . " 7` t v.3d ttr.t a�' r}j^v �f ..1 � pl •.r�j��rf �J s�`�d }r�14 t r+ 1' .t r. r [r` Yrtrtt-; .,9,ti .i �' , , °.'t a ,.rig > >; 4�y :1.vr t,/t,si_ •?tn ti)'k.�'4 t ,.Vi a l i 7 ,{.4 h �Y ty�Y,s ct�yy, S1 j r..t f ., Z r 2 .tt , rt.r7 S.t 1. G r'! vf�Y S •� �.4� Z3z.Ll+r}��4t13' C .:�{.u,_.E .L(,.t#/�:,�}a M��,�ix. ,'�l+hi .t�.rf�{' :lr Jf�''3f`(}��" -tiwY.r �C� ttj 'j,? 3t' {1.YE i att .._•ft. t�ftSi t(` �aa.r !pp f'of� d �' ,$4� �� XFykt, �+,e ` Y r a �,�J;. �7 x�k"�l, R �k �frySti t��t,� Yr�,�i.+x+r�.'.b � .;:9� s Y:r., rJ}{k4 `v. � h ^.�,z; 1 }�• �h r � c i'`P. rs s •iowrr� *,��!��f�fi:/£t,�.� P r�� r ;•+F�'`�}��; ��.��''rxFLtJ�y�.�i�i wr.r�1�Y��1,�;�'y�l��;`�'x''�iY�';:a�'�'r ��t�'��t��.�''�t�x5•�{'rr.FY��`+'�A M�Y MINIM y u^��„�. 11Qb'�kia4++i.rrs:: iJ"tl.�F'.'C✓a2.t �� +f r:•r' x t1, { Y r J: >. Section 5-3. Appointment fozs. No duly appointed employee may be placed on the payroll until all * °= appointment forms have been properly signed by the city, administrator and pre- '4; employment. forms completed and signed by the employee. a r2 Section S-41. Transfer. ?r: A position may be filled by transferring an employee froan a position having the same maxi nn salary rate. Inter-d transfers must be approved by the requisitioning department, and employee concerned. The ` relinquishing department may delay the transfer until the beginning of a pay period, but not for a period in excess of three (3) weeks. section 5-5. Px9om4tieaa,/I3emotion. A position may be filled by selection from qualified employes in another class having a lower/higher maximum salary range. Upon notification of a promotion/de7notion, the relinquishing department may delay the r":rW pram tion/demotion until the beginning of a pay period but not to exceed three (3) weeks. ARTICLE 6. PROBATIONARY AND QMMTM PERIODS 'x�6 � . ?s section 6-1. PuLpose. The probationary .period shall be an integral part of the examination process and shall be utilized for closely observing the erployee's work, for securing the most effective adjustment of a new employee or rehired employee to the position, and for replacing any employee whose performance does not meet the ry, required work standards, �A new employee who has not successfully completed a probationary period and/or extension thereof, shall not have access to grievance r or appeal privileges. section 6-2. Duration. rr, f All original appointments and re-employments to full time and part-time positions shall be tentative and subject to a probationary period. For entry- ;,; level personnel in the police department and entry-level fire suppression personnel in the fire department, the probationary period shall be one year from the date of appointment. All other appointments shall be subject to 'a probationary period of six months. Section 6-3. Evaluation and counseling. .Y Y Su;exvisors shall observe the employee's work performance and shall 4p. counsel a probationary employee whose work perform is' marginal ' or ro 16 November 1, 1990 3c rAVii4 ; * r �t" �;^Nk�'�� Y�,�t�C7�� o- r'.YF r:«r??s;;i�•' � �.r.`{:4ri Y*.x+ j� • '� �'lris <♦e,� �`�~r SyY�{„ G1 C��T?¢�'*p,;�yJ?�€'yir,�' t+'��15. j'� rj;• 'r,'}�,t A • r. at,i ,r.,1 ikfi k}. �'{"A N"' r 4� .arpr,.w�s► } �{ +�vf�j�iZk:, .�r'.tz�p� r..' ;;tt ,e>:' •. ... .. r .. .z.....S ;CS'"'�. �,f �^'',�J�t� �' � t,.,. y p i i� � �, �'�'.,.t��.�,"�,�f�h..a }r" s �t�.,rt}��4 '3.1` t ..j. t s .., m,�a�a�r+«x•»r,�':::.:;.s.t�,.zu.�.�u..,, ,+.e.:r:,.;;,;, s. ` that must be inadequ ate. Employees must be notified in writing of the steps r taken to achieve an acceptable level of work Performance* y period. Section 6-4. ion of probationav x rr an appointing authority may �1 With the approval of the city administrator, the probationary period to a maximum, of fifty (50) Percent of the extend P of time if unusual or extenuating circumstances exist. original length , section 6-5. Termination durig probationary period. ,<< may be terminated without cause and shall not have A probationary employee The de t director shall fill out ce access to grievance or appeal proms . �'�:• personnel action forms when a decision on termination has been the appropriate perso such forms are signed by the F$yy made, and such termination will be official when r city administrator. t° . Section 6-6. c5mplet ion of probationary period. -' ' employee's At least ten (10) working days prior to the expiration of an emp oy : -' period and in such manner as the city administrator may prescribe► f.;t` w=" ti probationary per k , the department director shall notify the city administrator in writing whether have been satisfactory and whether the employee '. y.; the services of the employee •: of this notice shall be given to the will be continued in his position. A Dopy :. Upon receipt by the city administrator of >t ! 1 ee the department director. u; ` a fa favorable report, the employee's probationary period shall be complete. Section red 6-7. Qualifying period for p=orted and transfer eMloY .y transferred to `}; t 1 ees and employees `g. , The qualifying period for promoted emP oy iod of time following transfer or prrnt�otion ,# K7 a different class shall be the Per F1 ` from one classification to another within'city service, with duration the n�t°� regarded as an integral P«ri= w in section 6-2, which shall be regard observing employee's work, for process-and-shall be utilized for closely r> _ ;. or r�anoted employee to securing the most effective adjustment of a transferred P meet. � the position, and for replacing any employee whose performance does Period not have serving a fY 1 i standards.. An employee quell required 1 ee s status in the s grievance privileges except in matters relating to the em p • • ; the qualifying Pte' ' _} position which the employee is serving q�-1 L`}r ` . Motion during qualifying period. An employee serving a qualifying period who continues to exhibit position in the '+ 4 shall be demoted to a pos i inadequate performance after counselinC4 ? t director shall . class held prior to the promotional appointment• 'The departm►en notify the city administrator in writing of his intentions to demote an employee as provided in this section. If approved, the employee shall be notified in days rior to the effective date of 4 writing not less than five (5) working P i r dewti s &A 17 November 1, 1990 k. t {rrlk�} ��t.�Tx" T i t r~s g ^"'"^ t5t7?4�11dflrTAvfiA�7tlstW "?"`r'" t t ' ..s ' 551, •,}iit;::, k . rf ,i+ t r �w'i si ri { i4 3 Fw�•Y.r. „�S�Y pY�:•• �,s, '� q y�a�C,vvq `. 1fiFxs, � �'� ctst 44,f r s irG J f .¢y t tY 7 r d .�,y+r✓�'.t k .F40- t'L � �� x�r��'s+.ft+..tt�ask Y}; 'rt,t 3� t s , t ! .;,�. •J. : }', ',r rit�,y+ ,�'1tq�Ll..;d(S�rt��j ,y 7 " r J • 4 1 !h' �� Z•lh s!, ��,.�'�+ , y # r t, s r s t' s.. t •rt��,,�.�xiSL,•1�j`+p =xa � '�� G@y s��7< sr�t s'r y,i`4 }t. `'t t tr t f{ ' (+r u'{:1�it'r'Yfi*�f y�•�y`F'tiA��x� `3 . !. ., r`d�?�.{I��,� }Y' k f'st'l4s1•+�.�r f�, ':t.+ s i 1 , ;; + rt x� a ,n�, �) +ts��d��6is� adt u + ar �t`�'n y�a��Kr .4 i.}..t J t t , ;i } k i f r,•. r 4.4: it '��yaty4�{F v +t.. .ts., rct:'t°.. �1.h�,.l� xl'y�l,�"k�.i,S',�tf•t`� r ' �' •� b 1 y t�t}�� ,�, .t i t�a r f�;�U�'w s��t ,'L•1�4��3�rs�n�Y1�,`,S`�}44 M+ u l• 't�� ATMCLE 7. POSITION CI.ASSIFIGUIM PIM Section 7-1. The classification plan. A position classification plan based upon and graded according to assigned work duties and responsibilities shall be maintained by the city administrator to provide standardization and the prix classification of all positions in the service of the city. With the approval of the city council and as adopted by ordinance, class titles may be established, combined, abolished, or changed. The position classification plan shall include: ti (a) An outline by title and grade of classes of positions in the municipal service arranged in appropriate occupational groups rleccmmended by the ` city administrator and approved by the city council. (b) Class specifications for each title in such form as prescribed by ' the city administrator. r Section 7-2. purpose of the classification plan. (a) To provide like pay for like work. (b) To establish educational and work experie ce Qualifications, standards for recruiting, testing, and other selection purposes. (c) To provide the appointing authority with a means of analyzing work f ; distribution, areas of responsibility, lines of authority, and other relevant relationships between individual and groups of positions- determining service (d) To assist the appointing authority in costs and projections for annual budget requirements. i; (e) To prov determining personnel a basis for developing standards of work performance. (f) To establish lines of promotional opportunity. g) To indicate employee training needs and development potentials. (h) To provide uniform and meaningful titles for all positions. (i) To provide the fundamental basis of the canpensation program acid other aspects of the personnel program. section 7-3. ministration of the classification plan. j.: The city administrator shall conduct position classification studies at. such times.as he deem it necessary or whenever the duties and responsibilities of existing positions have undergone significant change. The city administrator ' ;f may also do so when notified that new positions are to be established or upon request of a department director or affected employee, or if the classification 18 November 11 1990 �f Im yr i' f ' �� t ,•{x '��'ti<,s� x. "};4�3t i "� 't�y��M��t� ��Zyxfi k:�� ,nn��+� '4 t°'. aVlrt 1`. '� .t 1, ; ., {r•.. '" a.' !,t"Y }7'n t�.y .� wfy �o rL ` z. `r s.ti ? r; i rrr aj }a +�;r Y+ !• fq ijA{ ' ��KIY ,y,.��'.t t+it4EiLtgY' clir tA fitrt f.l l rtt ; rt ,g ''> , .r..y.t 9� r+kk "t ',L4kPJ.'.t • . �` of such position has not been reviewed within the last twelve (12) months. If the city administrator finds that a substantial change in organization, the creation or change of positions, or other pertinent conditions make necessary the amendment of an existing class title and/or grade, the classification plan can be arerded accordingly, subject to approval by the city council. ` , SGetien 7-4. ClassificatiO n of gxsitims. , (a) Each position in the classified service shall be classified at the ,w direction of the administrator to its appropriate class in accordance with `+ the character, difficulty, and responsibility of its designated duties. positions shall be assigned to a specific class when: (1) The same descriptive title may be used to designate each position in the class. (2) The same kinds and levels of work, education, experience, know-ledge, ability, skill, and other qualifications as may be required of incumbents. ' k (3) Similar tests of fitness may be used to examine and rank 'f incumbents. ; ' �j`>:y"� �`4H�1'�f4 �Y�,.3ytt'k.�ar 'r ilg. -.Pi r r J .. '•. r,fr is t ". t "'y'"`35SdJ'+�S",+.1!>�!k pb �s � S� ��":"�s F�•,'� a 4k-.4r l�tfr� _ '''�Yr°t .,. (>. .t vt x ,a t a5� t3 ee qr" .s •rr ' � (r�yyI > i � �i �; 'Al • y .� �, �;�' ,� �,��r°q�f��r��.c'„�!P' i�+ � af ,; ! 4.' r tt�' ., s, .� i :d a`r rt p. /t'1^s xi7�'r i sa.71} t 1 t"'kr S4` t r v .T'�>i'rPf1 �`' ;•, .�cv.. '.o., .+.fr a's�"., t try i. °tte. �: S.}rd ist.s,�`s.�.,.: ri'Y Section 7•-5. Effect of classification chmVes on incumbent ' a Whenever the title of a class is changed without a change in duties .ury: and responsibilities, the incumbent shall have the same status in th um e retitled ,• _ class as he had in the former class. ` (b) When a position is reclassified to a class with a higher MaXimum salary rate, the city administrator may provide the incumbent of the position ;at ' the same status in the new class as he had in the former class, only if the n following conditions are met: 1 The reason for the reclassification of the position is the accretion of new duties and responsibilities over a period of one (1) year or more immediately preceding the effective date > z;a of said reclassification or an inmiediate accretion of duties due to reorganization or redistribution or work : responsibilities. 1 (2) Such accretion of duties has taken place during the incumbency of the present incumbent in said position; and (3) The added duties and responsibilities upon which the reclassification is based could not reasonably have been assigned to any other position, (4) The employee occupying a position which has been reclassified ;N, shall continue in the position only if he possesses the +� qualifications or training and experience required for such classification. 'I { '. (c) Whenever a position is reclassified from one class to a higher class and the conditions in (b) above are not met, the incumbent shall not continue '4< in the position. In any case in which an incumbent is ineligible to continue in the position and is not assigned to another position, the layoff provisions of these ' ca ; rules shall apply. All personnel actions and changes required by the reclas- sification of a position shall be completed within a period of thirty (30) calendar days following the date of such reclassification notice to the appro- riate department director. An employee whose position is reclassified by P P� � o'Y virtue of a gradual change in the duties and responsibilities, and not because of assignment to another position, shall be eligible to qualify for the position under the new classification by successfully passing a non-carpetitive qualify- ' ing examination. If the enployee fails the examination for the higher classification within the thirty (30 period, this , fact will render him ) day �' ineligible to continue in the position. (d) When a position is assigned to a class different fran the one to which it was previously classified, the pay status of the employee affected will A; be changed in accordance with applicable rules and regulations governing =! transfers, demotions, and praanotions in the municipal service. 20 November 1, 1990 } r r ' { 'f,. <"t *'.y+C °t ^ns;i¢•-S A, L,}-..— i,r .trip;,�_,`Y�. °i'tf�k�r. " ' �' ^1 �o r�s�� t�li"� �1k��" {�x'�,. , S'� �i�# •yr':��✓ `��• r�..;`a4'�,[�f r• �� PP '� 7 s n - ,,i 's Yr� s,t!�, �t�a'��{+� ��r 4''r$r'f ''!.'1 �?�'rd� y.•"J, 5 z 's g�Xr•4��,S°Y) , A t 'r 4✓�;n�5p� �gy i� r # 4 ,ibt{ f 311'� �(:t•td.�Sn,. xsr5�`a"��.�'?*�'j� Shri 2� �4- r J. � � t ;a 3r�x rfi ,5 t 71rP 9 ��ail' 'r r �ir?�4'tsc�4r s� s S a� •, t, �S �1 F •) �S" l� } 6 'r't'tf. 1 C¢,.{�. �•`! {t;i S. .r r'�( f FBI SP .A 1�/��1}i SUAR!flYFT�,i "., i%.-(u �' t >,,,�+,•, �>,�•YFf��j" E''// YYJ j' �t '�� i •; P `f' ��a ` � � !! � f ,y t5 tt 1 'h+7� ul nr< � ?� r t' � t• 'ir 5, '� f �.. '�. t'1 r tk n. S ri ••.�} P{{;�rs ' 1. r t�'a C �� F '�'t IR rl Q�9 �'�f� 7x ..Pft �t t� r r':tty fat uj t? ✓i"'`�`,,,., asl° -�S r�=.� .�;�''�'`� i' rz'�'�:xr r .`�: } Y.�'yt@��4 ya3s`rt?4 )��tf�.'t.�T,I, `T �'�{rr.�t�{ .t..• k�l'+W�1)�+w`� .S.u...;�3wt�L m:t..t_., tt, pr n WN CCMPENSMCIR PLAN AMCLE 8. Section 8-S.