HomeMy Public PortalAboutORD11835 �1�3rs� S t r x�t��stt+�R�� '_d( = J T,s � i t_ t. ,}•rs.- yr•;,�1t4�4t o.�:d�t t�..,. +r
t b�• k,t. }J, .rt .+. ::t I '.fl�,,}.n.ti ti7 i_ i�', .,]'F;Y,;.,q}�f�{Y'S 5" 4�_{�'§w��t.p}-: tsC � xf, ..+,d:.;f4k s t {'' v t;h. i
.t..i tips, r ri:.rt.. +� ;i tt :t�, :'.�o,ttr,,((b°J ,.t';-s�y yY 1. �{...i{'�£r•;Tt,;�{3%#id���(�•t.rf.1.5) Y"t. ,1 x .r„ �2 •C,xyrS nbf�r„�� 7r.: �ss.,j` , � �F. ',Y., �. ,.
}• r 1 ? '{,i t i :r.:. '!'�t { S.r{�Y%.}I�ti�p+�`£..} ;.�.i:'✓}`A••�{t°'i�.-.-� I:' .. �r
y
i as
y;
� R}�� 1 •' 1 1 /
k���l-i • . . 1• 11• • •1 t
rfT.tl.,
s ., t
AeNr.
■ � 1
is
i w
Ir '
4. G 1 1 <t1} t�s>Y :.;.s��.., ' '•y4.ra4."'t, k.' r r` f .I 1 + ;'
}r w{
} r r r :}t2 ,t', r4 ..t tt.Y '(1 it.istt)r� t \.t rxd'T<�.. ! k:tt.L; LI } rt r$ Mtr.J• rt tli ` t ;r c
tM1•\;
k't
+ t k .t: ,t.1,' ,.tt,t<.,c.:•','4t.•;L v%,�{'•> 4 ti .y"i. *xff� A1::.�< .e�«i:. .iS"1t>;It,, �•,7;Y i `a� k `t C•',,
( ( t•'.c`s °•.r. .�.�9p• '£? ..St S.'F'�y,S 4' ;Kit;•:-f�Y`•.';,�tag:n`r''�r.,ttt`?i'a"�`.krt':<r.•.�.,{_S.l;t�. �s,�t,. r. ).'�1�, g. .:{ ,t ..4 .t.
S r' .S'_`1, r a. :it t rtf,Mr.;,t k.s tt;'.,;A/I,.ry, I,v.:1. .`7� �' .:e✓5 •4,a.h;•,C tl:c;ys�;t:.'wla9,tc7� fs z!'�y.-.�.,y, r :, ��t i
rs •c,:t. t r:-r}.L r'. .t' t4,dx�ba{•1� .!,�.4�,',.« t,..�.Y�:� i_ .,3:.�''f.�,,.,,z? .•z,:•..,,.ry .y. "£sit t t.
•;r` 4 ,'='r,•.°1 r0:.•r*., ..i'a a:. C, 'N..r•Fn� at� , t.r.t�ri<c..., .,. ,.•'r�. '•i'.
i4 1ltr i", Kr, i r,:P, ,i ' '� A t:,•,!��
@ er'• :if.'r ri•• ,,:!' �;,"1t''b't„X. }4.^« �7>,r.�'„A,:• :f�Ityr Pi Yt+:. +4,{.;,s„r:!\,Ir�!M 7t', rl «}}”1 f s
4 f I ':5`,a -''ii-t.; '}�� •��.E�'J.t, „r.:::t ,:.J,r�`6..f,`.{,�5 nr4,,?, t an •it ,^rat yi:+• :1.< �
ff t t . r ,t�ktt".r' J1 5+•,�i�i.i�..,"••..C•«�,z"''�:�d:,, ,1;3. y$, ,,���.FV�.}v1}t1'iw:���'.ti�iiF^r:�5»,y'�..a nn;t;J.,.;�a7�k�R}.SI.. � 1; '� i
4kt A7. .,'} t..F s ,< �( et�r.�r(}'°':=.A',,'}�:u;..«xY}� cab{}�t�7;;yt „�'34i.,c, },.,y�:!;''att ;Y a:��:.'s�,s.f.�.�•1�4r}'e.t.yz.rq.�,,��. I
y 1 1.•(ir t1�;" YL.� :,>-'�,�,, ♦1 ..i1;`eil } ?{' ;.��:`{•. .! t�•.J'F}.Y F"f� G 5�.•:Gq s.f��n..1/a. -�) r .�T '.:$�,'�:,t'�i�A�� F'i' _
�+� Y=i`i {t3' a r,„�.I f >♦ f r r. ' �'S`.'�"t'k, '},,.��'�,4{�'�.� 4.!s.. �sr •,�• .�' e s 1•:��•,+,t .�. : tJa, r .r :t; :.� (. r �',
:i(,.. ;a..'a; h" e '�.;; I.. q..�,,;:,%.,i t''iis �•, ;�}w. x x'�. :� r•'-a•s-? t;?a'z,t`;., }'�` t
,�'�•tx '.�t.•,'n•r„a, :�,vs�;f''`� T1 rs• 't�� ��a al'4r' '°7f1: �+: `��">p.:, ,t !:, sl t 7',.% rr' {:� a t ' � '�r � " i tt� ..t e ~
K't� k �:'+ ;., d` �:Iii a�, •'s t•�Y "d�r�1:JiS t
1, y
y(�
�tr�,n^`Y tf�a �. .ii•a4 t9t y#i` 1�. ..,itrri�ES� � d _ . .i�J r i�y+�'` 's.'ix{t(3�{!,^� +'%1"S)71 ,� 4 s ).i
t>�5�'�4e; �it r ° ? t�t 7%v'� {`tL��S r{is'se.�.G`1���z Y,s�,r.�� ?�"(��iQS's'�t� �j,dn:>•,�t �� 'F,�` �! .l't�tt �;t,tt t ` r,
.► @�s.iii t.�`,�ct t �. i 1�y1 �C�:.�fr?; "'t�}t *"• Y"i i•rrt7;�t .{. '}:%w r�l'�i°��� ��t''T+... tP,?,,.` 1 xper 4�'"C a �� �, i�'�t.:�y ,• 3 t
if J
ti
rky.
+�}.S PERSONNEL
Am
Wb
NOVEMBER, 1992
ti
;S
qi
Y�
t
i
yr
i
i 11
F
I1�+�
,
� t ��, .,,.r,,);�.,T,;,i;{'*:�{2',rt�+kt `•dq'.'"je:'9>ii:!?.1•.!;:d?,n��,t�' � :.;,jq, yr�r.:r':"':i;wr`'ts" 1. ,:(..,in.
`(i�`�.r°e t ,.i' r' .,t� (j �1� t a`.I a 't',.3.s+]t,,a•.",.l�y.�s'::.r Y>'�;+,`'..yR'.i�a k 1Ir�.".r!.�i1''i^}t.x]Yi�•+L}}afis t•`o sCUa��'�y7�a1�is'ys>....j 1�.�.`�eb.n,'�ts"21'•�>0,31 f 13";� q s�sSir;{u.tyt:pY•`j�;2Fn�,6�..'.{1.y�','i,�,t,N..j��Ki1:.r.'4x''.kwd x!�i',,ti�'R!}j;R�ik s S;•A�i",$:.'.a;.j 2fie d•i:n�:K4•tS,��ly,r�r}h:1.<C ir�'.,,!,s,ar.`�•}3..;s1i+•;;.'=u.:•R��."ts,y��rnyc v#.�.;�.,.:,..�.:;.w n-"�n,I.t tt.i.u.5>..+,'A�,�t,+'s"PF.;,�t S�S tiaiys�h a.�}s a,4,�f,�`�>a•Y•:�;t fx.-.�"..,}r...5:�r:'.�.t i���•";:�Fl•.S;:t'r'!R i F,,\"Y�Y.r?�T s"•s}]IR.,R.J.tA 1�4 11 ri,..•4 t 1�Tt r$
.
i.
��
�6, s r i! .i.,Jti>: !t!is ;r fit i.; .� ,.'a }•. 44 k AA .r,. f. r�G�`�s`°.'a:"•�':tR S't C�°»
el,,..�'�;'s: 'dt"A•�t_N+r`••�` a.;"J'c.r„ ✓'Zy krt, �t$ 'k.k`r T tIY�
}j. � a. is i� f; tR t rh1� }�} ,tdk.!`re',a '.•..(L'`s t. v."�7t}..' !" 1"l�v t i.`d&r,�}i��„�',t:`•t.] Y s 1
��d
r .t.'Y ,s a r, rS S A I Y� .'Hi. Ys,' ^• $, h k i d .S x':"t}. „y ! t.
t t.E% •. t � , 1� ,<)�. yy^Y:;c.,�E eS3+ .t^�'sF?"1'�+,t tiZS,y��,�.f�','��,:'#�}?�t�'I,h'pp`'i^, rl,?F�'e•.(� f�`.!•,r.,4.2,.. ,.a, e.q t .r ,
v •f. t: .r �{ t 't SSt. :s�•,#•. :fti}.. •.�:�,•�jJ r ,r�.r'y�;rn�f�, 4Yli,,j¢,,”'=•r,,},`it/s.iy,,.�w.. S .��,Y^ ,
t r.!,.t 1 3 .�r '.,s:ti� �t x,ii�' p•r; 9 f'�" ..t?i. �qY ,.,�. ,�c: �.,{ z T, n. ;.
�S � :''F... .t. .i 5.:�;'�•r,L.;✓=,'rr#�Ri r"`r.'{.+a•,*+..+�.�4. r'',..M)�``. ^lr'.R$-i+�1VfF.�`�. ;';'S.�. i�:.f� .:�.,,{�tisi `st�•t�� ;tb t� •\5r,t s'r L;
ra:Yt"��•s•,< ' t .ts,r.�� S,�•. ;L:• •w l�rr7{ .ai�J''s3. .� j3„s. ,�'� .a..,�!, l:�s�} L°, :' 'ti,,,•t:^! .tt i
•:,}••, ,+ ,.t ti i,' '� P'�•: .,�/.,t,,r�>ii:rt°��"{!tr�!t,jA{t�"•�..,rx„ ,:vs: �,��e4,.i,��Lyy>n'x,� ; ..�':�: 'jK.., �p.a�$f"��: ^>+.xrrF�y.,,t,(•,t;.:t, i .t.