• �luthoritY to establish salaries. The city council shall establish pay ranges for the officers and enployees sdiction of the city administrator, special boards and under the juri cogmissions, or employees under its jurisdiction. .5. ` Section 8-2. ThS CCEPensation Plan. service shall include: ,tY The compensation plan for the Ymunicipal #„ es and rates of pay indicating the " (a) A schedule of standard salary rang for each pay range number. minim=, maxims=, and intermediate rates of pay r e nu-nber' and A list of classes of positions with the salary rang (b) shown for each class of positions. ; miniYmmt and'maximm rates of Pay y is and/or revisions, from time to time, as ti^µ T:. (c) supplements, � S the city council. x� tr; passed .,rl ,., P$Y `,. ` for dotenni+na'tion of =��• Section 8-3. stvndards t i ;, • the position classification plan Pay ranges shall be related directly es of pay for other �� .. and shall , determined with due consideration to ranges the recruiting ` and responsibility of work, classes, the relative difficulty particular occupational ' the availability of employees Pmt experience of the city, 1 t in private and other revailing rates of pay for similar ME °Y factors, the categories, p erg cost of living public jurisdictions in the area, employee �O" city The minim= and financial policies and economic considerations of the ` <.. of positions shall be those most maximum rates of pay assigned the classes pos nearly reflect these factors. Section 8-4. MMIftmt of the cWVMmtion plan. ' initiate a written ' Any officer or employee in the municipal service may ini Pay plan. The city actor for the amendment of the and F,4 request to tree city tion concerning the request administrator shall study and make his determines of the disposition de shall notify in writing, the Perms-An and pare concerned of the,request. et, as well as at other times, „ Prior to the preparation of each annual budget, studies as he deems fi tive- salary factors the city administrator shall make mil to make, concerning -0` �► or is instructed by the city On the basis of the affecting the level of salaries in the municipal service. studies, the city astrut°r information derived from such wage and repositioning of classes Pertinent to f shall reoanmend to the city council such tine of the overall ratio and ext�e`rr►al ecenrnetitiveness the internal equity itioning shall have their pay range 1)1.og °• Empley'ees affected by rePOS itioned in the same step of the new Pay aorarcling to the plan and shall be pos 4f, range as they were in their former range.• i;. 21 November 1, 1990 Yt� £' 1 .r,..;.n...0�StR"°t '�Y" r• t 4Y ..(,�i )5'k!�*J'��fir'.!y.ry(t�'''�'j t �f U��. {y`.,'�� t'. tt+2 i. ° .St¢ x N �.r N..� x .J, A •�� F i g�z r'.74 ,{ F rt,1 t (f, i s`f}'i; �l ts't Y� a.,} t f�r 4`b+,y. v,'c .1 a� W 1� a� :�"�:� p")t}'?'ri`fY?Y..it It }� .r Y:3`A i 43{ a �<1 t. t r`,. ^ .�7>'C+::_r,nr.•�' 'it7� �„<:?iF:��.;t(i_r',tJd.aw, 1k�y, -i�+h`,�}, t„�'i'�'jjb?� t �'' jI `]}+a <*C pit l:�it•d ��S.,yi'�tt 7,t✓i� t!1 tr f {i .�,+y t t jr t :''t.'.,t y '� t T1. R wi t:t s r �z Y°f { �{�.f��' t w'js r. tt v s 4toc x't; 'ht3 , . li z s�nil it.2 't!k 1s'�� tt .5 � ;«}r. 74 � ,.,+.�� t �A•,t ar'�hs�i5,1}'f�; ,,K} a i*� '.?', {'':I�F!t_;� tf ;1h1ta ?' 1:' t t: tt.ry ' t�,}}* j.,+tRni t`�v�`i..'.�i}'�'i+A,`a tii��;��4. '.i �.1}, t:ljx� �dt tj} rk"Ajr#�7C�+7 ti.��74�t y< < .r j ,Z�, r. t -OE z .. ` ,t .:i:t �, t$l��,. t°+�;�•`i�:�e�i?rr'tf•l�r� �hht .•':•+'i:''!' tn4et,j �iiRzl 1n '7 4,s�5' r; 3 Nl ri7:i 6/11 t.'ir Yy xr{' t 1+ s .•. 11 ,w ;r{ P�,Yt ,tr{?fly 1t1 ��'�� ('x fsu"..J ;+L,�'4.pt F��•r.•i � •��+�� ',A. 'i�� ''P'6Ffntd...+. i.::�,L...,....:.i:s....-........,::.i• '! .c+ ,L In arriving at such salary re=mendations, the city administrator shall s. take into consideration the advice and suggestions of department directors and , appointing officers as to the duties, degree of responsibility, and working conditions involved. Recommendations made by the city administrator for the amendment of the compensation plan for repositioning or reclassification of }' specific classes of positions shall be submitted to the city council. When � . passed by the city council, these amexxbnent-.s shall became part of the eompezmation plan and shall become the current official salary schedule applicable to the respective classes of positions as enumerated therein, and shall be used by all departments in connection with all payrolls, budget estimates, and official records and reports relating to salaries and wages of s,t positions in the municipal service. section 8-5. Total remmieration � air z , (a) Any salary rate established for an employee shall be the total r° remuneration for the employee, not including re' t for official travel or other authorized allowances. Except as otherwise provided in this article, ` no employee shall receive pay from the city in addition to the salary authorized under the schedules provided in the pay plan for services rendered by him, b . either in the discharge of his ordinary duties or any additional duties which r•.tA ' .I' may be imposed upon him or which he may undextake or volunteer to perform. (b) In any case in which part of the emotion for services in a city position exclusive of overtime services, is paid by another department, division, or an oiit . side agency such as the county, state, or the federal 1 government, or from a different fund or account, any such payments shall be q` deducted from the c-r_mpensation of the employee concerned, to the end that the total compensation paid to any employee from all sources combined for any ?l ` period, shall not exceed the amount payable at the rate prescribed for the class of position to which the employee is certified and assigned. uy..r. Section $-6. Dual employment prohibited. �{ No regular employee holding a position in the municipal service shall be ,. eligible for employment in any additional full-tune position in the municipal service. A regular employee may be employed in an additional part-time position s in the city if approved by the city administrator. Section 8-7. special assigramts. rr, Employees assigned to undercover work which causes the individual to mock '.r employment with an organization other than the City of Jefferson shall reimburse s'}rr the city for any earnings in excess of earnings provided by the city. Section 8-8. Application of the coapensation plan. 5,t,nY, i ut The compensation plan, containing standard salary ranges for respective ;.,. classes of positions, shall be applied to all such classes of positions in acoordance with the following: 2 2 November 1 1990 4 . art., �i ,,ttr. �r�"'1,eR1'�S�' / y.h, .,talk JS i r of ,(+ /•1'Hr r .,nit T'. 1-..w.:r.( i y1 •+7 d ,rs. t ` it}l+71.t r .tryt��h-f F�h4 L�t1,;1�r�.,� ,�,, qi' 'Y' >3 riff!t31 I;!t rl + r f ? f1 i } 1 x y t 1 j I :'f '} '.• e '. t � �i {t!31°'?{{rw ra'`+�•f+ 1 it.'C .t r -` 'Ss t.� h. r A(. J It t t�4tt�3t i`t x tY%:,}w5�c�e }.'iv�a�� ,� i! .�i NN1,� a fr f g i t k.1 IF'{J+.: �t } i't !}�'t :L 4•:`I r��i� i ,��it�• i�; ? � # i '� 1` A r' a.F 1 .rR rj;..J {. 1T,'; a,,h fl� •k t< �''.. n ! i $' '7T•,. !� d. .{"4 'r��'. t!ta .r�4E,}..: � p. a3 I r !! c Ytxx";. t G�.F1•�.�.:t:�j/ •� -s t :� }..,,�..S:Yc 1 'r.''•:F rk'th`9 f�"rrifa•''',<<"`s`''rx Ptt:k*.�' { r i, � ,q .k`Yk.1, i' 'vt#tai� �� j'CU`,It:".n.4}+",2�?.iii„ it ' �. a , Il,. .,:j '7'" t� ! }' tY 9s r' r.y? .+t it. t i }.err ri. r rti•t: 4th r +if.�i yy7rt TT kL' ✓ c''`t > �•`^a`�,S1dP•<., � 11"r r F3$ � ? +.. t 1i r,�{ ;.j W, ":kagt } rife }} .rt��,!•i}kr i 4( £t' t ';1 � ,.t 1. ,X S t 1 t } Fr, � '�.;3jr44�afS. }/�^' IJ i,{r y1 S"•"r.bi1�Y7S f'F i� i ry ,,,+ .�*3 at.S r4 '�r+ S t t t .5.' � i� �fi t Skvr i4-t• ''; 42L< Y 1 r. jy � �, t r,•b r,AS^,•�,lr t' c ar/!> r r f f t t f I 1 cV F 'Ir � �a i G '1 t� S � •ti\ t �°l ftiC/' It'S tTi�'jY9+:.-NL `'1{ r��'..ii�r 11/Z.� ( tTi VGI. .''k�" ,f 7l 1G.Ft ,i .! .;t I ;.4 {.+' ar�rM1 jnA r7t�Y�hfro1if'�s��$' ° 1. t ry;��, � i^r.:k.�i:,fAi`7"M�-rl�@'G"5��a.'�.a+r•.�a:•+.++.u:..qh.av�''vuuenbnrhbt+rrvm.J..a;,.1',:if.ntxfr,Q..an{rC?,fA�n..i4.,..sxtiow............... .,.,,+;..•`rw.•....»t..M.....,....._._ _,... ... ..:. ..i,.a.,..»...._«......,w en.r:+d.ttA'l/GS6ttY:� . n ..ti, r; (a) Rates. All rates prescriber) in the ranges of pay represent the total remuneration, including pay in every form authorized for full-time employment. Where employment in a position is on a part-time basis, that .is, where the week's work is less than an ordinary work week, or where the day's r , . work totalled weekly on a continuing basis consists of less than the ordinary work week total, or where the day's work on a continuing basis consists of less 's ' than the ordinary number of working hours of an ordinary working day, such `'4'' �- service shall be roinpensated on the basis of the equivalent hourly rate for full-time employment. (b) Minimum and maxim= rates. Under each salary schedule there are set rti. i '. forth a minimum and a maximum salary rate. Except as otherwise provided in this s.. code, appointment to any position shall be made at the minimum rate and ; advancement by successive steps from one salary to the next higher rate and to �µ�`AA'' the naxitmxn rate for the class shall be made on the basis of meritorious service and efficiency• ssible in the interest (c) Equivalent compensation. It shall. be permit'=";"' ' of the service, to pay equivalent compensation on any time basis than that specified in the salary range; provided, that in determining the equivalent rate on a different time basis, the relative earnings for full-time employment during j a given period of time shall be taken as determining equivalency. .-rt (d) Part-time and temporary employment Part-time or temporary em- ployees shall be coated on the basis of the equivalent hourly rate paid for full-time employment and shall be paid for only those hours which they actually i work. R", ,.. ! section 8-9 salary. '=t y, �rf;, The minimum rate of pay for a class shall normally be paid to any person on his original appointment to a position in the municipal service. Original , appointment above the minimum rage may be made upon the apprmna of the city administrator subject to the following conditions: :; t'„"' �?u . (a) A full reference check must be made by the requisitioning depart- tted to the ci went and fully docLunented. All documents are to be submi tY . administrator with the original request. T<<' n; require- (b) U"r ` The applicant must exceed the educational and experience F t', ments for the position as set out in the official job description. . .; that 1 ,; (c) The requisitioning department must provide documented evidence the position opening has been extensively advertised in local and regional publications and there is a shortage of qualified persons• k J. (d) It must be demonstrated by the requisitioning department that there are no other applicants with equal qualifications. t .I: (e) When any employee is reemployed, the city administrator may authorize an appointment at a salary step in the range for the class corre: - fr' '.,r•.w t 23 November 1, 1990 .E C .,ter" x.55 iv t' •it'r •;�i ,��W��G P 1 r _.__ ...,y , 5`•, , 7 `A"Mtr"s,+r w+.•wr'•'r w.gfi?.'Fi`Y1t1Af+Z8F4°'»v*773.T � p,.,,...,....,,,rt.. _. ... +5e3•.•hit+:SdiF:fa„�s,:},n:.;uniai4:�:w....;! . tF'o t ,.P f •� , ! )ti s +�r�fY,'�It� i�'�3 t��y'e`��3 ?.'• �ti i.tlfC � 1 ji.;t t 4r ( A P t � .� r I' s' i r t�t 1''2f ..s+. S`tn`'4•� 5 ,�+`\r4.r:r'`�•,''�;�,tt{1� 1 1 r k 1 yt y 7 i°},. ? n4J��n'{-•L �n i ''.ti 4w;r�t f`4+�,t ,z.•r �`' I . e �. �+ 1'*� i”' en�"{� � 5.4 •f y. at.t t cxr r.. � i fr'..' { . tt ? t .t.I lAtff�• '{._�`y_�;+.d*�t , Polo ,,.F I �i iitt :'.�' 1 t 5.✓,t k t3 .�t i`(j��"a4 ! . ,, , v , `1. � lf ,{ sj •t ., V srr<�`"P�y�� aa,�+y{�i. / 1 I v f rS� .S 1T�,p,3:��t r F Adtu n f f. i ,� .a.. .r �{ ' r t,j: V/�33• .t I�j £,� { 11f ! ti';�.. J,{ �p i;�{�'�9 ,i t ��.r�.+ k, N t Z r { et;4 'h � s r ff1•" {d �' I '� �� I k �. :dr* ..1 rss 4{t t�,t�./k}4s#+�'j 7�'.:,t,� b' ''��.d�l Yu:Pt'�, ��F�s�43L{'' i9S�S`E.7A77�NS+A1Cx�kACb~1, ' .+aM+�.w».t+..�...J"�F.-..._.t.T ,wa.,..:.:.a,.:.,r.+•::il ry ; ..N �ry 'k sponding to that which the employee had been receiving upon the termination of his previous service. (f) The city administrator shall report to the city council all cases .:. of employment above the sixth step in the pay range. Kry Section 8-10. sa3any advancements and bonuses. t : Z ,j salary advances shall be made to employees not covered by a work agreement ? salary range accord' to the who have not reached the final step in their sal �1 following rules: ;; ,} O i S (a) A pay increase of 2% within the pay range of the class shall be +t'<. awarded to original appointees, appointed before November 1, 1990, upon successful completion of the required six month or 12 month probationary period. b) Merit increases are not automatic, but must be substantiated by performance evaluation. Merit increases may be given in the amount of 1%, 2%, ;.; rt,�:. r• or 3%, and shall be based on the following standards and criteria: 0% - Meets and performs base job requirements. c° 1% - Periodically/occasionally exceeds job requirements. ,`} 2° - Routinely exceeds job requirements and standards." '4 •;.'; 3% - Routinely exceeds job requirements and has through documented performance, effected considerable savings to the City or a significant increase in efficiency. sa::r (c) Anniversary date bonuses paid as a lump sum may be made available to employees who have reached the finial step in their salary range. One time bonus payments are not automatic and shall be based on the following standards and criteria: ' 0 - Meets and performs base job requirements. ` $250 - Periodically/occasionally exceeds job requirements. $500 - Routinely exceeds job requirements and standards. '°`•' ;'. $750 - Routinely exceeds job requirements and has through documented ` F.. performance, effected considerable savings to the City or a significant increase in efficiency. section 8-11. Pay rate adjustments. ; '' '° "•, The following personnel actions may affect the pay status of an employee in the mariner provided: (a) Transfer. when an employee is transferred between degartmwlts and k, divisions of the municipal government or between classes with the same nexrmmt ,� salary rate, the salary rate of the employee will remain unchanged unless the ' r is below the minimum y rate established for the class to which current rate Pa the employee is transferring. (b) pxtion. When an employee is promoted fraan a position in one class to a position in another class having a higher maximum salary, the salary w; 24 November 1, 1990 } cry 1 ',.4 t 1:. .. ,t t.*• s-"'""'--��^r^'...—•^r�c { ..�t!rr (Sast:,:.,• 4 1� '{ y's�$� �'��}• y �. i� i}4. W- 3 C d.�l i r ry s i 'rt t ° r{t>rJ:'a3n S.t7 Fn�iY�ldt» t!•,,a$ ' ,5r ri�j ,}, �zR t;;,s `' ' ?P?fx �`Rt *l.(r f s 3 I t ? }t£ke£ ''7 3�• ;'fin.' 'f: Gi +'St t xa f x er df a'fi( 4 ct' } !a a K r i {i,ctl t kstS i qZ r FJ. rya' a � f x {„�,(}•ts ; 1 4 L t 4° Fps, t{I r t?5 tt G' ad •.��j1;�`�¢.+� � �,,�rts'{3 it `�+�}�a �'c' JtY >•fi` 5 os t si 7 ty r t ��r,c 1 { y S,a r, �S fir( ��1 n�#�it•.k'{'f) �''�,"w t 'S"�.°a�` L it'`tt, '- " ti�tf>ss 'a, tr..:f t �.` .S ` o` �° 5,i. t t s 't�fip�iv' r 47 Jt 1111? V`i 5(fa d v Yk. •t �N ,tF� i �- hS`i ii f l s ( 'ra 1 T7C 1*qi ,1111}.rS;, #tf � ar4,t?t9•fF Sw�ttr~, St r<' ,t�,� V �yiv i v/t} ,'f r t.. F ?rlY�hty,iir {�' st3��+i4 t r i t f i}t 3�i 1 3�fC c 4th. 1� �V 1111$!•rKtt�Z�6it i� c ki vl lis fyYt.. P l d tJ t .r (4 �, it��F'•>"�'�f 1�('.i S'S.E },F41` }7 �'it�� d q k ii: �, het `�gg yttw r I{ ii�4 4b i '1f r �,':.Y k r � r..Ir..S•T.'.,t,.., ! 3 t n }{j�+i�f;,s: ^y .t LS"{�r4�i'S� �{ ` ;E {�t �•r r a1 . j c r 4 �{r ��.� 1 ,.t y1 s .iC f. } t. id u�:'vt..,,}. r � �W v��'Y�'�v°• is r�� i4}�d.;{�$}�X��r�J*.r (ff �:f•.J} ,E t3ti.i' + a, i,; t sb 't . �;s4 tt<< ia„.7�i^! r } 1111}t't^kf9W f�`12•v, o,�,tMfl 1}'' � 1sFy i�1-�tk S'.�i;t.S('ss� s r Ht :.t .r-, 1- t ;.;., a {x )1 t tF r +h Jr t+•3'�i�,�'�}�: s y 111 s , t . .n .w...uw.wr•Mrr+n.ryrw..ru.,UrY wnM�'d'Ffk#74V"'o 12Vblu"Y'al.+w:vwr.+..w»w.._....-«._ `�...�....._ .... -... ' i rate of the promoted employee shall be increased to the higher of either the new P �P Y � minimum or 4% above his rate of pay prior to promotion. (c) De motion-Involun�tax When an employee is involuntarily demoted for , disciplinary or similar reasons from a position in one class to a position in .toy a class having a lower maximum salary rate, the salary rate of the employee xxr : shall be reduced a minimum of one (1) or more steps to within the pay range =4 established for the class to which the employee is demoted and the employee 7Y. shall not be eligible for promotion or a merit sal incise fora iod of Y""f i one (1) year from the time of demotion. f` (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 place it within $ the a assigned to the lower class. The employee shall not be eligible pay rang gn { ,,•. ' for promotion or a merit salary increase, if not at the to of the e for P range, a period of six (6) months from the effective date of demotion. (e) Reclassification. When a position is reclassified to a class having a lower maximmm salary rate than an employee's current position, and this action is for the benefit of the city and the individual, and is not a demotion, the . , ,,:;; employee shall retain the same rate of pay in the new position as he had in the " previous position. This action shall not affect the employment anniversary6 ., , , date. when a position is reclassified to a class hay ing a higher er maximumx'�?