�4� ail.. � � � �f \+;Y'1f.,�}�4� 1�t�5 i'`v��i�y! �?^ .r�.•}�!oYC'eYr 't7v$ a] 4`] .J::Fi.�,� 1Y�.r. ,y,a,.fi",. .•lr. i;k},�la�'.t•:�a::'U'i�'."'a'i i ,Z I t'
..§ +r t r * P:A�.4r^...}�`i••'`,s,,d 'y�' t."'[,l"9,+.:✓'i:#4��t.Lr,t:s "�� 1.v$fer. .� t.�F�. �ya 47,E 4)�1 �d��•��k.ir'�.'i r++n.;i�n•,d.lrt,,,. t � .i. £
+�iR�t .t;. ..r:� � � �f,r+•e.^,!3.r?;.'1i�'t'�?5''Si'•rd�p�+`":!'I3'�•L�+e 1.a^ {��r:fir�C, .ea 3t' s '�. -/d�:q=iS ""s:_ �•'�F�"i.y�*7 }l<<}a��`�e�'��'•h�� t.!,t.J:,S �..�n„ t t (� i
at, t >''�°,.✓� ,7 Ht ,L! , d 4 '} J}.� ,tif ..,,j• :.C+ � >,t .�
.��`p�7jsi.. �3� n tie:.,!'"'� :y�;.J];i' �,•F �i r�', t. °�f S�Y L ^r r r "4 y t Z;� . � r
tV�� +3 7 S _ i�• i t i.4��4MM,�.'i�.Y3fct.,_
41f 5r'.r-'itRaye s t *Rar•+? <la�aprs,a "oar+ - n .�
r �4 r i,s +s F. i t arr' t��i1 � r;:L�isAq H t, ty�ar"�.k+.,�"� f 1' SS" 6 > i Y Yi 'sst"s �++e ayh'S t" .+ •t r S
q.S't., 4i,+i"' •;r? t, tf t c�.'sl�t�.}Ip�,1�, gqt'�t'rt?.:ni,' ;;rY''ki's5 �8, r'r y}i er +C.�J, �'. :4' ^t •�,� H� {)k'-?:a�t +} s'r1 f� 5^'+`�$r,�'�,L�'' �.f".%�2rYw JA tt?r,' t �
f�t:�r.,:: ;c.1. � ; T 'i7,.,X. "?Yr�'i4SPalf;±cl :+2E'• .,}(� q}^S` ,a ,}�� y�,i:t�`.r ms's: .�' y t`! "�` "@''4,�;.¢� �'5+,�"�w�#ll'�£�4 y4•Tp„t? � �,:s. 'r �.
. r.7'1 i.'t. �t.:/ 4 4 ,,r.r tt.�h:(�'.,':/.C'r„r...µit,, gs��:{�,4lf,F. Ri' .,,j.�'s �u 'e(•`.ac,y�'?L gj�ilir a r� ;!"er"St iF �e ,�t�tk�f�,.�.5 ,� 7
t9 tr �, .!y{ 'A is.nj: .n:•.:ati'�1t7.r"{`r'�r*.`�"``�f�'tf,�pn�,t'p.v�wl� r�:i�;r�gaokL�' r':a ',f�y�•� !t�L':b! `'�` 'y�'�,•` �O ;.try'�t• {�'p�:ssfSu�k'st'1?mi^ �'ad}41 : t .:cit{s i.
rtr� r t�.:4nr',i'fv ,��:.J::;.^.•�ra•r'.i'Er' i����fii;�ofe5tlz+��+`��:�j �s��';:Y.4(pa 3t�'��e�t'��;L.'�MaM•R>#':xt r�if}s �k f. +�i� ,t:4'+'} �. '� a} f ,. i.
i d
Ley b
.is r��.t�d r.•
1.1 11 • :1 1 •
it J
1 /
fit, t
t�. 'k•ttq.c�'h
s
M i
A
s
�rt
yy
tt
t�?
f
•` :r� �S;y(•YC:+.,�t.:�`+4:y,{'.}�y..Y.!'1''n'.1l:CfFTt."'{ vrM.rr .rti .*.i-li.K`.S{',i tF:f.t(+i�r t.t (� ..i
�. `"t r 14'tti.ir.L :rv?,x f. i .,,�a{. t,.r!' .t;',•yi�;fi^i,S' ;W}ttN$�. 1t ';..}rt;j::G$`c:J,r,rF":n tyffi4 1 r,L.
i
',•,� •' '.s �'. 1.41 j .lr ylriJ 4�j tfi i.fi '3}U•�,t�fRrAt�.Sr,y,.'Sy'y'� yj..r'C'E.�1��j'>wA't z yFti��i�a tv�t Z':Y.SY + '. I..t... r �r'�'
.,,r � .t �' F r.' t t 1�/ �t: "?t � {t t!`J. ..F•n•r}"!ilia)i!ri' utlr..l�hSJ"i# ��s✓4f�.tt'+, yvt �� k�#tr...7t< # ' t f ,t..t <
�y'° ,A t: i, ?{}}+r '.:t-�:.tt.. e� j �i�';^9.4, i�'7s,l,t�i^ "+sr'�ay�i�y: ..ti},i�di �:'�5 rt '�, her+•... r.