<; salary rate than an employee's current position, the employee's salary shall be increased to the same step of the new range only if the reason for reclassification is a gradual accretion of all the duties of the reclassified k.i•. position. In all other cases, the employee's salary shall be increased at least to the minimum of the new range or if already at or above the minimum, may be �. raised no more than 416. Section 8-12. Temporary assignment to higher level position. x.. Employees who are promoted temporarily to perform all of the duties of a supervisory position in a class with a higher maximnmm salary shall also have their salaries temporarily increased 40. Section 8-13. Overtime and compensatory tithe. �} (a) All overtime or arrangements for overtime work shall be approved by the department director. Overtime is generally understood to indicate work hours in excess of 40 hours in a 163 hour period during seven consecutive 24- hour periods (standard work week) ; Police, fire, and seasonal parks and >,r recreation work have separate rniertime provisions for declaration of a longer workweek under the Fair Labor Standards Act. Hours worked in excess of a � s.. standard work week or duty tour by employees covered by the provisions of the 1 ' s Fair Labor Standards Act or in pay ranges 40 and below (35 and below in Parks and Recreation) shall be ceatpensated by payment at one and one-half (1%=) times the straight hourly equivalent rate for the classification or by the award of conpensatory time off equal to one and one-half times the overtime hours worked rig.IYE��I:i' •15'. 25 November 1, 1990 :N ,'AT } t, � ,J1 }r� �J i'4 tJ "k •rr ti t �, t \ " "'- i'`t{t }r �z' .t"t. tii}<I ltlyrtr'ii r +)7 , .t. ,t�Tit' }Xrq�, {�.�..^' «r( it {'*1 s}. r r ' ,� tisr rr.• iA� t• 7 ':3 � � .SS {�rr t�f f r .t 1 :' ! L l:.S i ' ' 1 �J ..):qF i tJ i r .� $+�• u 7 M1 }. 't`.:t�tn�Y� •� ., pt .S.r. j awn s .,:.. r. i; ;s r ] , � Sr f *fir.,. suy,�',,t�i •,r. .k"S � ` ; ,rti ?J•A-�:^i `s a Y, _J i.'ry}.j I t, Y Ft4rr r 11 tt r t•,•c ,r{ �7 r'it, � : ir, ir��yyHi # Lei•. y. IN Nam l� A R..' }a" at the discretion of the department director. Hours worked in excess of a standard work week by employees in pay range 41 aril above (36 and above in Parks and Recreation) , unless otherwise required by FLSA, shall be compensated by the award of equivalent compensatory time off at the discretion of the department director. x <<. Department directors are eligible for compensatory time off for overtime par hours worked as approved by the city administrator, but such compensatory time ,a will not necessarily be on an hour for hour basis. { (b) Depart Amt directors shall maintain records in a form and manner approved by the city administrator on compensatory time earned by employees `? under their jurisdiction. No employee shall be permitted to accumulate and retain more than 240 hours of compensatory time except public safety employees Whether an and seasonal employees who may accumulate up ate to 480 hours. employee determined b the is a public safety employee or a seasonal employee shall be Y ' city administrator by reference to the FLSA. ' (1) Upon termination of employment, any employee who has compensatory time off shall be paid for unused :} accumulated ry i` rates whichever is higher: time at one of the following , regular rate received by such employee a. The average r during the last three years of employment, • b. The final regular rate received by such employee. f. '. An overtime work which will result in an employee covered ' (2) Y at' compensatory ' under the provisions of the FLSA accumulating by time above the limits set out above, shall be compensated payment at one and one-half times the straight hourly :u . ; equivalent rate for the employee's classification. , (3) All departments are encouraged to utilize compensatory time rh in lieu of paying Overtime. The departments shall make every effort to' avoid either by the proper scheduling of their' employees. ' = The (4) period of work which will be used for ascertaining whether or not time worked is overtime will be determined by reference to the FLSA. i Department directors may require, out of necessity for the 1- . tious conduct of public business or for the protection of 'the public business _-. . ' or for protection of the public health, safety, or welfare, that an employee x<; with such requests shall constitute a ,r work overtime. Failure to comply .Y , for disci 1 nary violation of these rules and regulations and provide grounds p i ided. action ap herein provided. (d) Any person hired after April 14, 1986, shall be told prior to being to the requirements.;-• .v<.., ir�nts of this section shall be a ��•�: hired that his agreement ,�� .. condition of his employment. That person shall have this section explained to 26 November 1, 1990 St4s f Y �ryF�! r,y .,s i,+2f7 i t t t Cir .;r'ri, Jt.t.r s t 7 .r:•, ) R P �} f'1 { •� v 4 } �a��§ ti "Rt v 5"d4' ;p �j 4 4FC '' , �¢ '..i. t r/{ l•l ` b t: t y 12 st t. �], r' �� fi!} sr .. >� a '� k,• is ty" v'�+3 �Nst?�F6S .p t7 r{"r�"j��ttti� r ti 1 rf ; ' s. i r t t rft i't � i .r�t ��'��fr1„� � r >�"� � �c4' .t i K r+H' ia'.t {�3tib t �1 . £ t a t i ,s< s! �° a Vt 'St `>✓r ,` qty t 1�f�Y �dir� �'Y ! .tw '•} .} t. j .: 1 2� a r tr r r a.., t 'j r�'i lst s �r�.,�:''.t �� ;: }a f S E'Sw {�� 6 1N'.��tt tr�_ .{!y`L t. { ; . .t , sAl�.t }t} .�g Sit•�f`.>•. s {'„ }:l.t}a's!syltta�ar,I � tftL,,r :..ri F t it 71tr l r *F �ryi p5• ,� � +mss I r A;�.}i r .t.3F&cA +T art 1 tt t r •f}). , `fj ` AYiHrA'iC,1+k:1+3lf:Y�MI FC#�'CtS'3*-+1Y18:'�.1,$1.��T�1'S<IS�Y_rrk`ht+Ywuw.ur•u..•..«..... ..._. .....r..w...wr+n.l..+7`+4M.•n.w..w.v......+,•....,.t. . .......w..a�al.•.Yrw' i.ft� .- 1 t,P S xt� ' �Y him and sign a memorandum of understanding to the effect that he understands his „:. agreement to the requirements of this section is a condition of his employment. Section 8-14. Call back time. +�k Eloyees who are on scheduled stand--by/call-in duty status who have left their normal work place and who are called back to work shall be credited for actual time worked regardless of number of individual calls or a minimum of t-wo hours, whichever is greater. Compensation upon reporting for service shall be in accordance with ET..SA and department rules and regulations. Call-ins shall p . * ' acx=milate time from the time the employee leaves hams or other location if inside the city limits or fran the time they reach the city limits or city 'a property if the employee is located outside the city limits at the start of each trip and continues until the exployee completes work and returns directly home or leaves the city limits if the employee resides outside the city limits. ,,, f �11r"�i section 8-15. Stand-bY/on-call status. i (a) The following shall be the criteria for treatment of personnel whos ;:i ' are required to carry a communications devise. (1) pa Y Y employee is required to carry a co�mnunications — • devise after regular duty hours, on weekends or holidays shall be reimbursed $6.00 per weekday or $15.00 per day forr8. weekends and holidays. f{; (2) Schedule. Supervisors who have determined a need within their areas of responsibility for regularly scheduled stand-by shall „rV , t' prepare a duty roster to provide, whenever possible, one 4�N month's notice to those employees who are providing thes'x''4 service. The term of service shall normally be one week in length. t Section 8-16. emergency alert duty status. al.4Y,tiss.i.. A department director or duly authorized supervisor may designate an Rua, emergency alert duty status whereby employees would be immediately contacted by `a'' telephone or other acceptable means of camninication. This duty status shall arl scheduled shifts or normally be limited to off-duty hours between regularly weekends Employees shall not receive pay for this duty status unless they are Compensation n repo rting for service shall be required to report for duty. Compensa upo •c 1t'f'Ij4 in accord with FLSA and department rules and regulations. r f section 8-17. Constant manning ng =u pensation. ing for fire service personnel. i For purposes of pay for constant mane not covered by a work agreement the first assigned to fire supp ression duty a '• �.,;, twelve (12) hours will be compensated at straight time rate. All hours in excess of twelve (12) hours per the bi-weekly payroll period will be paid at one and one-half the employees basic rate of pay. rE `'t 27 November 1 , 1990 %�t,�yj �' .t....,..—. r'" 'XF+�Nitipv44ia+7r<•d...ci.:ii=w'S1'fitrtt+us4s'°""'"' .'_" "'�.�.d.•.' 14M S}.`.sit rut+ "1 `^Ffrrt.s:Z��L �,FS'jx ,r<ej . i✓$ �':'' •¢° ka•sr F�t�i�.1r t a..y. 4 t t �; � f ! 1' 't t ,i ,lv''�11Zf,5iF°a��s�§,t�f r'�2..sC �� l�r,:iif s � ?ii.', . t. ,,.r ' � r �til�.,r .:}hTT:+�1,�,i�jA+t{q`'i�c.ijf=:�ii.f`��.i'�•'..�'Ti�{i ��s r.. a r 'f,. �t - G��1�4E ts'Y�tij+r t f �r!i s ��' f ' t r L t\ r i•VV'•`.^at '� �++ Yi" •"t: E% rsG:�4•k.�{> }:.btl�h t•{;f:�r 45 rY r1.. !.: 1 a t :z�s `Ta ;+r[i•� �,''�,.`s•if 'T;t4.,i:�°,�.,��,txttY�lh•,�`.t . Kt Z rr 4tr� ��k r.l. •P t ki St a�i„� �Y�,{v2 r �iwf ''!'• }E„'rt11i't ri}'))i}i. �'. } a i .{ .. ^r .t sZ :.+ ��S•�1�y!,,bnt Fk,f��,�i,�1✓ +�{0 �r .�.(;`y�y, Jf�t"�Sr'yf•SS��jyt, �"(�{4 f 'f r�i ).�t✓•c 1.�ri`Fgi"t n15tu }t}}s j .," J v' �'. idM 1'I'4�"' t'i, ; :• 4.),r t,{ riig 5 S t kt a' L.r E ) ' ` 4 t r 4 :1 r c t t',. 1 y x,}r��'.(�•,'�ty f t,'� � 4 I 'ilJ �it r c,1.- tr �4��Y'Jf,.'�,�• tr.'�2•H rY r}, -fit)1 f: • � it y'� �,, Y . _�� .,,,, � : Y t ¢ t art ) a aif.[ } '�.r� ! r!(x rF.[;F{>��.{ Y,C ' L xs,:.a'r'.i.i'.+�7 } 1?QSM`k�Ak�l:t.4'41v�tYt. 'RfS+h,�4A'U='7rBrrf54a:k7t aettr+eww•+•if....,....:.....a..'.v.,1 r:; Y :L section 8-18. Pay periods; pay days• z• AM Pay days shall be on a biweekly schedule with pay day on the Friday after, the completion of the pay period. Pay periods shall run from Sunday through the' second Saturday following. y AMcLE 9. PEACE EVAL ABC' ICN Section 9-1. Responsibilities. J.• t.'. (a) The city administrator shall develop and maintain an employee appraisal system for the purposes of evaluating individual work performance, identifying training needs and employee developrient opportunities, and for s , improving the efficiency and productivity of the municipal work force. The city administrator shall develop and cause to be maintained formal procedures to (a) r�r, assure timely ronpletion of employee performance evaluation forms, (b) p�7�. periodically review the evaluations of employees within department and work ,ffizt"E units so as to ensure the equitable administration of the system, and (c) make r,• such studies and recamnend such modifications or revisions as may be necessary {, , to improve the system or process. i (b) No later than ten (10) calendar days before an evaluation is due, ' the department director shall notify the person responsible for the evaluation. ;'. (c) Each department director or supervisor who reviews or conducts an evaluame �t�io+n shall be responsible for its quality, consistency, equity, and ® •h t timeliness. Y.) (d) No public disclosure of an employee's performance evaluation record k shall be made without the permission of the employee and the city actnini- strator. Such record shall be made available upon request to the employee; to ° an appointing authority when needed in connection with a potential action for promotion, transfer, demotion, or dismissal of the employee; or other appropriate officer when needed in connection with an adverse action, grievance, f or other relevant matter requiring such information; and to official t '„'.• investigatory agencies after a determination by the city administrator that such >> disclosure is in the public interest. Section 9-2. Employee performance evaluations. (a) Prior to expiration of an employee's probationary or qualifying } period, omnpleted performance evaluation forms -must be sutamitted to the city administrator. original appointees must obtain an evaluation of satisfactory or better to complete probation. Failure to obtain an evaluation of satisfactory or better shall result in dismissal or extension of the ¢ ' probationary per' p Failure of a promotional ;. r•.:z period as provided in section 6.4. •FOr� appointee to obtain an evaluation of satisfactory or better shall result in the reassigmaent of the employee to a position in the class held prior to the promotional appointment. €, 28 November 1, 1990 gas. f, 1 Y t � '��i. ,T"' '�'1t t. t r'y'� 'r,"'`.,'r. 3 7 r r'"tt rrt^Sr-ref•'sro� Yx'� �` k4 � � }� t f t:kr.( y .! `}' rr t.tr � tU,+wt.:..f `I'•7 f t +. '` / " x +t rr' } '.x!'ir.ritt�t_i��y`SIX a�'• r,� fry '. S ✓rt�.` .� � i,�1� �3;'�t�'}�i`dl�� r,.t tf tr.iT! '" ti:� � �t .�s r�;'.f zir y tU' ,`,y r�ft,>r;r$"rv.�}�� •Y` r ..1 �� T ri�,E,'a 4'>''a+ak ; �,ttr7 t i�r f af,F r ' 4u a"r tr7Y .s`(� �S E.}r:t:,•s( r� �y r4 r :� � {f}r v•�,t:". :} F r xt t r� ^t { .1 1 ~L, Y i, at��•4 rtj!i�r : .7 pcki rTJf C�S't. {4 fk°rt � d, Wt"dy nt.� '1v ,, �' fi,rt(`P t. rf a rvitt:tt� xrl�trrJ,�} 'i �> .�•�L•. 1 ,,'",� t 3�C t'.•" fAr' h '�i 3,4i .�, (�cr �t.rt Sir � J r +ya ti try. �7Ji`rYr r �t -� }1'7` 1 t7'`"SK� ss °` .i.i�u ri��U'�,t,rte{�f kz�o �}y,{r{,��j�i !� .! �r r •riff.f,{.rrt'j�111r a p..re�,.y ,+ aG�r .}t��'2� C r' ; 1 r , '�t .i f��.r' ��>r��C'Snt,'1u rt t.J �,1s 4}r t f J i;?�.. r '�,a1. rY r �L 1�a .rJ •�5r�fy '�. �ya � � t +�`; jr r` `•Y !'+ri 9 } .yf < ., i 1 r �,, tt � .l i s 't t d, ' t � � t 1}�:,•J. s4'.3t�t.• ''rt ;7;i�4�xt,��RV.�fi�i�tttl;'.yt t:.}�x•rt t' r t.d i.'�t) yt r x4 z � J itY •:4r. }t{f✓ 11. r. t`�.� :K.�'1',�t i1,oy�vr�y�j�{ �;.�'�.�k..•:�iF�' � `'�:� f�• �`''i .. °`'�Y �i .1 k i y ?, �,,5 er,2 �(` S •1i ts r�•. 2) �pP ti�. •t.:1:(,�`Sr �+.. I .�1 r��i+ti'j( l��ry t4t 1Y�1?!t s• v•,i it.2'. s r J.�.•.L L ,4 :.t �t `r r f.4. t t i x {y r i y 7 ...+1.3 fir'., J`d .� �� j{j'i '•r!�� f,t�S`�f� ,}t4..t Lif`;:.!•� . �, t�l : p. S. _ : • f r .. "i�.�`4y N!?.wF iS..r,�tJ>t ��i*��}£,(�, .rt"^�1 %*�d i •lr�lti �f:'. x,: I l• ��'�'� q:*�'��t tvl�'nt: r.. /� � V." t '�• t, ,. s•.;: ,., .. '' ? �i'-'irr �:' zr4i�,�'7�ii � �� Q ji`.�y k#, :E .,yL�sjiLJ?ti#gisrM1,�t. 7'$'}j(;,ia M1.r i rJF . ;ja,t'".t•. r �, vi 11 si :. s, f N,4£ t tr ti. t ai�, % J V Y:- r .. '^ t .V v I}, .�jfr}��a 1 �r•F,i4 � 'I �; grf.}'� /"a+.�`• t dgIS�I�Nlft�ft��•'rw�.w4.,.itau...,.r ``. '.i::w.rr:'>.www�nr," w:.�'''::.�Si:......�'u`st+f�.i.�v�itt+3 S> $ f ` (b) Full-time and part-time employees shall be evaluated by their anniversary datre. An evaluation of satisfactory or better is required to qualify employees for a pay increase of one step or increment within the range 'r or their classification, t•t 4l. :r ARTICLE 10. WORK SCEEDiJLBS AND Section 10-1. Regular working hours; Pocepti.ons. ;Y'_`.• Regular working hours for all full-time employees shall be forty (4 0) .:a. hogs in any five consecutive eight-hour days, except as noted below: F 2tr=,••t� '4 "f> (a) Fire DeWiLtment personnel assigned to fire suppression duty. 'Y b Department directors shall ( ) partrnen arrange work schedules to meet the needs of the municipal service, and may allow variable or flexible work schedules, providing that all work schedules for full time employees shall not be less than ; , ,,. a` eighty (80) hours in each biweekly pay period. Section 10-2. Work schedules determined by deepartment director. 5 xs The work schedules for employees shall be determined by the department y director. 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 10-3 Required attendance Regular and punctual attendance at work shall be required of all ' employees. Employees who fail to observe attendance requirements and procedures for recording and reporting of attendance shall be subject to disciplinary " action. Section 10-4. Inclement weather closings s The city administrator shall be the only person authorized to release non- essential persons earlier than the normal closings of business or delay the : fft normal time to report for work because of inclement weather. } ARTICLE 11. PAID HDLIMAYS b r a All full-time and ( ) part-time employees with benefits shall receive k""t csation for the following holidays: =S•o, New Year's Day Martin Luther King Birthday Harry S Truman's Birthda y _1V " 29 November 1, 1990 J {�,ft ..�" ''.;.r i:i it/•",T s' ',.R}1�7r,Ty,-r�Cp(' +.'G'� .t;,r;,:'x•:'"V::}rd;ti, � { Jy1`, t, r 144�i �V:t41 p;T✓.M1. 4n7 f i,M1 .1 1 t v 1} .1 r l. r 1t'M1 s' t i jz;:M1 d 11� �w>satt wrS:, 5t' z �•.5 �r "u � �,' i�5 � 2.tv t +t 7 t t f a 1 M q k "� ` iti > 'srr { t �"r' Vii' i��i J t ,� ,�;r' �V,�y .i M1tt•�.� ft" TLt°'Ir.»'F �'`�*��4 '3 � ,.d?(;:��ti,,�tjs"Pj,t 1 y fat .r tt t es. ' 'r rt V '7.tr .qq} � { �ttit t t '3,rh S,�¢t• 4�,''ri`" `�`uY '�` `o,`,' fr,f'"t J1�2.i1lr "{y tt4r hrt t.t ; t{it. y`z�.r p ly,.0 s. �1V'#SU �,. iJ r T{'trH+t� /}V;C.."•.4,{�,.p�• KF'J"�"' t II r �J;A,�4�!{1{j,'; ��',M1'�-�S f�t�F2,7i..�F I�t��&�,t��. C i,:�., YJ 5 ? i, ,r,{..,�;•r.;Jrtt, r,�r.�r,,r tdsif,'•'�,�;li�,}i7;I�rgV. f�T�",fs i��+5:�:�} �¢"a�'3�ty"'�r 5 ! �� I1 .� t' Ea ,Jr'.fr•�'�"a S'!;'�?�{iy5�JK.e�3rt•n iyt..3i1'�t JJ... 9 r� r., r;lqr� rrt) `? t. ,,„:.Per y�,! .t x�'[�i ',;�L�rr!pt:t7';�m'� ,�+, 4 r l I� " 'x:Jt r7 � r•."sue �;,fir,>'4"r kif s 4'i t`'4r+t yr P tr �t rE t a r f�. r Jsr�,t.. SM1' �� s t t,(i n?f ifi�m t..�r1'� �, ,.J 'wqP?S, fg .i N" }tF h)V at:+�f Jril M1vi�t 117 r1F t t l'FxZ..^ Tt. ''i .t 7,t•''i.5, j 32tr,1 E, ` ,fit Y t, f M1 < lG hS�t j Y 5 �r t t r na i s .L ,uR( -fix s 4v it �t �'� ! � ��',' 91'•,�+�.�`L v + �M1 'au Sz,yt,tM1Jfrr .f t ;ttffr4 t 4'J r 't r-tit't�v�Jrastl �fy��X'i � � � r�M1t' s r. c.t,M1,. t x5k.�>-�tt, t �' i;�a � yc � s t M1� ';{,^c YrtJ � r M1 d'.. � c jig✓ 7 ti va�y 'i'�}fit r5 Se G`",+�� . '°�:�t .'' '_ �iit �,y� e,�;? .r'yi��`,�x frt c�it 'L n t �""T n` a�{r r- .r Ps 1i � ' tt It# �t M1y:.•.,�,t+0.Y.? l ft r v'+t`�,•�;y f �xc ,}�� r s �t k� >,`,,.y. } ,y,�t 'F 1. >5 St4 M1'�},t,. vT},{ {t. ,nfin�, �:r •NU.L�f,.,.. f # :{ x �FFa.. v ,2d!zn%�y„�531 ti;{C�fe *.��-,(a�:� .r X r• nE.�� j), r7 ,�}..,*,Yxy ;j ;.';�rt i'.��.,�t�" '�`/'1�� z�i..:Jf;,y([, r\\4 / t, �,f,�cJ;.�,.; ?t / ( 'V t-t t., �'{h. '•-�. �.;.!�•"�'i+;'' �y,�r k I t Y!�ytt,,V{•µp' � P iai �� .�tJ�.��aysa'��;�"t.i Y:J!V�:. ,1:�/'�a'„tf.;M1:� 7ii IitsYt'f t., S�. �ci;AM f S 1 S 1 iW{t�•yy ..$-r: �i.?fC. JJ, 1.v;A,t'f 4�. �; 7 h ,,�'�{FV t`.Tk��h� � 5'tJ�k{u�,*"• asY; '�:Y�+'. ,.it: �":� "t%'t.:�'.c�'�.;,�” b.s t.tt •i,,,�.` !`ss{<!i r:�,Ri•jcJ',.i�•.. r tl:a� V{l.,+lr•k'v 5� 'F" ,Yai �, Gy�' M1 �_�at�t!�'�S;i!�. �,v:t'r {'l •tt ,+, r. rY(` ,"r �^� t';,t7;:.,,.'T',`•.�ak,�$�e'7F3 Y a..��' t, At�„�xt ,' !� " .:xS' Y i^,i,tt,r , .s 'r4J .";�.• Isa - vt Yy "r�i f:J .,1=} + tit '•.S'j' 'M1` � X �R 1 f'b c. 1 �r:.` "t Sy�k�ll�i+,: J J `/tt• .4. #'. k t fQ J#r{ �rt ti:, .� r f iittt�•rr';',aiM1xr,;,`r'`x� 2 t i }� grit r., f z r.r, ,1 1;.1 ,1 tY { ul `l r nti,<;`ekl Lr. � ktcZ �y� je! "�nK�J j, ttt }?r,..:.,r. '>t'• fi r. `' w`w• r:r 1 J t tt y}J..i,l,,.,,,.. N wsw.+._cel�.i.tau,:t.++.W� iNS'�4ht.�:.8$-pMYnrt'r:. w..«..r.b.sw..r:,.i•":u.a.J:.s3rwwirYfeM@.Nlb .�iU� .i'�S•1 Memorial Day Independence Day Labor Day is S Veteran's Day Thanksgiving Day s. Friday after Thanksgiving Day ` Christmas Day When a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be r observed. Employees required to work on a holiday shall be given compensatory time off or cited in money for time worked on the holiday. 't overtime pay and compensatory time earned for working on a holiday shall be paid at a rate equal to one and one-half times the straight hourly rate or one and one-half times the holiday ours worked respectively. y respect: y• { (b) Fire service personnel assigned to fire suppression duty and Police personnel assigned to shift work shall receive holiday y for authorized 7"''bt4��♦� e pe�r�.,o gn y pa Y;ba l holidays and shall work on holidays as scheduled. Holiday pay for Police , personnel assigned to shift work shall consist of pay for eight hours. }} ! ' (c) The mayor shall be the only person authorized to declare special holidays or days off as an unusual need or circumstance may occur. (d) Part-time employees with benefits shall receive holiday pay for one ' half of their regular daily work hours for the holidays noted in paragraph (a) .K above. g ARTICLE 12. VACFiTICN LEAVE jl Section 12-1. Amount. � (a) Each full-time regular enployee shall accrue vacation leave credit at annual rates as follow: t During the first 5 years of service. . . . . . . . . . . . . . . . . . . . . 88 hours <` { During the 6th year of service. . . . . . .. . . . . . . . . . . . . . .. . . . 96 hours 104 hours During the 7th year of service.. .. s . .. . . . . . . . . . . . . . . . . . . ! •,��« During the 8th year of service. . . . .. . . . . . . . . . . . . . . . . . . . . 112 hours � During the 9th year of service.. .. . . . . . . . . . . . . . . . . . . . . . . 120 hours . .. . . . . . . . . . . . . . . 128 hours During the 10th year of service. . . .. . . . During the 11th year of service. .. . . .. . . . ... . . . . . . . . . . . . . 136 hours During the 12th year of service . . 144 hours During the 13th year of service 152 hours During the 14th year of service. .. .. .. . . .. . . . . . . . .. .. . . . 160 hours c,•`°' During the 15th through 24th year of service 168 hours fr After 25 years of service. . . . . .. .. .. . . . . . . . . . . . . . . . .. . . . . 176 hours (b) Members of the fire service assigned to fire suppression duty shall accrue vacation leave credit at annual rates as follows: tfs�` 30 November 1, 1990 Y i .rst •,. y,r.,.,4T ,. 1' i f. .. - '..¢' iy JJ 3cFtY ltr J'`i.k C7atG-t'vd:j,;"' 4'ey Yt �a'. }'rt`� yyys..y,�a `i i{{'Fir_ r .,1 •--«__i J r...' '� ' v,.i. ,ir P': a nait'a �n n �f�, �,' , • d; •{ r-'� Y k fl k3 � T,tr �,ts s ''Arf� h r. ',{ 1 lrr$, , J i!3Y I.ti!" t`:3��"' l�'v. Ji�P�cC�1y,yFt z�3 �r .ht�Ji r.�`4.i is,l..•z r +. 6.'t s .5 !r: k� n , Y •yL r. '9%`,• ' F t G ;�" � ir"`"•', r�','. Tih'/ .,,�4 rr t>;3;' '' k�.;ji`''�% -r t ' ,!r ,r S' ,� �.'�r.(� �; j„r S i. �tp.rzti ,7:r S K re ! f'r r 4, •> t;" r,n � J��y' ^v Ej w �� f r )�r ki re jt x ,A .,,�+.5 r3r � t.r, x ��tY � �1 i iC' +. y..i h.t��,u"}r`.+! t �+ R 1'�F 7ir r '��t fN Jt M1! r 5'tv y',.r(T jc•1pyrrxt `F i{}'i. d' �vyy,i� �}.+'� i f YP {�.. . � .}� .:1 � t d e'•h A ` rfiy, ly!%s•5 rrix7 t)'.h Q.,t,ti "t;iu t ?t1 y� to t r t�lt..x`4+�'r:. 1 aN •"' 7f tt+"f"Z7r }y.�tc•r s ;. 1. �` � �.�t`Bbniw.,.w..:_::y..J.,..w:.;.w•wJ+..w..>+,+s:,e�+vnn+ ..riwt..ea...+a:.:...va+.N.:. ........._..-,..�_........ . .. .._. ...,...... .. . _.e., a During the first five years of s-.xvice. . . . . . . . . . . . .6 shifts t . . . . . . . . .7 shifts H During years 6 through 10. . . . . . During years 11 through 15. . . . . . . . . . . . . . . . . . . . . . . . .8 shifts During 15 years thraugh 23. . . . . . . . . . . . . . . . . . . . . . . . .9 shifts n , , During 24 years of service. . . . . . . . . . . . . . . . . . . . . . . .10 shifts accrue vacation leave upon successful (c) probationary employees completion of probation and are not eligible to receive this benefit unless they �. have completed probation. (d) Actual accrual of vacation leave shall be computed on a bi-weekly $ basis according to the annual vacation leave due according to an employee years of service. Vacations shall be scheduled by each department director so c as to minimize overtime costs and departmental disruptions while allowing as much flexibility to the employees as possible., vfi? tr (e) Part-time employees with benefits shall be subject to all the4:. provisions of this section except that vacation leave shall be credited at one { ' ' half the rate shown for full-time employees. s�tion 12-2. Accrual. a Employees may accrue vacation leave to a maximami of 240 hours, and members of theF ire Department accruing vacation in shifts may accrue a maxixmmi of fourteen (14) shifts or double the annual accrual rate. It is the general policy not to reimburse individuals for accrual of vacation time beyond their eligible amount. Payment for excessive accruals which cannot be taken as time ' off may only be paid with substantive reason at the request of the departnen director and approval of the city administrator. Vacation leave shall not accrue while the employee is absent from work without pay or is receiving benefits front insurance, or Workers compensation. IA ERs, long tern disability a. (b) If an employee leaves city employment and is re-employed any time :x after a period of ninety days, vacation is considered as for any new employee. Otherwise, the employee may accrue vacation to with total years of t service. t #;" (c) All personnel who are classified as division heads or above may ,ts f s accrue vacation leave to a maximum of 360 hours. All other provisions of paragraph (a) apply as stated. 4='� section 12-3. Payment upon separation. An 1 ee with benefits leaving the municipal service due toi j_ y emp oY t,..., resignation, death or termination shall be compensated for vacation creditt't ation, unused to the date of termination. To be eligible for such ce�mpetts { {, with the revisions P.y.. t:;h employees resigning from the municipal service must comply P :• , t. erring resignations. In the event o of section 16.1 of these rules governing 9� separation due to death of the employee, caq3ensation shall be made to the employee's beneficiary. No accrual shall occur after date of termination. i ` Yx rt November 1 1990 �y,, 77,,,rY.......... .... ... .. . . ..`..._t.,,,,,c:YStr:S;a iFkf tt.'.`ia'.:..1T,$J4';.;k:cuar:.'szuunt+r«.«..,.....•.•_ .. i •!t•4 • .yN: ` f�kb'j'i�� 1 MIA Af�jf Q ;��t. d�jl'�:;47z s• t. j ...i."1 r./ �'"t. 'i �ry!Lie'r"tfs��3�tF i,i„'.3 ,. IT ,:CS s i J•��tdi?yt'6,.x+'• ; a � .} .. ,t 'i \' r Vl. ` +r. 1': .+l# �7t"w t t �4i�,,i.°. ,.r�. i�5 t5> t,J„f o f an't`i.� r � •: \ ' t( �r 't i'}S�23t�„ �" h•, .. a r� Y ids �� C'd i� rst'��"}.+yf' •:.. it f: . .. .. .. . c. 6 �ri7 fii'i ctRa ut •r,^r"S4e4 4'P ,dtta�p",� ! i._ � .. JA ♦♦ u4 pr + { d Wi V44 1 it,f ��,9,1it"� t � .k}&� '3;< fP{td y'3�"-.f'�t�¢j}t[ r'idtf.�� r'SL`n s r rt.[.8'Y hr°r.r�f�{x 1R fTt+; t 4 t' 7 t s; �4 1,.•.�.;4.;..'•:i1:,5;e�3 •:r1i�' :t,�'. r7 1 �.�p" y.��yj'v1�+,.4 Yk fa•fi,1.L�jF �� i.� tf } Y"111 ��, fi ,ft i � /a { i 1 3.� ,�'.�;� ." rgr '• �,fs{�:/�� "+ �y5r1 �g3d'`i`tr d. �i<'`'}.��'�etff�`'+?tt�.*r +' j,+ } 5 :.jr� e. 4 t � )4. �� ,d�nr �'.�a'S`t`"}y i;.,�.(• ,'' r+r' 4 is , Section 12-4. Hplidays ocM=Ting 01r'n1 vacation period. occur during Any official holiday as set forth in these rules which may of { ee s scheduled vacation period shall not be counted as aY an eM; � , if any official holiday occurs 1 vacation, For Fire Dot perso will receive the appropriate holiday Pay a period of scheduled vacation, they in addition to the vacation pay. Section 12-5. police and fire dAPartMMt vacations• Ys. i.4 personnel in the police and fire departments shall be eligible to use + ' accrued vacation leave after the coQ�letion of their one year. probationary f:R k?' ,. periods.. Section 1,2-6. Use of vacation leave. r Vacation leave may be used for the purpose of sick leave if an employee ee is receiving dis- w has used all sink leave accrual. In the event an employee ee may be coordi- ability benefits from LpIGERS, vacation leave due the Y :. is so the employee's benefits may be increased to tr,y nated with the LAGERS payments there is vacation leave to not more than 100% of his normal base pay long as n. draw upo ARTIGGE 13. sICR LM VE 'z Section 13-1. Amakmt. {� pal service shall earn twelve (12) hours of sick g z Employees in the mthly except for Fire service personnel assigned to fire leave with pay credit monthly ,. ,..t 20 hours sick leave with pay credit suppression duty, who shall earn twenty with benefits shall earn six hours of sick monthly. Each part-time employee leave with pay credit monthly. Section 13°2. When taken. will be granted for absence from duty because of Sick leave with pay in or disease, exposure to actual personal illness, non �le bodily 7�Y �ntment• Employees may k,'J a doctor or dentist appo. a contagious disease, or to keep I s inm�ediate family nine days each year for illness in the employee ' ` ,,y use employee's household, provided no one else whose principal residence is in the employ ions to this provision is available to care for the individual involved. Except' royal of the city may be granted by the department director with the app for if the employee has no accumulated camp time or vacation time. in cases where regular retirement, k , Sick leave shall not be granted disability retirement or long-term disability ire has been apped• r �yti probationary employees are not eligible for sick leave pay, although sick fran the first month of employment. Full-time and part-tim® ►. leave accrues A. employees with benefits are eligible to receive sick leave pay only after that' 32 November 11 1990 4 i, 1 �Yf43rt rt S i NOV c. �;� fir•,..��,�x.r• ,� ;. 1 , ?NO '1`tk5�4�'�f4 ; Y1z +'.�+s, .. p xK `i ttf s 1 i Y'1ti^a i ..Q }�ya'teSCx§lt x h°) f�`{ fc 1 . yr'S AtL'd.tr fl yhf a f H}{ry$ 4t N, ,�5a, ! � of�f Fe X45,t }'41�tr� }'N�� i+`Ge� ��hl t.r Cx{fin rh1r��,vr r � y E }.a FYy'4 •'' ';✓7. JS'�yj�. ...}'4 ? ?L} ��i`�y,%rY�� y,(. 7 .i�t tl .:{ A(:tyw�}"l t ' � 1 d\rl t )1v'e +J 'f" t nt { ;^bbl' v ..w . .'A.1ltbwa,..w..w.ww.r. r+........,.M,..a«.�,.wrK.1.A.•WruamtAlh.¢A`aJJ 7traeJSXrr�4.R":iti;5?dwM�..xb„nfn,.n,:,H.:,,.W...,..,..e_.:.�+.^........ ,+. ....._.-,.._..._ .5,.. .....,.....� ,aqS h4tej� .. cY? d 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. ' r 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 J purposes. Sick leave may not be granted unless reported to the appropriate supervisor during the specified time frame. X An employee must keep his department director informed of his condition ,: if the absence is of more than three days duration. An employee may be required ' to suhnit a medical certificate for any absence. Failure to c mr4ply with the provisions of this section shall result in denial of sick leave. Abize 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 OaTpensation insurance shall not be charged against an employee's accrued sick afr$ t leave. ° In the event an employee is receiving long-term disability benefits frcan LAGERS and sick leave pay is due the employee, sick leave pay may be coordinated ',cam• �'y,�tf.;.. with the LAGERS payments. The employee's benefits may be increased to not more {,h than 100% of his normal base pay as long as three is sick leave to draw upon. If an employee is disabled for a period of one year or more and recovers . sufficiently to return to work (medically cleared) , he shall return to work at the same pay, as a minin m, that he left. He is not guaranteed the same ' t{ position when he returns but shall be given a position for which he is �3 i reasonably trained and has relevant experience. 4` . �3 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 campensation made for sick leave accrued when an employee leaves the employment of the city. There shall be no use of or d compensation for sick leave when an employee is transferred from full-time `? F: ,f. status to part-time without benefits status. +} Section 13-3. Accrual. h Full-time and part-time employees with benefits, except employees assigned fi to fire suppression duty, may accumulate sick leave with pay to a maximum of one thousand three hundred and ninety-two (1,392) hours. Fire service personnel assigned to fire suppression duty may accumulate sick leave with pay to a maximnn of ones thousand eight hundred seventy-two (1872) hours. Sick leave does not accrue while the employee is absent frrmlm work without: pay or is receiving � benefits from Workers Compensation, long term disability insurance, or LACM. r.. 33 November 11 1990 �,.. �X4.t��i• r � ) :` S t .i, .