',t. .r:. f. r . + i"„e r}'� �? "k;gg '�r.ry.'t•P��Yd•'�F t,`+{t+}.! $.
.^P•+;'.t4�#';�:tS�,:'.iw'�:�- "y,•$:},���.rs;•Fr�V�t2i+ t1 �Lti.:}+ s
n;}'�. .�':i:,.c ,,,;u?7 r, t!”' .} l+i•; r:.f'''9i,{,'17 't.S t ay
,
�lyti..}ta .".�'d"'ttn'�t:,ti�s o%R.r•�,�s.;�t•(i;�re ,�.:,i. r Lr :R.
}�- ' s' : '4 tc.. edv�� ) � •'�t '}+.e,*,i'''"�:•:n"3�y.�7C� ?y§f��:�t^}•,, 't:+f,w'e ?tf'�'.i�44 f�ki 'r+ •��^,'?h T, r +
`.x .,Y- 7 .1', yY•.r,.>!5� ��!•i•7.r, r.•.�tlR{.�',f�%ya'r�PSti.�r}r{,✓s• '-�°{.•;��nn3 ,�� �,�1t:�,."°�i+'•h 16"`'1'R:4t�,�•.(b: .'t;:, '.'wrr•st::i tf !> t.
.$�j> ,.k ;z �(..T rlr p�:.:;„st.,��. .:•1'Y.', ..7/. } ,�£ �.<^a3 St."4r ,fit•^+` lyr .lkf S�'• x :,4:p"Y
'itt�
1 �.1�• r 7 j ,r $tt r t.r •.'a+�ts". � r��a r�r;1':`�.,� j•..f ,+;i:• �#• �q...��, ,!�'++�' .tf taar} '.a• +�.-,�.��Y
F 'ti. z ,t,,. .r !! 1 r'1�;,7 Y�i•Yt>x'tv y'•i:tit?•w! s#y4 r,:,�.�: '1,s:sit. :s,:�8., /rt;r^ rrk �;r,Y MtF ,y,ttr ,.. �,Gt,*k S♦rF?i,Z a s� t� ��
C�' 5`$f
'ttRfl.',..r'.. "t`1C`'` ra Y' .r�1iS,,A.%y.,rr-;,:f t 'r rdn.}z>d:' T�NSS.}.i5, :r'>: } r.r �,v ,;tn�`,r '7F �� �'.�' ,,.(t y�av r,rt�.�F 1 ;• .,�„yf:?:•4,1t+' t,•t'� + ! ,
� ;tk;'FY �f�s,,#I�. .{1;} � t,.���; ..jL6 H'Ae�. tt•'�tx, ;�,r;4;�' .i.�•>r. f �'�t���'!t'L�t N�� r'� f,t?. .•`io-'}fi :�} �. t t.
i 1� F i' { kft`u'3° y ' h'�•itr,i,F rt 4 ftU # ,qr R t S t 5 ,+ ,y /'r� R .,.1 F �.r'Ytk
E `!' PERSON M POLICY MANUAL ;q
TABLE OF CONTENTS
Y �? ARTICLE 1. GENERAL PROVISICJNS . . . . . . . . . . . . . 1
Section 1-1. Purpose of rules. . . . . . . . . . . . . . . . . . . 1 ,�
1 .{
Section 1-2. Positions covered by the rules. ,
7.!y ` Section 1-3. Admi.rastratim of the rules. . . . . 1 '
Section 1-4. Departmental regulations. . . . . . . . . . .
ARTICLE 2. DEFINITION OF TE:U115
ARTICLE 3. GENERAL ENKOM POLICIES . . . . . . . . . . .
Section 3-1. Equal Employment Opportunity. . . . . . . . . . . . 5
5 �
Section 3-2. Affirmative Action Plan.
Section 3-3. Alcohol, Drug, and Controlled Substance Abuse. 5
Deficiency Syndresm (AIDS) • 8 s i
Section 3-4. Acquired Immune Deficien
x':v 8
Section 3-5. Health and safety. . . . . . . . . . . . . . . . .
Section 3-6. Smoking cessation and "smoking Permitted" areas. 10
•r
A. 10
=r Section 3-7. Applicants and Employees with Disabilities. •
sY 11
�:,.�_:-• Section 3-8. Attitude and appearance• . . . . . . . . . . . . 11
Y=s Section 3-9. Uniforms; clothing prrwisions. p�
Section 3-10.Cam-ercial Drivers' License. . . . . . . . . . . 11
'
12 '?
ARTICLE 4. APPLICATIONS AMID APPLICANTS . . . . . . . . . . . „
c� = 12
' Section 4-1. Recruitment. . . . . . . . • . . . . . . . . . '
12
Section 4-2. Application form. . . . . . . • .
11 n 13
Section 4-3. Disqualification. . . . . . . . • • • • • 13
Section 4-4. Disqualification by reason of police record.
Section 4-5. Examinations. . . . . . . . . 14
�.� 14 TMs'
>;t Section 4-6: Examination administration.
;x . . . . . . . . . . . 14
1. .... Section 4-7. Rating of examinations. '
14
� > Section 4-8. Medical examinations. r • .
14
Section 4-9. Residence requirements. . . . . . . .
A.
' ARTICLE 5. APPOIN'IDIENTS .
15
Section 5-1. Appointments. . .
ry` Section 5-2.
Appointment authority. 15
"{ Section 5-3. Appointment forms. . . . . . . 16
. .
Section 5-4. Transfer. . . . . . . . . . . . . 16
:. . 16
Section 5-5. Prcootion/Demotion. . . . . . . . . .
16
ARTICLE 6. PROBATIONARY AND QUALIFYING PERIODS . . . . . . . . . . . . . 16
-: y Section 6-1. Purpose. . . . . . . . . . . . . . . . .
Section 6-2. Duration. . . . . . . . . . 16
16
Section 6-3. Evaluation and counseling. . . . . . . . . . . . . . 17
Section 6-4. ctension of probationary period.
Section 6-5. Termination during Probationary Period-
. 17
Section 6-6. Ccaipleticn of probationary Period• . • • . . . . 17
Section 6-7. Qualifying period for pranoted and transferred
playees. . . . . . . . . . . 17
er
Section 6-8. Demotion during qualifying period. . . . . . . . . . 17
i November 1, 1992
f'
�T ,.'��• rc�t�i� � hcM{"�'y3 rG�`s.�. ssttt,re y��cr >R �<v�#'i'r};F�,�^, ?P'� � r .
r ��tp7�'t
r..t" ,71h��
• .�' '3 �9.i.p��.'*4.7.0,.` :f�1.i Fir� <,Sml`tA:�11�ct �e ". .p T'
2 {,, tats x C{i35i'rSrr
iW F y`� � [ PYar` -�cr Jh.r"i•rt�.
EIkf�{ 1�fny y{
t' } S } t t�,a F�'hta' .f�`.tli i^r�'�}5;+x fit?.t q i r t .p> dApts j ei ir`� 1 i��'+'�(♦�15.T' w.
�i��^5�
Y �'t
7rJ.€
.�� � r, •��• •4 {, s r r f�. r,r� ,t ..{ w+� rr��' (1 � •��?„{ t
}
IBM n
•.. ` :4''. L e t t ,� k rt ti 5.!- i t, t r 1. �. �f 4 ..:t4v I,t k i
',(;s x.+X .� ! �tlfq Fd,�S�t:� s+ �R '1 f 5 ., .t 1 • ft s .K� "vN,.t�-n .. � { � A `
� t# ! z t4 ! i.t ' .Alt t5 �. ;t•' � vc`�,, «..;I i
x
c�
ARTICLE 7. POSITION CLASSIFICATION PLAN . . . . . . . . . . . . . . . . 18 '
Section 7-1. The classification plan. . . . . . . . . . . . . . . 18a
Section 7-2. Purpose of the classification plan. . , . . . . . 18 s
Section 7-3. Administration of the classification plan. . . . . . 18 }
Section 7-4. Classification of positions. . . . . . . . . . . . . 19f
Section 7-5. Effect of classification changes on incumbent . . . . 20
t
ARTICLE 8. CCM ENSATICN PLAN . . . .. . . . . . . . . . . . 21
Section 8-1. Authority to establish salaries. . . . . . . . . . . 21
Section 8-2. The ccapensaticn plan. 21
Section 8-•3. Standards for determination of pay ranges. . . . . . 21
Section 8-4. Am0ndment of the compensation plan. . . . . . . . , . 21
' Section 8-5. 'Iota]. remuneration. . . . . . . . . . . . . . . . 22
i
Section 8-6. Dual employment prohibited. . . . . . . . . . . . . . 22
Section 8-7. Special assignments. . . . . . . . . . . . . 22
Section 8-8. Application of the ccaYpensatiom plan. . . . . . . . . 22 �
Section 8-9. Beginning salary. . . . . . . . . . . . . . . . . . . 23 _'
z.
1
Section 8-10. Salary advancements and bonuses. . . . . . . . . . . 24 `
! Section 8-11. Pay rate adjustments. . . . . . . . . . . . . . . . 24
It Section 8-12. Temporary assignment to higher level position. 25
Section 8-13. Overtime and csatory time. . . . . . . . . . 25
Section 8-14. Call back time. . . . . . . . . . . . . . . . . 27
Section 8-15. Stand-by/on-call status. . . . . . . . . . . , . 27
Section 8-16. Emergency alert duty status. . . . . . . . . . . . . 28
Section 8-17. Constant manning compensation. . . . . . . . . . . . 28
I Section 8-18. Pay periods; pay days. . . . . . . . . . . . . . . . 28
CF Section 8-19. Ccarp-nsation for leave taken and hours worked above
'E. the work schedule. . . . . . . . . . . . . . . . . . . . . 28
ARTICLE 9. PERFORMANCE APPRAISAL . . . . . . . . . . . . . . . . . . . . 28
Section 9-1. Responsibilities. . . . . . . . . . . . . 28
Section 9-2. Employee performance appraisal* . . . . . . . . . . 29
ARTIC3,E 10. WORK SCHEDULE'S AND ATTENDANCE . . . . . . . . . . . . . . 29
Section 10-1. Regular working hours; exceptions. . . . . . . . 29
Section 10-2. Work schedules determined by department director. 29
Section 3.0-3. Required attendance. . . . . . . . . . . . . . . . 29
Section 10-4. Inclement weather closings . . . . . . . . . . . . . 30
` ARTICLE 11. PAID HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . 30
ARTICLE 12. VACATION LEAVE . . . . . . . . . . . . . . . . . . . . . . . 31
Section 12-1. Amount. . . . . . . . . . . . . . . . . . . . . . . 31
Section 12-2. Accrual. 31
Section 12-3. Payment upon separation. . . . . . . . . 32
Section 12-4. Holidays occurring during vacation period. . . . . . 32
Section 12-5. Police and fire department vacations. . . . . . . . 32
Section 12-6. Use of vacation leave. . . . . . . . . . . . . . . . 32
ARTICLE 13. SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . 32
Section 13-1. Amount. . . . . . . . . . . . . . . . . . . . . . . 32
ii November 1, 1992
�' . .�',,"E f'rtY«. �a �:!�,'�''t+.. �, a 7 1. �f, :�y''��a�.•t y. �'#,{�n :uhu'l .: .�!t'it - ityk$��S"'."ai , t. : -an... Y
�, s};t rt vy���' {f,"�a•?�,:rUc't" �`N''ff f t r-.k E i 1 r } cT��yg a.