+ •M r r ! 1;;., r�1�`s}""exs zi{3'�rf� °�" .';+i1 .h. r r(. r,r:r r 7t'f JPf• l:c.Y�r;�+,1`.�S>�i+' �!3 ,� . i''tr�i� �•�, S '{ r .,�+ 1 �'Y•��'�f'_pyk.`w} z�{� µ7 r!�.7,i 'rr ,S7 f' l ! , j 'S1 �'I s.�1 �'..c.�'�'4}:>.".,ij �.�t� µ i i `.3 f 7J,•r+4� Y,},rri� •.1 YP(' 1 f 'I y,�l/' 7 x z . S r"? 'r2t�S•i}j'.!'��i k � rYr = izF' rr�&cif,;rtijy"6�`i� �.t`ri:u i s afi ti {� ;ft r ., s., { Sri x ,-t 14a or xr+ �+�� 'E•Q, ° �a: >,,�,M �:ta„Tl'S' -$�, �},.:z,.r•+k„1{ =rxez. � � t t ,r, ,�a�;i},�t��a,.��: ,)t�;va > 1�. `: iP�f' t•(r.'y},1n;rY � ,'t' 1 ` ` ! t 55 q I. ”' r ` r r � Y ? fcf�'• f l;..:.'t�v=,"',n.t.t�`t!� ,}':��^� <a i.t,st,i R.:•, 4 t '.`, ,'.•J ' ..:' fr ` .,7� � � !,,.l:e;+ { ��ti�; �'��yx':�r` 1 3 . R ,.; ti�,t,s:t}.,-{, l i S.p,�'Y�.�.fr � .,1. y +}4� >J• r• i, t .1,. ,:�` �`' x,.,l'+., < � rr;5�d ;t�,'�;,r'',=;F�.; �{iy., a iL', A 37 1 ,tr1•rv 'y�,, p s`ak ��x+L1<r t ,. s°... ,. t i( i+J rK �`I13;.• r'� y + r t �,:ar ��s••�� tk'i�.Mb �.° a Jt e t r � r a r .., r , t t.d � 1. 9 R }• Ttf41 � ��,��, s � �4r~,4•�c fw�'= 4�'., + Y f :tti *'• T z) t 1� � '�� v `tr.t + ` r Sir �wn' ,;11t;z 1.'L't y.. "'Z" Xa.•j s �/• S. u5' ; Tn, r f ,..,1�..., ,. ;a„r .. t',: ,+ , t 4 '�i..r>.. 3 4� Section 13-4. Incentive program. �3 No payment shall be made for sick leave not used. However, four (4) hours .' of ccmpensatory tiny off shall be earned for each. calendar quarter during which a full-time employee, not assigned to shift duty in the Police or Fire departments, does not use sick leave. The maxim m aeration of cca pensatory time as specified in Section 8-13 (b) (240 hours maximmi, except 480 maxinum for ' public safety & seasonal employees) shall be inclusive of compensatory time earned under the provisions of the incentive program. Employees in the police department assigned to ten (10) hour tours of duty shall earn five (5) hours of compensatory time off for each calendar quarter t. during which such employee does not use sick leave. £ Employees in the fire departzT nt assigned to twenty-four (24) hour tours of duty shall earn six (6) hours of compensatory time off for each calendar ; quarter during which such employee does not use sick leave. AMCLE 14. SPECIAL LEAVE r Section 14-1. Approval authority. rk A department director may approve requests for special leave as defined hereinafter in accordance with procedures established by the city administrator. .�� Section 14-2. Educatianra]. leave. Educational leave with pay shall be granted to employees for attending training/educational sessions which are either mandatory to the qualifications of the employee's current position, required by the department direr-tor or related to the employee's current position and approved by the department director. Educational leave with pay shall not be granted for attending r ' training/educational sessions which enhance the employee's skills above the n level required for the employee's current position, result in a college degree, ' or are not related to the current position of the employee. Employees are to be encouraged to enhance their educational and training background, both professionally and individually. Department directors are t; encouraged to promote use of tuition reimbursement, leave with pay, leave without pay, travel and expense pay, exchange of work schedules, and financial r reward to encourage their employees to further their education. F This policy shall have no bearing on Section 15-10, Tuition reimbursement. �k �4 �. section 14-3. Court leave. Full-time and part-time employees with benefits subpoenaed as a witness in a civil or criminal case or selected to serve on a jury, shall be granted � paid leave during their absence; provided, however, that all payments provided 34 November 1, 1990 M�f11di.: { �t"i'ft ti i3i7' J y,J rt ti 1 r t F...,,,✓�5.off t r�'x "f k1 t+ytrz..3'{'r ti's{ tyl! .,q y 1 t ¢ tf.'y�. .y j.t�{' i i !r i✓ `� gt• nY t.YiW tI }.�7 tt 1�`f7tf� �} ,� • ¢ '�"Y't �. A Tt i� f�( Y7�A c s ;1J it.' .t t) 4`F r f"� it �t(Yi.r�„ i J-.. y •�"s"t'.� f�c�"�k4+rr'tm'e 4st`�'? �r 1x1 3 �¢ t,^tri Jl { J r'Jr F �••;�,�r'. s z N� ..><^syi { ��.fr Ct 't tz ,,.a tbVj¢ 1 {'to' ti 1?�bijx t tpp� 1+ 3 .v1 ' ;P12 r5 � �xtt g) -•>; �p5 f�-" 3 ' i, ttiM r'�” '1i �J)'�'LI>�tr}�'2'�y`�� gPP''t4n{.''•LSr X� t Fla�r{t vr1�t Lip?)�+kxrk +�+1�t`? Jr"'r .2#r��r�9� �53�'l'.. btir� "i� .��+j J , xa� ff i 67�}1]f+` '`''� �Lt 1f�r1' } 117:J'S+ r t+ _�' S't�.Yt .''�i{'k f�;4,) � 1 �•;•{' .4 tlx'lf�''� 'a41 Jt�' 'r31z; rt. ?�}� z 7,? y y. �ft>t'r` ' -1}riF�tJ r.'yt�iP1S4�'7'x¢X �te,,�• i. do }�rd'o-t �� ` ^t r f Th) s r,' r4V1 ro.. g r7f�'�f v.1 E i'tr � �x� fs+�fd •t ;ri�� v' Si i•{i k¢)�p tY� i if tyyt ; .' �t' 14 fnL1'•f11F�¢„,t,6 •�J'�jt:.'f`. �� ACC 4��Aj• k� _� ��dr t.+, ft .tJ.l?�t+' i�x � YYt{1 K�� M�';�, d1f i t h1 +�£}"" , .i .�:J i i¢.��`YrilJs�t;,R�?.�,iy'"t��i�l�v'<.y��. . .�'��11 ��t v` P �`:'�`'7;,r.o:tJ.� tW..:xj•.`';,:;•;,,;•� ,=yr, .v,: . .R �... ,t. Y, as,� C�N+{ ;p :' .. .'' az, w.w... e^f..k', ...4ii«. .r t.r-r; r..,.,,,, ..-....•.. ... . .-.^.- .._.. ... .... %, ! iYit: 9+5.'t1kr+•S#MVn•ww,.iw'+.rr..w..n. r+�}y service steal turned aver to the a Tployee's department by a court for jury shall of Finance for deposit as miscel- director and transmitted to the lice employees► revenue. Essen personnel. such as fire employees, � laneous directors may i-ed to request to be excused from )�Y duty and department r s by the court. ih1rµ``:. ive leave. ;„'F;'"" eli ible to rece paid courty ; 1:'. probationary employees are not g section 14°4. Militz�y • 1. 4'}fri of the city for " l (a) El.i„gibi li Employees who have been in the employ 4 �U,<f ice of the city4.,t,.,•. ear immediately p� leaving the sere at least one (1) Y of the United States during a sf;.• �'' the active uniform service L� ' t directly to enter drafted into such service, or employees subject to cantpul- national emerg�'Y, granted a military leave of enlist, shall be' sory service who voluntarily A date of tP-rmina° 1 absence without pay to extend to three (3) months beyond th- Lion of active uniform service. The term "uniform sery ice" as and Public era]-lth include the Army, Navy Air Force, Marine Corps, Coast Guard, Service as well as all auxiliary branches of said services in which either men or women shall be called on to serve, but shall not include envy" as used herein employees of any of the services. The term national emerg �errnnent. shall exist during such period as determined by the Federal g returning from military leave shall be (b) Restoration. An employee application ` entitled to restoration to his former position provided he makes Phonorably >; within three (3) months after his release frown duty and has been ca le of performing the duties discharged and he is physically arr3 mentally �position he vacated no longer position involved. In the event that the pos� of the p os n shall be ;;`' ''•` exists at the time he qualifies for return to work, such Pao entitled to be reemployed another existing position of the same class. military eave may be reemployed r (c) Sal__yr An employee returning fromrY when granted a tr numeric ste of the salary range he had attained r. at the same P ;VP,W leave. He may be eligible for a merit increase upon c°mPletion of one ;if , military his last merit increase n. shall include his time between {1) year of service which and the date military leave was granted to him. 4s leave. An employ who leaves the <3 (d) Di ition of vacation and sick an -111 elect to be paid for for such military leave may ; ,,° } municipal service directly separating frcaaa f 'f sl be entitled to if he were actually It accrued vacation as he may action form 7 fir, service. His decision shall be noted on the personnel the city .;. If the employee elects not to be paid for vacation leave, Sh4A effecting the leave. n return of the employee. 5 ;,2c accrued vacation credits shall be reinstated upon to ee in either shall turn of the Y Accrued sick leave be reinstated upon rep,;f 1 ; case. L y of absence. =fly Section 14°5. Military lam® ees who are or may become active members of the National f. r' a All e7r�lay ( ) R,eserve Corps of the United e Corps, or the Enlisted Guard, the officers Resew pay from their Stages Government shall be entitled to leave of absence with �,rf " 3 5 November 1 , 1990ka': • ' 77" "R7WA� n ,5rp+ •1 7 } 1 . 'Yr ,. ... • t i �� X1�. s {}f 777ti,,�k��A ti''+tr{t S;• ;i �ta'1w `. + .».••'4.....+:.,.y........,. ,s*trrr:w.tcit?"{&r.1:r€a�. .,$>.;9.,fe. {t. �,�.t,.' ..., !:t.?'ur;4.,:;t'rt7,ex°.a:•�%+u,�.-.:,............................ t€'oJ:l� f s g• I t{ Y. respective duties on all days during which they are employed with or without pay under the orders or authorization of competent authority on active training . ' duty, duty with troops, field exercises, or instruction for a period not to exceed a total of fifteen (15) calendar days in any one (1) calendar year. = . ith or without pay, shall provide 4 Employees requesting this leave of ate, documentation of the orders or authorization of competent authority for the time period for which military leave will be taken. (b) All employees who are or may become active members of the National Guard, the Officers' Reserve Corps, or the Enlisted Reserve Corps of the United States Gbverrm ent who are required to attend monthly train sessions which conflict with their normal work schedules shall give advance notification to their supervisors in accordance with departmental rules and regulations. Section 14-6. Blood donation leave. Employees may be granted time off with pay to donate blood during Red Cross blood drives on City premises. However, safety should be considered in decisions to grant time off for blood donation. If an employee's job requires t � Y j � active PhYs ical work strenuous activity, if performed under very cold or hot conditions, or if his job routinely involves any possible risks to him or the ;;•:,'.'..",;r;`,{• ' ` public, the employee should not be allowed to donate blood early in the work i.• shift and come back to work. Attempts should be made to arrange these donations ``4;: ,> .-?„� late in the workday so the employee will. not need to return to work. :;Y Section 14-7. Paternity leavve. ` �1 by a Maternity shall be treated as any other non-duty temporary disabilityt?`` - t` o4 covered under the rules to sick leave and leave of absence without xf{ pertaining pay. If at any time during pregnancy an employee is aware that her and/or hers.,:*., unborn child's health is endangered by her job, she shall immediately make this fact ]mown in writing to her department director. At such times as deemed { ) + ” neces sary by the department director, pregnant employees shall submit to their #' department director a doctor's statement indicating the employee's physical ability to perform tier job,. Employees returning to work after childbirth shall 5 submit to their department director a doctor's statement indicating the employee's physical ability to return to the job. Employees are required to ,� return to work within six weeks of delivery unless they submit a doctor's ,. statement of medical reasons why they cannot resume within that time frame. S :t Section 14-8. Leave without pay. Full-time and part-time employees may be granted absence from duty on a non-pay status for personal reasons when remanded by a department director }` and approved by the city administrator subject to the following provisions: `4 (a) The employee has a non-duty temporary disability as supported by certification of a licensed physician. (b) The employee is required to be absent for extended care of an ill , or injured member of the immediate family. g. 36 November 1, 1990 s" l, `J It' y > i/'.*+++•777'hR.wN*Vw<1fpr/W/<WfN'•'^'.^N<"MW1^M M.33fT,jL r1Pit.•tn7 'G.1'eV55dw)i(• • f � tsr 1a1�{ . X•" h�.'`rlt��Ne�'{�N,��'iXiv�4 fStt� !SSR .".nt��.'l r�rJ iF11 '.�t X'', • f' i tfkzr"j�itf i'j! 'M i• wit. *� ' Tr Vz4' j : ; l t� y S, a. �. .�f( r1i�r�,�91°. �� ltj ,S.s r t '� j s Y� li s .. �1; + a krltii s'i{r*✓ �f�{ ie�Y,4, t' 1 ;;�'`. c •�` t�r rt }.� ' ' 1� J t t{ .1 i iii 5 # , Ft?Yrf'iar,}j, ' ` {� t r� :F1 e• t .III �t<,€�� ".}('{�i��'7�rei( r win •��ib:�1.J:a ssrdl.��Y$+:`bin.::m»...e,...,...«.,.................w,....I.,a...'w..i.,d ..,.'at'!,r r..it,.v .................... .......,...,,, ,,.._._.,............., .,.•..... ... ,_....._.....,.ro.wmr , • t'r�S✓t�CCi: (c) The employee desires to obtain educational instruction, if the .r' •k such instruction contribute to the munici ' successful completion of action will I service. z, M3 .. (d) Special assigment leave for duty with another agency or government with return to the city contemplated in a definite amount of time. (e) Other circumstances exist which are deemed reasonable by the department director and city administrator, or the director of parks andh° :. recreation and the parks and rec,reation commission, as appropriate. ' 4' i` Vi "'rFfri: pay submitted in writing in a form Application for leave without must be subani j and manner prescribed by the city administrator. Such grants shall not exceed �k' i.,•Xfs'•,a'., i a period of sixty (60) calendar days; however, extensions may be granted by the department director with the concurrence of the city administrator in intervals not to exceed sixty (50) calendar days. Section 14-9e occupational injury leave. (a) Any employee who sustains an on-the-job injury shall .immediately report such injury, regardless of severity, 'to his immediate supervisor. The immediate supervisor shall prepare rewired reports of such injuries and submit same to the Department director and Personnel & Safety Officer within twenty- four (24) hours of the accident or the next business day after notification by i the injured employee. (b) Employees injured on the job are covered by the Missouri State Workers' Compensation Act. This law provides specific benefits including >' t for loss of wages. payment of approved medical expenses and partial payment 9 payment for lost time commences after three (3) full days off from work. The first three days off will be charged to sick leave. If the employee has no sick >_ ;:•r. leave, he may use other available paid or non-paid leave. If the employee is unable to return to work for fifteen (15) days, the Workers' Compensation y insurance then covers partial loss of wages for the first three (3) days. It ism ;`•; *' the policy of the city to supplement the Workers' Compensation payment. For ` each day covered by Workers' Compensation insurance the city supplement lement the tion to 1 the full sal of the to ee for period not to { ' C� equal salary Y Imo' �',.w exceed twenty-six (26) weeks. The mechanics of this situation shall be that forrtt. the period of up to twenty-six weeks the city will adjust the employee's , ` "'•` ' paycheck to make up the difference between the Workers' motion checks and the employee's normal base pay after taxes. The employee will receive these • �, ;;1; checks on the regular city pay day. If an employee is unable to return to work 1 after twenty-six weeks, he may use accrued sick leave, if any, to supplement h S�Pty:• Workers C mensation benefits. ` (c) Supervisors shall be responsible for the investigation of accidents or injuries involving employees assigned to their work unit. Every effort shall * be made to determine the causes of accidents or injuries and preventive measures„ taken as appropriate. November 1 c 3 7 � 1990 � :5��•�. E ' r r 1` ri L p a 2 a r 1 }7Y•y� Kf ta}tl} q��• i • f`�.3 r�4f�.d a��p�1t��1 F V` F .{ti s.`'. .'3.5.. .'.. .ra ,1t ,�. 4:f,, ;�,.vu�.uliu�ert�eVt7S�ll � 3d� S"AYtd*.