tom.
Section 13-2. When taken. . . . . . . . . . . . . . . . . . . . . 32 kn`
sn,s
Section 13-3. Accrual. . . . . . . . . . . . . . . . . . . . . . . . 34 `
Section 13-4. Incentive program. . . . . . . . . . . . . . . . . 34 ¢_
ARTICLE 14. SPEICIAL LEAVE . . . . . . . . . . . . . . . . . 34T.
Section 14-1. Approval authority. . . . . . . . . . . . . . . . . 34
Section 14-2. Court leave. . . . . . . . . . . . . . . . . . . . . 35 a�
Section 14-3. Military leave. . . . . . . . . . . . . . . . . . 35
Section 14-4. Military training leave ofabsence. . . . . . . . . 36
Seddon 14-5. Blood donation leave.. . . . . . . . . . . . . . . . 36
Section 14-6. Maternity leave. . . . . . . . . . . . . . . . . 36
4 Section 14-7. Leave without pay. . . . . . . . . . . . . . . . . . • 36 t
Section 14-8. Occupational injury leave. . . . . . . . . . . . . . 37 `
Section 14-9. Absence without leave. . . . . . . . . . . . . . . . 37
Section 14-10.Funeral leave. . . . . . . . . . . . . . . . . . . . 38s .
• xY
ARTICLE 15. OTHER FRITTGE BENEFITS 38
u
! Section 15-1. Health and life insurance. . . . . . . . . . . . . . 38
F-;J 15-2. }; a+
Section Cafeteria Plan. . 38
Section 15-3. Retirement plans. . . . . . . . . . . . . . . . . . 38 -'
Section 15-4. Deferred ccarpensation. . . . . . . . . . . . . . . . 39
Section 15-5. Mental health services. . . . . . . . . . . . . . . 39 *,
Section 15-6. Credit union. . . . . . . . . . . . . . . . . . . . 39 ��
Section 15-7. nnployee assistance program. . . . . . . . . . . . . 39 w: '; ?
Section 15-8. Long-term disability insurance. . . . . . . . . . , 39 � ,
Section 15-9. Education plan. . . . . . . . . . . . . . . . . . . 39
Section 15-10.Training . . . . . . . . . . . . . . . . . . . . . . 40 '
ARTICLE 16. SEPARATION AMID DISCIPLINARY AC'T'IONS . . . . . . . . . . . . 40
Section 16-1. Resignations. . . . . . . . . . . . . . . . . . . . 40
Section 16-2. Termination. . . . . . . . . . . . . . . . . . . . . 40
Section 16-3. Reduction in force; lay off. . . . . . . . . . . . . 41
Section 16-4. Return of city property. . . . . . . . . . . . . . . 41 .5
Section 16-5. Discipline. 42 Yl.
Section 16-6. Disciplinary actions defined. . . . . . . . . . . . 43
Section 16-7. Retirement. . . . . . . . . . . . . . . . . . . . . 44
i Section 16-8. Honoring of retirees . . . . . . . . . . . . . . . . 45
rf
ARTICLE 17. APPEALS AND GRIEVANCES . . . . . . . . . . . . . . . . . . . 45
Section 17-1. Grievance policy. . . . . . . . . . . . . . . . . . 45 8
Section 17-2. Conduct of investigation. . . . . . . . . . 46
r Section 17-3. Police. . . . . . . . . . . . . . . . . . . . . . . 46
ARTICLE 18. RECORDS AND REPORTS . . . . . . . . . . . . . . . . . . . . 47
Section 18-1. Personnel records. . . . . . . . . . . . . . . . . . 47
Section 18-2. Service register. . . . . . . . . . . . . . . . . . 47
Section 18-3. Reports. . . . . . . . . . . . . . . . . . . . . . . 47
Section 18-4. Public records. . . . . . . . . . . . . . . . . . . 47
AR'T'ICLE 19. TRAVEL EKPENSES . . . . . . . . . . . . . . . . . . . . . . 47
K Section 19-1. Policy. . . . . . . . . . . . . . . . . . . . . . . 47
iii November 1, 1992
�f a •'�?fkk�� i}� j2.yt,(�}s��i R17?i !�p�!fJ i� ��i.*t 'f.S ,"� �:. f f('.: 1:: ti IuY Y!S lFik C'���ty��a��d F.�St`�G�,
tt. In } v fr Ctz 11
_• Ji d?,y YF,ff�4la g k + t I ! •� k. N 7 i''.i i�
Ott W.rtl�' It
, ,+ :t x 3 I .�.n s.� c+ fr,• x,( s
;'•!1��'. l...«ty'ri'3�,1'kip d.s�r� f-h ,� . ! .n,t L hart rtml
111�y'�t•`� t .
r•'"{rgaN 11i r 1 .f�yl �y"�
}r"�4( •47'1��`�#�ht
I{ 1.1171 -a a! nr 4 tiph tis J 7 S �r. d, G ) t k:'„
1`
. ,.l?SI,
Qs
It-
tv • i
:fi rn' M 1 ••� � i � + I� ••�' Ia N �:�
• 1 -•• -� oil
ZI
• 1 I ';
�„' M I• I NCI I� !`1 �`:��
:Y
•t v.
�t
k�k� ti
{t:
f
MEI'. ?; r. •f, 1vh.h,,5ry ftydt<rxG:yt. 3 ra'' i ^,,{ °
�u .ti 1� & s x ,t ;1,'°�:�•! 3 til}a
�.,; �.� .,� t•a. ",���".,�,.s�,41'1 ,,'� F}��••a .�,t .� w> '+� �� r £. +t
.'` �r {C .�P: jay t, t} q,:i
' v�l't"',; ,�;x%}�A4 �> t'1..nX t.•pi ,`a,. Y' r r' ,r Y,.�.: .; :1 1'
t v ° :T 1.:.i I't 1 ':t.J;,+ .,•r�,{}..-,+u. .�s 'aLY1. 'S1•. 'v, :.k i:` L•: ,�,y q,r , .�{;a lv�•,:c i+ 4Ji 'i',.e N" <.ta:
rJ.au`i;ftf�i�r��'a §::ta•r;t''r:r;,.1�.�n���. .Rt+,.r�,�", r'i'. ..,+,.:`7i�,� ;:st 1� r.'•: i r i'�
C, xirr.3tp' d1,,,
; ; h.`. .#'1.e,:{,: � a'kl"..G •eie.nv..i.i2ki 1,`i•.Si�f'�v u1 L ,!Lp
,;iy;�,.tq,1;F5G•.,1••'r�''- .t:. 'i+, .y 7'F''-`i•':a ni:et: 4, t;t7•.'+''fje.��41';�:4rnr >� 3. .r1;r ,p4. '"Yti. e.s, _.
y, , r.w vE1}3'. ;:y.i..ea,iF.j,".tit1:5!lar'"'.�., �•:ry.,uj,,, ��,.,a� a 1..4� �' '�t,) p' !_,�/'.+r.'�*r�� .3rlivte., u.5
,'t r.��. ttr .r�.3. a � t�•ti,t r#! „a7 ,x��f,:�''�5. �= v�1., ..`�'��'..1 ta�;u�,., i'
, ,yr y`r .i fil L r;.rTgF �+v i:It:'� ,t'?''• x..t'T'2`„����i°•44aJ. � �dt:; r'1.�.�"� i ' 11 �. t
4 ,.,1:4 4' i t` ° 4�I.� w5"2"t`i�;• �y:{':c�r D At,•b•. ..}�„4:, f. >"",,:}TC,'r`'r, :t r t.1�,a. '' ''''
r :',{'ri f :> ..3').-. ♦.. s"t fir 'iT.gt r.+; ';',,;+�x5q�r,'p;.yr'a,1,. r:..p1;q.M1} �''�4•y.3 9t,4i'.�,;;Fd ,y1r. i1, y
r ly �1 .,} � i� r,fo.r yf f,3. 'i•4;1�:d.'(.d�'...,3.�(a}.%���'•°; ! rl ivXRN'],rf ...�„i�},'l�.t/i� da1!,7,.. 1 t1 .,4,_r.,..:a t.
{. ! {.: �t.': .y 57 .it �4}.„4f'", "M1�,,,�;t.,�r•"�X,G��L:,a_•trfl,"uy;'"1%,^q�k v 1 .h ,i•x .v.