�tra� r rc Section 14-10. Absence without leave. r�"}r Any unauthorized absence of an employee from duty shall be deemed to be an absence without pay and may be grounds for disciplinary action by the department director. In the absence of such disciplinary action, any employee � who absents himself for three (3) or more days without authorized leave shall be deemed to have resigned. Such absence may be covered, however, by the Y .' department director subsequently granting leave with or without pay where ` extenuating circumstances are found to have existed. fi Section 14-11. Funeral leave. Full-time employees except. fire department employees assigned to fire suppression duties are eligible to use funeral leave in the event of a death in the immediate family provided no more than three consecutive days are taken per r ( funeral. Members of the fire service assigned to fire suppression duty may use s' one working day for each funeral. Part-time employees with benefits shall be :ft granted a maximum of twelve hours funeral leave. In extenuating circumstances, the city administrator may approve such leave for other relatives not included , der Herein. ' AMIC LE 15. OTHER MNGE RE EFITS � r. Section 15-1. Health and life insurance. .' (a) Full-tine and regular part-time employees with benefits will be enrolled, without cost, in the group life and health insurance program. Health and life insurance coverage for dependents of full-time employees is optional to the employee. The city will provide twenty-five percent of the cost of dependent health coverage. ` (b) Full-time employees who retire due to age or disability may make arrangements to continue their coverage under the city's medical insurance program at their awn expense by providing thirty (30) days notice to the Finance Department. ` Section 15-2. Cafeteria Plan. �P Employees who are enrolled in the medical insurance plan may take advantage of reducing their taxable income through utilization of the cafeteria plan. Additional insurances, such as dental, cancer, and intensive care are < :. available and premium amounts for these and dependent medical are deducted frCM �•b�; gross incam prior to incame tax deductions. Employees may also reduce taxable inccm by setting aside predesignated amounts into the plan for dependent care and medical expenses not covered by insurance. Enrollment is restricted to within 30 days of employment for new employees and during an annual enrollment for current employees. 38 November 1, 1990 '` !,[,,'ft P rrn syt it+at t0 .t ..f� y .S,yµ}.�5 ,L. J Yilf •^,. e?, �a r} 5,ltti f� �$ ?'a•:?`Y,�' Bye } 'i" ett Y t t ,r tit'y3 Fya74�gx }9aS r'nTit� � g7 rha �h� < §� -. fa A r p i�4 tX Orrg4{ Mr," ;. nj," H't�m ;� ��r t^"��v 5h }wM��?��Z-:, t •�{1 r � 5'� '�, ;� 5 ('N ':. t'Y.`t.fXl:Pi7, #} } x r r s!e �n ��fr`;r, �"� t'f 1C�y'i j+ i �3 1`r�U} 2 5• Y,t v *� C t �t• i�� Y.�, 7t*�` tc;'9 c�� } ft� rb�yilEk.S.�,�s }�yr,?k t'�r;'•,i•.°'#�`< ^u� A .,�}'(;rr�{, iy? �i*'!�r r # 4p}"r�hW ( r4 C4art+!(b77`t r Sr f V,arx S'�C nrt 11 .'lF`� �i y• 7�' �k t ` t 1J 3�1iAi`j' ft.5 '�?{" 7 '{h i t�r 54t�jSf i t r.+:y`� f Y. }�'r' ,k '�`' }r,(,r7•.. 1,,:'A'r �'' ,. `4, 1.y.7.� 't 7 s>; ilr t.�.:. a@ Yr.,`•+^t' ..y", ��^ � t�t r t 1:, r r ..5:':f, 'R ) �dSYF"r}; S'F•"?.;{}�f.Sd�f p "A,ICA��1$� —T, .� n •`5 4 s' n� 'off Section 15-3. Retirement plans. Full-time employees and part-times employees working 1500 or more per year will be enrolled as a participating memt r of the local government retirement plan (IAGERS) after six months of employment. Section 15-4. Deferred action. �} P ' Full-time employees may 'elect to participate in a deferred compensation program offered by the city. The city will not participate monetarily in this ?" prograun. Employees shall not be eligible to participate in this program until etc they have colleted probation. ' ' Section 15-5. Mental health services. � As a benefit, the City has arranged for reduced rates for all city employees and their immediate families .residing at the same address for services provided by the Family Mental Health Clinic. The Family Mental Health Clinic's �f address is 1905 Stadium. The telephone number is 634-3000. Section 15-6. Credit union. City employees are eligible to join the Missouri State Employees' Credit Union. Employees may apply for this benefit at 1815 Southwest Blvd. Payroll deduction is offered for employees. Forms for this purpose may be obtained in ~� the Personnel & Safety Office. Awl r Section 15-7. Employee assistance program. Full-tune and part-tune employees with benefits and their immediate k� 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 and may be accessed by telephoning 636-8115, or supervisors may telephone the EAP and make a referral. Section 15-8. Long-tam disability insurance. Full-time employees who have completed six months employment are covered + by the city's long-term disability program at no cost to the employee. To receive benefits under this program, an employee must be unable to work due f to a non work-related illness or injury for a period of six months and the plan will generate pay 60-70% of the employee's normal paycheck. n. ;t i i" P �. 39 November 1, 1990 F. 4' W tT,'S?f + �' 4 + 't lit ' /`.. � h 6�. f 1 J' t� t '! y.t{ 4 ATE 5 i''• 't'}, {. 1.k t . '�.' •k rJi'`tt x .3 t`'��k d t`�oS� pJ?'8 r af�t�1 'fFSk¢r �, a t +. ,'c t ,1. k t} jEi ;•�lffy",',�} yS.E. aefi�,>t,':jt'[,`Rt} ns-� f iJ�44� +,r"�a i Ya�71*q .�:y:�i"v r':�'.}Y.Pr'}+rfr\S.fy.f,?�P'{,a t "�'S [�,it✓ � �7,��r�l t ,�, F'�S''r�. t r� ^�{s'j.�}3,'',$.t1ry fs` :f - �y $. I �'F143V +h!}, 7 �. .�,:�� S• ,:! ;t �Mt ''r ( r " i' f. :...�, C>Irtcc •r•, ;. �;+1�'St �,: 5/yyt .{J 'F C., ai1� .g��. r�� rP .lY� t 1g1 ��14,.� �i5 i3.i.• Si t f�'yt�".�v 51j�.{tlt �y,}�;�.41%�'y(�.t^.j•\ "f.S 1 ,rl, i T C.�.I11 9tYi':1,, t` } � i�.�r�sZ (d !}}'..�SlY'1•, ,�^., kl 1 'N,y��vv r�� K'A i ,{` t lltl}t}wF!.� �{t t xEq n.��3 t;,{t li '£ 1 F,v;�':•r�id�'.tt �wt� €�:ti'��;..��"?iRd�r',x�,'t�k"tM';�ri'R dt'„r. i �'' P,N? ,g 7.4?yz ( tot v"Fr r ,� K P'�' t�`t�•, . .a "Ri•�`l�`d+X,r+�.;j t;5f t AR ` �, 7th ,a. �° � �` P r , r �1 Td 1 ) S '41on f ;a y�' � t•:y�! f .� � IY �! .. �:� Srs � +i.:r` {r�`_ '•rt r sr ,',V"(. .hr ','?,+ 3 /iHae T Y''1 i a°rb7`,j'',iy /7 .t.i €„• Jr t F 7}L S ,v '3• n t Y;S'=K':.n�`. o-,..° 'e ,q 1 4:* { �. t2. �• ,t II I •r <.' J Its,� �i � '�s 1'1�.?."� �S c �5" �"`� t t�r3+?w°;t : i�•:'�''n�t!t r�,•f. u ti t t�f s fib ° .:t yt. ' r i r?a x :�. L `;u t:�'"�.;iY,r,:,.s.�''C! �� 'i •Ii , 5 �' ',�r.•'1�,��`C .rt � .!4 't't¢ vx1:�j4,i it ir v i'}•rctJ:< ``: <`r I S rY. t fi i!l.. ,:s e 'd tk i'i.tr.,..S o`�. ir1 r t. .t t�SF.tS r tiS3�� , i .W��o .C �t l{�s�s��,y:�t��„q r� r r rS ,a5t f,i i t e: t t�. ...y.. ��,� 3i.t•,.,'.,,:;; r. .r � !�:+�rN ..x ey ' s�. x;4'c,,;,5�;, .•{�7:E ay!•'�� r�erwkr.+I�1rN�il ltlYiMiAl�uitlAiMW}z`w'.rrw�".�...e..a.,..'r.:.naL;s:+w�.3......s.=” t.. rrSS , lSi,y Y• Section 15-9. Tuition en t. .. ^. r . (a) The city shall pay tuition reimburswent to all regular fulltime employees who obtain training and/or education which pertains to their duties as a city employee. Employees shall be responsible for books or any additional material f} , required for the class. Reimbursement shall require prior written approval of the course by department director and city administrator and shall be paid 3' according to the following schedule when verified by an official. transcript. ' (1) Grade of "c" or better in a course directly related to the employee's job: 75% � reimbursement .S� i't�.•{k.�'A .r (2) Grade of "c" or better in a course � indirectly related to the employee's job: 50% reimbursement The city administrator shall make the final determination of whether a course is directly or indirectly related to the employee's job. ARTICLE 16. SEPARATION AND DISCIPLINARY ACTIONS Section 16-1. Resignations. Any employee who is in good standing may resign from the service by presenting his resignation in writing as contained herein. Employees holding =i •` :5 positions in classes assigned to pay ranges one (1) through Forty (40) must present such notice of resignation not less than two (2) weeks prior to the effective date. Employees holding positions in classes in pay range Forty-One ;- yA t,�t '(41) and above, excluding department directors and city administrator, must ; Lr present notice of resignation no less than four (4) weeks prior to the effective date. Such resignation may be withdrawn by the employee at any time prior to the effective date with the approval of the city administrator and department c1y :�;r;ti director. Department directors and city administrator must present notice of rAT•�,.!UFO ii" resignation no less than 90 days prior to the effective date. Such resignations may be withdrawn by a department director or city administrator with the approval of the mayor and city council. This section may be altered by a letter ,,at+ of understanding agreed to by the individual and the city. Section 16-2. Tem dnation. (a) An employee who is not in good standing may be discharged. t (b) Prediscialinary Hearira. (1) In any case of a proposed personnel action which involves dismissal, demotion, or suspension of a regular employee, a 4 predisciplinary hearing will be held by the department director as soon as possible following his knowledge of the pending disciplinary action. If possible, the hearing should 40 November 1, 1990 nC r Jh r`i+✓I7t'yi�d�+. ffln Y �'rtt,} 7!" 1,}7 r •,t� I+irr n ,5+14 tbf G'id t °Yi<utvy�u "t0.?e k ii.,t4 ��y � }, t DY .4a °3ltX ` a I f., 1.. '�;i�•ytvt �?•,�x'tr N{ft'�. f Z Y^£'>��tif 4.t l� �i�' I„Ei"YAM vt+ tt� # it y�i�qr.. `"Y^�;i..r 4 P 1 ,.y` ' r:a, � � .Yytfi• �ky w§t. S �'�,�s 5 ti,+�`t 'kt tr' i S,'1 i� t r ti ci s I'Yf`tf. Y tT ,�`54 �` tt't(ttr f$�?tl�`1x��'xtn��.,t 1•'`. z .'4�`St"Fr 0t:X?;?,5+ �,�.rf�.�r; ^t,+r'� ,?i .n St'8s. . 31•1 t;t�J.� rtrwf t i � �'+a��` r r. tg_ .'3•.t .S i Rr ,Ct s f 3L�� °3 r..✓j to y s' T."'•'� f a >i, d 4t k �� .�r r;. + 1'`" t�''�ft Yj 11L,�� a t+•{� �w 5!�,�'�rs�a.•r, � R i�, i9lvtir.H�r+»:�+wr.r li..tixui sum+�wsrrxtuirrutir»pecttl' �?dtW-i.,r17LfCX�:!keT.M�rwuR•a+a.�w«........... .......w,.....w.....,..,.....,«.„.......,_ . ...,...->�....:.... �°•�. ?t $1R ck ,if. be held within one work day of his being informed of the ` "s�•. potential need for discipline. No disciplinary action shall be instituted until after the completion of the hearing. {° Predisciplinary hearings shall supplement, not replace, the , t normal grievance policy as set forth in section 18.1. (2) The general procedure for a predisciplinary hearing shall be the presentation of the action by the employee which is being considered as grounds for dismissal, demotion, or suspension by the supervisor and the opportunity for the employee to respond to the allegations. This shall not be a full x S` administrative hearing, but rather a means for the department director to determine the validity of the allegations. ` (c) City Administrator and Department Directors. (1) If the city administrator or a department director is dismissed, that person shall be given thirty days written :., ,;?. notice of the termination sixty days severance pay, or a combination thereof equaling ninety days ccnpensation. This section may be altered by a letter of understanding agreed to by the individual and the city. (2) If the reason for termination of the city administrator or a d t director is embezzlement fraud or dereliction of epartm�n 4 z 1� :. duties, the individual will not be eligible for the notice .•',x';� " period or compensation set forth in the preceding paragraph. t Section 16-3. Reduction in force; lay off. Y .. �• 4 a al A department director may separate any employee without prejudice because of lack of funds or curtailment of work, after giving proper notice. However, no regular full-time employee shall be separated from any department while there are probationary, part-time, or temporary employees serving in the same class of positions in that department. AnaPPo int'appointing may, with the approval of the ci ty administrator, a p point an employee who is to be laid off to any existing vacancy in a lower class for which he is qualified. All other factors t being equal, employees shall be laid off in reverse order of their total service with the city. The city will provide two weeks notice or equivalent �1 compensation to persons being laid off and holding positions in classes assigned r to pay ranges One (1) through Forty (40) . For persons laid off and holding positions in classes in pay ranges Forty-One (41) and above, excluding department directors and city administrator, the city will provide four weeks notice or equivalent option. • Section 16-4. Return of city property. ;r All employees separating from the municipal service for any reason shall, prior to separation, return all city-owned property and equipment issued to the employee. Failure to do so will result in the withholding of benefits otherwise due the employee. 41 November 1, 1990 ;+ S a• r' t yl�''�• �hj�41,:Y ajs� t A.x) , t-t 1 f -77 7 e t h }�•�Srr d:'� ��,N{x 1�yry�kr'{y} ;,�, :i� * 3ad }4}{�+ ;'!TjE„)t .f -7, r 'ul. tit r .i''}r•d}ifjS'��.y�{'1 t. 7 i j�Ty�i��p,y��:TS j�i'D�.�t �U",Jy+ae�` h:it'�15± �� ,� ly 4,,;.�of .a�.,� �� .��Y�'�y�1 A't• ��b�:�r �, tj�i%f� iG,;�~ }k `l'.E,j}� . 7 f f ,T 4 a s i s :•t)�. jE�.i ,�5;.�•?{�A:.;.i�� . 'y h?> lt.:;' { t tt, f ,r' f-3`'• i w. T Y -' 7. „. S° -S e. t. IS ;, •;{:.,td�{w+r' ♦,e,l ,� E., t , y)y Section 16-5. Discipline. :, It shall be the duty of all employees to maintain high standards of conduct, cooperation, efficiency, and economy ii-i their work for the city. Department directors and supervisors shall organize and direct the work of their units in a manner calculated to achieve these objectives. Whenever conduct of an employee falls below a desirable standard, supervisors shall point out the deficiencies at the time they are observed. Correction-, and suggestions should be made in a constructive and helpful manner { " in an effort to elicit the cooperation and good will of the employee. ,* action which reflects discredit ' Any upon the municipal service or is a direct hindrance to the effective performance of the municipal govermm��t M1� . functions shall be considered cause for disciplinary action against any officer or employee of the City of Jefferson. Circumstances constituting cause for disciplinary action are listed below, although changes may be based upon cause and complaints other than those listed. a off du conduct which impairs the ( ) Any duty i.mpa employee's ability to do his fob in a satisfacto ry manner. � 27ry��4KY bF (b) Adjudication of guilt of a felony or a misdemeanor involving a crime against persons or property, (c) TWo or more convictions during a three year period of misdemeanors ' and,/or traffic charges. (d) Intoxication or the consumption of intoxicating beverages or illegal !' drugs while on duty or while on city property. ' y (e) Abusive or improper treatment to a person in custody. (f) Offensive conduct or language toward the public or toward city t. officers or employees. ti v, (g) Falsification of employment application or other city records, or altering the g or falsifying of time cards, work records, or job records. " (h) Incompetence or inability to perform the duties required. (i) Intentional damage or negligence in the care and handling of city ply. (j) Violation of any lawful and reasonable official regulation or direction made or given by his superior, where such violation or failure to obey amounted to an act of insubordination or a serious breach of proper discipline, or resulted, or might reasonably have been expected to result, in loss or injury t, to the city or to the public. 5 (k) Commission or omissions of acts unbeoming an incw tent of the <t particular office or position held which render his reprimand, suspension, 42 November 1, 1990 ;1 Y "� �' ��t�k�lrt�;L�j7�sit`5��tif��S•�1�ls;lNtJtvit � 4x. tt ) '1. t;z �'+'S�,k.ati.1 tA`kit�r t':>1I.�.�n�'s ix°y •r�t ,j r 4 Y1.}> �' �r�' (.�l YLf f'l.(. `h y1 .J4 .t ��,T1 r. ` t.'r t�l'.: 4 y':1.4�✓'i IJ(It � i l�'�iJ� � eft .! .G' $ `JiS r�:r ��,\9•}�{.f l f. 7'SY{L�4vyp tiS t tt J,,A" f t- r r! 'y r"it !,1' �,t 1 t >••rlSJr Lrll� �.q��t rr tai ijJ. M1r � � '£ 4 R. 7tti! Itr ,t r n t ��t` ,.r�",�,I f IA•� ,,} '�, A '$ cn .r �?.j' 'at 1 hiM1 S•. r 1, f �{ �1, .F .> % i J,� 4,tY l i y v. ?,7 f C5 sit tis..:)S4'��'?•T+'3�Y5 i� i�4`• .o- >r �z':�,9.'fr'.5'�"i,If�a� li7 "�J rL.6�n�'i�}t*Z.i�u•,t^I r,�t{3j,4L'ti3 i'1'rSlY4�:;(�'+'(r Se'r1 a �r r t Z a o..;.t�t�,c��r.y t p 1 f r l ti ! r s,i f ,t Z J3. Cr .t.t,3 j .� J..jt�r r J t r f t n o 1'*rt>'.t k..r�o F'r!.�7t r�.r t 9 y�t tt^k T N*'.'LION t 1 t � r( i .0 A X��hr i �r s, i t J i . t ✓ rr !+ + T ) s�+ t 4 fs!J Ids er.�+ D • ,�a �S'ke�tkt$.`'�t t !y k itr.�4)r rt''}f Y r S , r < r :s a tf Ft°..;4 s,iFyr fl4W .f'q� l.� •; i,'�cyi � wiis`t ' r s G t r � ' r� ��. r t '} rs r f t� 1,t xt .+� 5 v C ''r x J ;a rf4�n�4�aa§s^,• n� c ji` demotion, or discharge necessary or desirable for the eeoncuical or efficient conduct of the business of the city or for the best interest of the municipal government. ` x (1) Willful violation of any of the provisions of the ordinances or any administrative regulation of the city. (m) Inducing or attempting to induce any officer or employee in the municipal service to commit an illegal act, to act in violation of any lawful and reasonable departmental or official regulation or order, or to participate therein. (n) Solicitation or receipt in whole or in part from any person of any fee, gift, or other valuable thing that is given in the hope or expectation of .� f;;1,4;,:i receiving a favor or better treatment than that accorded other persons. . t (o) Use or attempted use of political influence or bribery to secure advantage in an examination, promotion, or wage increase. (p) Recurring failure to pay just debts due or owing, including taxes, y license, or fines due the city, or failure to make reasonable provision for the future payment of such debts, thereby causing annoyance to the city, his superiors, t to the city, his supervisors or embarrassment to the (q) Absence from duty, without leave, contrary to these rules, or failure to report after leave of absence has expired or after such leave of absence has been disapproved or revoked and cancelled by the proper authority. r Unauthorized use of city vehicles, tools, equipment, manpower, or materials for personal benefit. Any authorized use must be clearly approved by the appropriate supervisor. c4 ' (s) Excessive use of city telephones for the conduct of personal 'fit k business during working hours or for unauthorized long distance calls. fi. 4' i;'4• ' (t) Abuse of sick leave privileges. `{ (u) Failure to properly report accidents or personal injuries. (v) Failure to maintain a satisfactory attendance record. ;el (w) Failure to report wrongdoings of other city employees. (x) Failure to maintain any license or certification if possession of u such a license or certification is a condition of employment. -� tl ii <, (y) Any other violations of these rules and regulations. l; l' t'P YYt f 43 November 1, 1990 �4 s t� '4 i � ` "^'^^'+.vr.r+swwsrtti't%L'Cdi:7!X'[w r'}SYN.ntS••wSC.".ixk'�7Ark1w,.w' .,.- —�.�,Rww.e..r..«r^-• - ^c. .! B��t}A� s 'C t"•i:, d7 �� w 4F .[�•� 1 i f ¢ r Ptt*ks&' 1 it1, r i1.�'y.i'`,,Gf''_ .141 .,n,' �. Iir.�v �� ,tNt'1f b? is r'' ,+ r;r,• y Zt e 7{ fN t S h S iF r i 1 t{Y 551`f y� k d1•�'n'�,��pfi�:x>fl r'� ' � � k r�. > '•9 } ' �J� - l l f .1 'df 1 ,Y f �.id ji ,J9( �r" yr i t s J �' ,•1 r tl t �r ''{ 5�`f141a"fA�='�rt.�� 'i. • „: t y L C' S, n r r .! .. Y1 4'i,W. 't.'t.F'Fjktf�' �' t i rii tail }i < t t .•. �r ? r .�%�a:fr�,'.':E'r{.:5..1 t` `s — ..'�i-j. '�' ,`,F'td.;��'�'Frdtrfu�'YCVN&'41 +i'1.,wh.a..a,1,..,r.a.+.:.•:....+..araia6iusKVSSi . .. �2R G; Section 14-6. Disciplinary actions defined. r '. Disciplinary actions shall normally follow the sequence set forth below unless the seriousness of the offense dictates otherwise. 4 (a) Oral reQrimand. An employee shall receive an oral reprimand for the first minor disciplinary offense. This action is normally taken by the r, employee's supervisor. k? -r (b) Written reprimand. A written reprimand shall be 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. ,�r. } (c) Suspension. 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 ,t {t t and city administrator prior to completion of the action. ,._;: }' (1) An employee may be suspended for an indefinite period when the department director determines and such action is necessary =•�:>..-. -' a ' in the best interests of the city in cases where an employee . r : is charged and awaiting trial for a criminal offense involving a matters apparently prejudicial to the reputation of the city. t (2) When an employee has acted or is alleged to have acted in a � manner which would be cause for dismissal, the employee may '.- be suspended for a period not in excess of one month while such charges are investigated. (3) whenever an employee is suspended pending trial or investigative outommes and is subsequently exonerated, the employee shall be reinstated without loss of pay or benefits. r ' (4) An employee may be suspended for a definite period of time for specific cause. A hearing is required prior to the approval of a suspension. (d) 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 f7t by the department director and reviewed by the city counselor and city administrator prior to completion of the action. A hearing is required prior to the approval of a demotion. ~ Dismissal. Di a of a regular employee should be reccmmex4ed (e) scharg only in cases involving recurring disciplinary offenses or a single offense involving a serious breach of discipline. Dismissal shall be approved by the department director and reviewed by the city counselor and city administrator prior to completion of the action. A hearing is required prior to the approval if a dismissal. 44 November 1, 1990 S9 ,t r} S� � t�rt A ,[� { 3 r b. t t i r ' r r tr i T•�t i t yS�J�{ .` ttL jd �v3iu��',t LSaf r,� 'i? � ,j' g�' d' {,diE z. rr`� t t"rf�. akt17 lt' ..�` v .3 k tl r r s7r r t .i � Sty'Sf rt}:C.'a. uRts°�'i..>.'xk+t....w+...�.�......,....»-_.......+.....a..K r Kq".sr,`�."4.'"LryLS=:a':eat..y1:'.4;f... xx s"•,!?.F..7±.,1, ni,u.+w....,.......,,.a.,..«e+rw.,,..»,............_....,......_..._.._ .t..:_......+.. u....r+.w. :x 1 i 'ru l•, (f) Referral. At any step of the disciplinary process the employee'sy . supervisor may refer the employee to the giployee Assistance Program (EAP) n, and/or Family Mental Health Clinic if in the supervisor's judgment such a - , referral may be of assistance to the employee. (g) Personnel file. Copies of all disciplinary actions will be placed j in the employee's personnel file. Section 16-7. RtirMent. , All full-time employees are eligible for retirement benefits at age and Y g length of service requirements specified by the retirement plan in which they t shall be in are enrolled. Notice of retirement the same manner as for resignations, Section 17-1. �'�:rCi nit,l°�� j• Section 16-8. Honoring of retirees. A retirement award will be presented to each perso ing from the n a'# r "} service of the city. This award may be a plaque highlighting the years of service, an engraved watch, or other comparable award. The award can be f et, and, when feasible, the r...: presented at either a noon luncheon or evening banquet, ceremonies will cover persons retiring at the same general tip. Awards will j be presented by the respective department directors, or the mayor, as applicable. A total of $200 per retiree may be spent. Each retiree may invite family and friends to a total of twelve guests, including himself. Other fellow Ltr employees not included in the honoree's invited guest list and city officials �;.,•" to attend at their own expense. , will be �.rrvlted rT 17. APPEALS AND GRIEVANCES Section 17-1. Grievance policy. ' = It shall be the policy of the City of Jefferson to give individual employees an opportunity to discuss their grievances with their supervisors in order to find mutually satisfactory solutions as rapidly as possible. In the , preparation of grievances at any supervisory level, employees are assured of freedcan from restraint, interference, discrimination, or reprisal. Appeals of nor disciplinary actions shall begin with the second step of the grievance procedure �:t as set forth below, and shall be in the form of a written grievance report. If ; . an employee has access to more than one grievance process, the employee must t choose which process to pursue at the beginning-of the grievance and may only , A'} utilize one process. :T (a) do An employee may be accampanied by any person of his .' + awn choosing in the presentation of his grievance as his representative. b Grievance 'M1a 4 5 November 1, 1990 ..�, M�..x....,rr�+»......,.�..,..,,,,_... .... _—:.__.•. .....••.-...+rvamos:n �' :�`+rTSekd "+M1 N1,±a a.*:nw'.....,,- urii.ItW.r r ......,.,,.. ....+.^•-- _,.,.mow � 4s r OD . '�t_•� 4�. S r't./ 1 I }��'fh 6�!c�yT7�tG�4 E yy4•. r . . + t, �{ k ZMu'!.M1`� t riM1LTt,� t AI kt 1 4 it lrV( r➢r Si �1 _: 5 y t/ 7 2' it S�W�CwiNtitit53Sif£ '�Ati'Ak�n#v uw,.uwrrssewcwaabv.a. .uw.» .» :..». ai a.w;v�uuee6ie iry } (1) oral report. An employee who has a grievance shall first s supervisor within three present his grievance to his immediate ' s (3) working days of the action or incident in question. If the grievance is against the immediate supervisor, the employee ma 1 ee report it to the next level of supervision as }9 v Y repo �i outlined in number 3 below, within five (5) working days of the incident. r. (2) Written report. If the oral grievance presentation fails to �w. settle the grievance. the employee: may within six (6) working >' days submit a written grievance report of the: action or incident in question to his .i mediate supervisor. Within " three (3) working days after receiving such grievance, the immediate supervisor shall furnish the employee with a. written F'+r reply to the grievance. (3) Appeal to department director. If the written reply to the P Y grievance is not satisfactory, the employee may, within five (5) working days after receiving the reply, submit an a � �' ? PPea1 r u ; in writing to his department director. The department r. director shall confer with the a grieved employee and or his ': . r authorized representative before render a decision. Such r � decision shall be reduced in writing and shall be delivered ., to the a ieved 1 ee within five (5) working days of the date on which the appeal was received by the department '' , y 5� (4) A1eal to city administrator. If the appeal to the department director fails to resolve the grievance, the employee may, r within five (5) working days of receipt of the decision on the grievance, submit an appeal in writing to the city administrator or Parks and Recreation Director for parks and hY recreation employees. Within fifteen (15) working days of the receipt of such an appeal, the city administrator or his represezt4tive shall hear matters pertinent to the grievance. The decision'of the city administrator shall be final and no 4 further right of appeal shall be provided employees. The city +. administrator shall forward one copy of the course of action he intends to follow to the employee concerned and to the )) department director. `r 'srrlS ;;. (c) classification grievances. All grievances pertaining to the classification of an employee shall be made in writing to the city admini- ' �' strator through the depart director. The decision of the city administrator shall be final in all matters of classification, and the employee shall not have further right of appeal. (dj compensation grievances. The pay range established for a given class of work shall not be subject of the grievance procedure. 46 November 1, 1990 r, } t i. 77 It Si wl Y' ! { 'ryr ✓.W;>;�cry, "�� .t1' /°4,r�.'4�5rn��tPt'`A� A Y Y i 2 .� ktr�..1 '}a rn r.. ie } i n „ q.ti,�x, .��.' ca':(J+.�°rr vt�t,��Yb fu "r'•y' k�' '� ��.-J>A �r r s .Y,z nrf y 1 S ✓ k ('�t9 �. s h+ !� �� ', U+ 'F �,A, '�'" }��tr i}if tjC Y,t 3 �s� i �,7 4��. y t r.r 1 / .. � j t •: i. t tT .�.1 L ar. J Y s`+�,(.l ri?fT41nr�'< � ` s ! 1h -7' .. ,} i i H64 "t.. 'w+. `•-'-r �' ; fjrr l �x„� �k4k`lill�sm}ar} r}r}d=JL�t i ri�jt 1!, x fpi Y i t o r t %t ., a .r 1•c'r 'u ,iKxSiY,ru7`�1. 1.0: tik � i�t��7 �.{d 5�t.ri.tyS4 ii .r / fi, .. tir. ., �� '' i'It r5t i`i'�a+a •r�`� 1L.*i S (e) Termination aroeals. All appeals of terminations shall be made to the city administrator within five working days of the effective date of the termination. r Section 17-2. conduct of investigation. r in connection with the review of a grievance, appeal, or for any other purpose necessary to determine the adherence to any provision of these rules, the city administrator may conduct such investigation involving the production ` of records or reports by a municipal dent. Section 17-3. Police. ' The grievance procedure for all members of the police department shall be rM conducted in accordance with rules and regulations of the police persoiuml board ' AR17CLE 18. REOORDS AND REPORTS section 18-1. Personnel reciorils• +"S v 9r The city administrator shall designate a central repository for all such .f ; personnel files and records as he deems necessary. a Section 18-2. Service register. The city administrator shall cause to be maintained a service register of all employees in the municipal service identifying for each the class title. 3 The departmental assignment, salary rate, dates of employment, employment history, and such other data as he deers appropriate. ” Section 18-3. Reports. Every appointment, transfer, promotion, demotion, dismissal, sick leave, vacation leave and other temporary or permanent changes in the status of ` employees in the municipal service shall be reported in writing. The city administrator is authorized to prescribe the time, manner, form, and method of making any written report as may be stipulated in any of these rules. 1�- Section 18-4. Public records. '1 Ewept for disciplinary action, records involving investigation eorre- ll spondence and data related to the moral character and reputation of applicants k,. for employment or employees of the city; files, statements, reports, eorre- "'''` spondence, and other data in connection with and related to investigations of examination materials questions, ..rF violations of these rules and regulations; , { data, and ex animations and tests conducted by the city; and such other x4 confidential papers as specified in these rules or by action of the cite administrator, personnel records shall be public records. Such records shall be open to inspection by the public during regular office hours, at reascnable 47 November 1, 1990 :t t{'r. 7 ..•ems./,.��tJ: 't`y• l,': 4`i�Y.�?'"". ?}.�rn??;�i;rTr i"ri�.��,''" •Y !'i,i xz 7,S'T'. tS-+4'i .r y Ir:•;.f., ry,., r. •'i..iK,,A¢ �r4r �rri,.;n�rJr/ , ,7�� ";^';<X3t >?� ..>1 1s o{. .,c rt t s ,, ar .t s r.ISa't1 1rt.i.:�4�'��7�{,i��.. �' V '� F,t?t "ra rir 4 t t rI{ t vz t ,�i .: F r�vh�i��t1"'��"�t'R�4t ri(.�1+�7¢s f,,thi''tr'i13:•} ��'r {j�y"r} i r at l art: L h��t f:':;� i {}y(}�f'S�j�� g`��ar.sS��4i'±� r 4•..rj it i .k•; .1~' , i +!i a r �".SK{Sn`f ` P,.ct .} 7 c i 1 r .n r+1 r i r� ri .,f1 i I sr,1 .r:1h r r 1t r 4. 1 1-'1� r i•r � +1'i i+r� �" .. �. '�. ,'� ,�4 4 ,�?shit fi .r 1 t•�d• V 'Y n ti}r:5� 5 }t �.tqt + .rV ( k +' .`�., � i :. g 1r� �i• tl Yr `�lv,'bf.�� .1 i�'U 7.tl+. .tl rf{.t,. t5 t.1 tl `� ri5+ t ;b+'}_{ J. Ls' F' tg it 1� ,.[•��y' :��..�!ply,^��pp�1 �C,� "t} t„1`� drtr� ./ �'�",, t ! 5 i': t ). i 5 h •.t, 11 t r P It G �. S '4(r 4 f'f 4 btu L Y,�;.. 1 7Y y 5. ..3,• w:.".. c.,�'y'i�_}Y$� �Y�'i�t 1t•"LL�F�.�et�a,t.,�,!t,ti jl 1!a1"J� lXt�S '.� ! u 'f< y a :} t'1.�J P!. .�{�. }r1V.: 4 } Lt;�cFk'S.i(rf.� i�. S f d i �': +'tR •N,'s,�.n if'{ "t 44 i �t. 1 It i,iV� �, 5 i.. >ly 14+t.:�S4� �; /tr s'a. .c�`, ti '.y'ta.1i,ms. i�",t � . �j '+K .�.° i� ti.° �t ¢ '�: .�tt, rn; s..1} ..� 1'}ti fi�Y�Y�Sz rsLy h r s }.. 7 a 1dy ��r 7 it,i .1 t ,, t. �'S. r� .:a., .ti'3�t { .t>.:rj y1'c�}•M 1 � .� i .L✓` r 1 1 " [� .. l x`ts t4�},�t .r P}� i ..,. .. ''11': .. '� .I�f�f��*"i:�3y 7n" ^A r ��yu•�4y j• .�lr •,�ttt irf " 'J�k;`el'•,.",w.rl�z 1•C 'ff�r� .!v t(fi l t \ i. .i s • t, 4 � cti� 3 �7��ii'�- 1 -'o.�h �7I{{yyyyY,y1�iA�l YL��.r 1T ! t'.tiy :'�T,. �;f•+.'... 4 J times, and in accordance with such procedures as the city administrator may provide. salary range and position classification information, as well as class specifications and basic employment information, shall in all cases be made `} available to the public on request at reasonable times. r AM7CIE 19. TIRAVRI, EOMENBES Section 19-1. Policy. Department directors, city officials, and employees shall be reimbursed for official travel and related ewes while carrying out official duties, or ` attending professional conferences and training courses which will benefit both x the eraploye . and the city. ' > " All persons authorized to travel shall be reimbursed for actual air, bus, , or train fare to and from the travel destination, actual room cost for overnight lodging, taxi fares, tips, and other travel-related expenses upon proper H.' presentation of appropriate itemized receipts on a City Travel use Voucher and/or where appropriate by a certified affidavit. Section 19-2. Travel advance. A travel advance may be obtained by submitting a request form stating the description and/or purpose of the travel advance. The request must be approved ;. by the department director and the city atninistrator, and forwarded to the Finance Director for approval and processing. The request form will then be forwarded for issuance of a check through the regular accounts payable system. f ° Departments should allow ample time for processing of travel advance requests. Section 19-3. Reimbursable expenses. All efforts shall be made to keep travel expenses to a minimum. The following expenses for approved travel shall be renb msed according to ?q established allowances or actual cost when accampanied by receipts or other documentation as required and appropriate: (a) Direct travel including air, bus, train, and taxi fares. (b) Direct travel by personal vehicle at the established rate per mile or at an amount equal to common carrier fare, whichever is less, if approved by the department director. (e) Overnight lodging. (d) Meals and tips. (e) Other reasonable and related expenses. 48 November 1, 1990 t�t4 t t .?. •.�:,u.r' r.n,, :.s<n i'ra 5y t','4:;:y4., rr3le.4�,tJt,.y.z..a'(.,1,: . ,_f. 1. i �•' 4„„ s � s`t7+,�11D,i;.f ..�1'^is l K'1 )1� r r $+� :�q! i rir s'?y. ttd.7} y �r �sa t�.>"•_;, < <; m �iyi �!fZ �.. �' 3:. 1. tick� Et �1 x r,�z,�� kr �a 1,�.rk 3 �y{�'�k't.}�7�.r}`;11'�. , .F,3.sk35 f`,µ 2 } �s¢i�i�.'• .t dt 'aS' p k. t W"_-}2}zr' SSy:t x'fit l� �Z tl 4 rf'L�i�tn�lt�t,�tY tr Fy7A ,�� r afYY x. t��:t'„ : MY, t �1 t�Yy{ ,S�ui��`S� tY�,J �Yt 1i.4ttJ5t3:}t.r(r l# f��tt x F; ,•s f t .ti t; 1 l,4:.. "Sstr Tt. r1St+1,.�� }rt<<> :} ''t`S e J 4�i;1�f<#�"A'x ��•a� V�',�; � '#} g �3{J)��1 .t .�,�,?,Sp.4�� t � tltttt,.�¢ �s r v}gg5 Jc:� +i f r' y t"r �t.: tf (1 }.�! < 't.'7l pit ! .t i� r1 t..rts h kk�(', aaY...•a :��(17, , s 1 r— f rt htU` `PbT•lr 'N .R"+1 S 7 'itt r r s M + r .-�r r s ti,y 5 F•` `` ' rT `'.;'rr j�,Xsf� � n ° � Y { j 'Si �r., '',�i�t.AStl�'.4�ftrkS4:idt?Ut•MI;�1b➢rnv+n��NiS,wX�+xlxi2k49GVakarn+w.,.vw.......«........:........ .. ....._,... _ _Ir.:+v.:aa,k+wGYli�{ i✓ Section 19-4. Non-Mimbur^sable MqMses- Aft The following travel expenses shall not be reimbursable: .7 (a) Costs incurred by a spouse or other relative accompanying an employee. (b) persorkl, expenditures ouch as valet service, laundry and cleaning, entertairment, or side trips. section 19-5. Vacation owbi.ned with official travel- Employees wishing to combine a vacation by private vehicle with a business or convention trip must have their department director's approval, or where appropriate, the city administrator's approval. The employee will be reimbursed for travel to the destination based upon the can carrier fare or the established rate per mile for personal vehicles, whichever is less. F 19-6. Travel t or repajnwnt of advance to city. Section be completed within ten (10) days after returningA.. A Travel Expense Voucher must v <x, from a trip whether it is for an amount due the employee or for payment of the }� w urn>unused balance of travel advance due the city. "firM rt ,•Ykr:v+ T add. Where the employee received a travel advance check, it must be so noted on the r. . e- expense voucher. ": All Travel Expense Vouchers must be approved by the department director and city `A administrator before the finance director's office will authorize processing for payment. r ` Section 19-7. Use of personal vehicle for official business• t Employees required to use their personal vehicle for official city business �z shall be compensated at'the-rate set out in Section 20-8. All departments are { R. encouraged to promote the use of city vehicles whenever possible in lieu of use }� r of personal vehicles for city travel purposes. section 19-8. Use of City vehicles. Employees who are assigned take-home vehicles from the City fleet are prohibited for "de frcam using the vehicle for any use outside of City business except Y ''{ w personal. use.. mininaus" , Employees shall report to the Police Department any accidents involving a City vehicle and the property or vehicle of another party. EMPlo'Yees shall report s, any accident involving damage to a City vehicle to their supervisor, Department I. ,t. Dim aryd the & Safety Officer on a form prescribed for this it .1 purpose. Failure to report damage of City vehicles as prescribed may result in disciplinary action. � 4� 49 November 1, 1990 M. r , xra tyyy�rt�r u-r777 a I a i ��+�i tiXll) hr r `r G � I�f .«f ti_iri ``4..' .yy Y�•'y 1fA Y+1.lt.t.a .171f '• i11. ' ,i } yrl� ,` y i : 'A,tsr�r�a,i4,�jd� ..rt .. % r{trrF i� r �f��¢➢h5�,rrt t� ..{��rT k j; ',t 1 ^{ f ,.i ' �Y ^tat S't3Ys�if��+1 I�� Y� '� i� .'v`5' }� ''"�J`•;'t �i•i.•jr;t ,F .'c .'St �i 1.�' :r #. ,ptq. 1t.1;n^��r;~X n i�.�``•'�, { r�J! l x,sS., 1 .4ea .t 'rt y tt t e tt� +�U t lr,fa�tt' t' i14 �,. t .'t �•.>rx 4• Y�. !,) ;i't'�K�:s'�*ft �.K viy�Jyy .t ty t 1•v r f.} 4 .tr E.. . {,t!��. t ,� I*�'rryrr!} .�3u� t`:a^na�>tr��.!}r,frt 1 y:Y�a ,t:l�k r y t t P2A G^r r`E�r;, .,,' r` .5: �A � :! 1 f t .t,t�.a,,{3 :sFl��%n. • ti��}t;y. .. js�t+:ti':• tY.a Sa,,t, t._.� r'? i `"`"^L..,,,t..�, ".t, ,, 'A,yyy . '•pr;+ X61 r section 19-9. Reimbdarscaner►t rates and rules. AMh Reimbursement for authorized meals and tips combined, whether in state or out of state, shall be the lower of thirty dollaxs ($30.00) per day or x7.50 for breakfast, $10.00 for lunch and $15.00 for dinner. The mileage reimbursement rate for authorized travel shall be at a rate of 22.5 cents per mile. ' If an employee leaves Jefferson City before 7:00 a.m. , the employee will be t;. entitled to a breakfast allowance. If an employee returns to Jefferson City later than 6:00 p.m. , the employee will be entitled to the dinner_ allowance. ;,. If a meal is included in the registration cost of the conference, the per diem ,. :^ for that metal will be excluded frox, that days total allowance. The following expenses of employees shall be reimbuzsod according to actual costs when accompanied by receipts or other documentation as required and { ,> appropriate: 'tax, (a) direct travel including air, bus, train and taxi fares; (b) overnight lodging; 4 :..` (c) other reasonable and related expenses; The following expenses of employees shall be reimbursed according to established ' : allowances: " r:^ (a) direct travel by personal vehicle at the established rate per mile or an amount equal to common carrier fare, whichever is less; ; ' (b) meals and tips The following expenses of employees shall not be reimbursed: .� (a) casts incurred by a spouse or other relative accompanying an employee; (b) personal expenditures such as valet service, laundry and cleaning, entertainment or side trips; Employees wishing to combine private business with City business will be reimbursed for travel to the destination based upon the common carrier fare or the established rate per mile for personal vehicles, whichever is less. #"is Firefighters receiving a meal allowance will not receive per diem allowances for ' days they are scheduled to work. •�,sa AIMCLE 20• PMMITICNS AND, PEMIMES �pr ' Section 20-1. Participation in political activities. Employees are prohibited from bringing their political affiliations to bear on their official duties. Specifically, the following political activities of k i =, employees are prohibited: 50 November 1, 1990 : MIN ON Ill WWOM :{,. c "YlF` p r t l'a f �.�. v.,Y " � tvt} ��,a�,�i c•�`4'g k5 .t'w^ t.t'`�'+� 'w {y� .t/' y r t5�+ !�`,��Fs'��ytbt��gytt},��}?�+t}dl�fi y, f��'�ry; 'i.0��CJt;�x'�� :•'k�'3�^# ��t .s t#�> � th ,=*"r r .r:pa�.{1� et �'4rlLt � ��1 >r. �Y�S te��Rd,{t�r� r .L;. � .ss•�kRr 5�.fi t �r�i3l�i��iSi � r��`;�,�(r t{tttT�,Py.,�� =A Yt." G ! IW..��i?�,fiY'y4n't.LA,�.'6i,'`,:1i1 d{1!r Yult 7i. U G. ! .In {f Il{ 4.. . :f{i.. aari bt. l6 11 7 .';^ i.Jn 1t ..t� � .,�• t ,�'"titilAt+ t�:,hr,.,i �..µ t ^I . 1, �+ 5 t-'l. �a, al a it, s,• r y%.S j, , :L it. i' ��t''-.ti?Jt��blx�Sr+y y��lt: r x It t t d�J, yH, r SS,• '�}'4. r�' v!r' .Y. a 'M (a)i t itti tr! v L1; r v �` r ; .:•r ; i t .t•. r.t.t�t tJt f•�} ° r 1 rtr � .y r 3,�' .. ,;,w,.::!'_._.,.....�.._. •;,,,,,;,,;..oadrmrh;;W..trawl• !tW4kSrR'�ivl'!n�.:`:yi+�„.�,;er�*a.,nrrsrxt^,rs,n.�........:.......___ .. ..._._._.._._... '_.,,_...,.t..:....:,i:�.3:r.+w' (a) Campaign fund raising, or other partisan political activities on city premises while in the performance of duties and responsibilities as an employee : of the city. c (b) Abuse of official position for political ends. (c) Use of official working time or unauthorized use of city resources for politica? activity. (d) Promising any employment, position, work, compensation, or other ; ,. benefits as consideration, favor or reward for political activity. ., e Performing political activities at the direction of a supervisor, deft director, or other city official. `` z• �< Section 20-2. Discrimination. No person in the municipal service, or seeking admission thereto, shall be appointed, promoted, demoted, removed, or advanced on any basis or for anyf+° z'' i f itness for the service or lack reason other than qualification, merit, and f thereof. :i Section 20-3. Nepotists: restriction on employment of relatives. ?'3r' ", A city employee may not appoint, 1 remote advance ,tir t, employ, p or advocate for appointment, employment, promotion or advancement in or to any position of the municipal service over which he exercises jurisdiction or control, any person who is a relative of the city employee. This section shall not a 1 t4 PP y 4' employees previously exempted by ordinance from these provisions. , . ; Section 20-4. Outside employment. a :F Employment by another employer in a full-time, part-time, or temporary position outside of regularly scheduled working hours is prohibited unless approved by the department director. Etttployees shall notify the department director no less ;. ; `. than ten (10) days prior to their anticipated date of employment. The depart- ..F. :•iY. :t.. :,.. meet director may approve such employment if he determines that the employment will not adversely affect the employee's performance of his official duties or be prejudicial to the reputation of the city. Approval may be subsequently z , withdrawn by the department director if the above conditions are not met. Section 20-5. conflict of interest. } +i" rigi ik No 1 of the municipal service shall hold a financial interest in a firm, ;. � oYee Pal' institution, corporation, or other establishment supplying goods or services to the city. No employee shall be employed in any capacity with a firm, insti- ,.: Y tution, corporation, or other establishment supplying goods or services to the city when that capacity means the possession, direct or indirect, of the powers to direct or cause the direction of the management and policies of that organzation. No employee shall receive any payment, gifts, favors, or other consid- k` eratian from any person, firm, institution, corporation, or other establishment a° supplying goods or services to the city. °s 51 November 1, 1990 J'S '�t(. j �vtt:�'„�^�,;�i4, d a 1r{t .• t ) t �: 3t r!..c a�t�� {i�+R. ��•� k KS �5• )Y. y.. •�[}ti�tt'�';�Q'yNit` r.!`.;J:^7il,.fs.'7,. t : ,t "ti r ,r vrt f :'t'� ',sti�ti,r,.?y:•#��rttyF.fti, .ri{ .0°� rf�P3 c�;.,, ;�+'.�.}t"�� r .a�'.;�.ti�'*„•�tr f`,: "rt . . r t i �! r ,.,•^>�:cf r� �.�i .7`i�°�+��It�,i'�i?f 4�;t��,� iht' ?i�,� 4�;��,"�.>��{ ��t�r��{'{ ^`•r p c .}� { � � c � 7', ;� 't , c (S tt s �� .{��r7,+ S �'iCt�7.:fly x.t lPk� nr Yrz i , I}i. 5 s, ', .i ` f�t N14':t r�f�i't�rk,�'tti j+��i)�t'}.� 'i ,Ct��r• Vr'`.t - � M,{y�"J{{`n�Exf'.ti{',,'p��' ', ' . t;• � t }. 1.. t u; t5 �7V� r!..tffe��#��€y;` � Sr •'. .�3 a it �.�; w.e . ..t }a75.i 2 t t� t.. ,t. '..v r r {•e �1 t n ,v;r'±{4 �"��# y�� , +a f t � ! qA ?It(.k?c�,G':t>a 4 c'¢x ,. i'W 7� it:�.; 'v 7 s r ,r t a rf >��:f.:�Ptit bd� •lb' �' I1 t �44 4i'.' , I ''0 y`�{r��,b`?•' t. � ��h,, 1�f,s�d{�`t��t��,'� t rr 4} rflor?+t'�".�.t a.''Y't��+�` '? + �t t� t�Cf tt�y� tit f' "'�'!s as t3' �' �i�rc t. �E k�i, ' tW Section 20-6. Penalties. ' found .a' Any employee guilty of any violation of this section shall be subject to t<: any disciplinary action up to and including dismissal as defined by these rules, and such other penalties as may be deemed appropriate and consistent with the ' laws of the City of Jefferson and the State of Missouri. ` ARTICLE 21. NADVIGEHM RIGHTS The city shall retain the sole right and authority to operate and direct the affairs of the city in all its various aspects. Among these rights are the u city's right to determine its mission and set standards for service offered the ` public; to direct the working forces; to plan, direct, control, and determine +' the operations or services to be conducted in and by the, employees of the city; to assign and transfer employees; to hire, promote, and demote employees; and to suspend, discipline, or discharge employees; to relieve employees due to lack of work or for other legitimate reasons, such layoffs being normally ac conttpli..-4hed through attrition over a period of time with seniority being a consideration; to make and enforce rules and regulations; and to change methods, equipment, or facilities. ARTICLE 22. SAVINGS CLAUSE AND MENEMENT 4Pk" ,rgr : Section 22-1. Savings clause. A Invalidation of any part, rule, or section of these personnel rules and regulations shall nat affect the validity of the other rules and sections. Section 22-2. Amendment. I Amendment of these rules and regulations shall be approved by a majority vote of the city council. Copies of such amendments shall be distributed to all ; department directors and such other officials as the city administrator deems appropriate. r�y ;r 52 November 1, 1990 }' !. ,t 'f '.'} ,I z4 ;rI t d ''t' 4 k�t�». '"'f�s'ut 4�'wwZ.}�.S�'�'!!�'^�•, >'.r� ; t F,;c+ 'Y l��r y��i'y�i:!{�•,b��q�31�•,�r�'��'itr`;� y!y,rkl,!� r��i;`x.� 'tr�r},?"4ifi"�1� �{ ;�, f � a X y� d' ��`'i+�(�k. e +1��7j4'Vy a�� l �sti�!'2"'.'�'[`�J�}' j, 'r`•^.�� t gn, r.(y�1 ., ,j�jjT).7 u. 1i1:.. dj! :' rj�j'`. f r l,�s •i .t %d .f" P t'f ,. �,e, Sr '�•;�''v; ..',';i Ftn,':;: �1�,.,.f rk'.'c' i rY rw;�z t t :4 t• F f�tdf�6 } a. 5's3i �$•df `,' ter red` fa ,ry�9. � � � I j �i �i{ r } r't' ( � d .r i3.�! t. z .i ��. „?:-.1,�•'`!i`.`' Y a r e ? J,ac{ � t`.{ •J t, �� i _5j T yq't�r VIN" rr e a =f`^t•.��; `4« 'iyt 4�+''� f ,i...� �;' Sy�"t3'.W��r�i� 'tt`t�r`�. �y`�>;' �i . �nxn�t��r��•..,�+f w'4�a'�r �'1;�p t5�"! e i'S s; � �'�r�'n :�'>�.M�, v.w Ltvr ,} {�r�; <a,�.x,!' i.a,,,? 1.�xr fj Yt�• ,2r s`r✓,3t"t�^;t,*�t�p�i�"",t,�,.ass: x'� �7r�d�` s j � : t '`v t;;tt�`<j�SS':if%f'61 xl� .77r�Fi .r+, r .i.� 7 '' +��. 1•rt'.:�; '� r:+�, 17. + ! F i �U fi.i `'vi.i�:=t t t5`..t i't , ` �s a