'� ,,,. t,4 t„}'.;.:,i`.`.3,ca> .+ .yt. ..fi �•'..a� ,rr.•!:1 ���.:s.a,,x ,,y�.�. �,,: �v°ft;I �.? .,,�. ,r t
, f�f i S r �: tv is F,. 'i'�.1'hc1.t(:.,'1i •a::y:�.x},i]v ..l!i,�5�`f r..+�'�'•:s F�+HC.•. y��. ;i�; ,l w..y�;fAX�1s.,��. a'�' 'f/ ��,I{/r .�1:..' i,x.P .r1
-
i. J� y..,t,}ai,';:.�,�.�'r l�f. ;v.F aL(;4a'•��r'�:T •.N.,�nrrg �`�'r�:":a.'fi'a�`u:4j"•t:C:Sas:�"t�+i":�i3,'%'''"'Zan'}J t ( 1J'yaa !t_
��?. ,`jl';,'r'1P ra.. yq,., r<.,,trr. ;1,. ,t.y,iav,„t, c. :it,,i}+4.y.f,:a, x�m,' 1.1a?••,.,f,:; rr..^�'4,, .'�'.�.,' i, .,rJtkr.,":sh;.+.q. ..a.' .r. rr -
t 3,v .7 '''' r. Y ,,'gypp;;c. i,} 1cai.,i 41, ,y!Sr vt�`1t+'f"u''Se•�,t...4.1dN�k'�.,* {,'� i ��+r: •i.sah" {',q_'.i�f'rt"�n t:•'.t. f5E x,.. i. 4 :f y
t ,1. "t .1 ..S,l.};i T1...t.,, a:r`�:.'�r's..0•W a�'r'?'fi"",�1., ..v ,x�,�,s.. ti}.i�: .-1z�i'; �sa .e1v.�^i-''a.>", x ,'r°y"5'3' "i�+:'��f,t. .`u,;i;..,: c: .1t�.
;'��'r'i:a"<%..,�.5:.,l+d.; V <3`".1.::r5. 'li'. ,as:W. .�., ! }. 1`4>i' ».iTM» y :J. l 'S 1f. �J,,�..•r ,y:.•n C.��k'�..�t.evS ..:i,t:.. r�'. `.?
r Sa,k,r ;:'t"ir„1 1 w .�Tt'i" r.S.r: � 11 ��{,.:,T`} 't �r.r ri•.,,. }uiJ x,y,',�,x^S .%7 r,�.,. .��. ,zy,,3'(„ t. 1 :�. " :',� T,�f�Tii:.'vi•3. "Sf h)� ;t. i.:( ..,
,.g, *,�}!„�j�„�,, F'+.s,�;;�Y, w;diCk�;�iC'11gi..�.r.i.,F,6,.g.�5rre•x�� .,p ,"�a;.'z''iz",�i 4p�t�;r �' .��;,ti "� , na v�"5�h �.'}iYx��r"•�.'�.�.`�t h �}t�:'ti'- },i i,' , { r ` j v t
sl 1, �;;i '+ "'+�C � `xT .S!� � n ,a•r ��''+ it�z>"�'<a ��. .'�°�°”5•�" ?'Sj .h t3 5;, _ ...
x y
y ;
.�3: ,, t£ ' 'x'4� 1��d31arFM•ifi[v.,«x,ASaaSdi�lVdai>�:i#�`ar��i`%'��?�S"��3$5:.�i'�`i s'e�y�',�'_�,.��i.w
s,
qr
� ARTI= v
II» swtion 1-1. Puxpcse of xuloo• d ;• °' v .
principles and
' se of these rules to set forth the P
It is the plxpo �
procedures which will be followed by the City of Jefferson in the administration
of its personnel Program. They are intended to establish an efficient, t
equitable and functional system of personnel adrN-nistration based on��=aft +Y:
intment, prc>ngtion, transfer, laYo . , _
• principles which govern the appo t• fey are not intended ;.
discipline, and other related conditions of. etnPloY ? l eeS and do not x
to be a contract between the City of Jefferson and f o Jef erson reserves the
create contractual rights for employees. 'The City ,,_
Manual at any time by ordinance as passed
+ right to change the Personnel Policy tit
by the city council. '
Section 1-2. P03itiOns cOvex8d by tl3 n•es. f"
f.1
rttrents of the city
1 to all positions in all depa J/#}!
'These rules shall apply provisions
provided herein, except that p
and to such other positions as n P
of a work agreement when in conflict with or supplemmtal to these rules shall
:. 1 ees covered by
the work agrearent•
i be the applicable rules for enp c7Y
�$I tioa of the ales.
n Section 1-3. Ad imistra
supervision of the ImYor,
s. (a) The city administrator, under the general supery
shall (a charged with the overall responsibility for the administration of these
rules.
supervision .,
• (b) The director of parks and recreation, under the general
with the responsibility
of the parks and recreation ccgmli ssion, shall be charged l eeS of the parks and
`" for the administration of these rules as they affect �P a1'
d• .{
recreation department.
supple[Tent the powers of the Felice
ations
(c) These rules and regul `
Personnel Board and in no way supersede the authority given to that board by
t{ ordinance.
>' ion 1-4. r gulations. It
Sect
and
PPS` ; These rules shall not be construed as 1 rules and regulations F
authority of any department di rector to make depar ruffs and
governing the conduct and performance of enployees• tmental
regulations oball not conflict with pavilions of terse rules. DePh
. j lisped and a
s{s' rules shall be approved by the city administrator rations,
COPY
furnished each enploYee to whcgn ..hey
when approved, published, and distributed as- herein provided, shall have the 4
anent, and disc
action macy be
force and effect of rules of that deParti
t ,{ based upon breach of any such rules and regulations.
November 1, 1992
kli
� 'irNN�rr
{• +{,a,w t t. "..'. r d of x �. \',n�` M1 f'i{S1x�f
y rcf {
`frS�WCJ�5
� �},t���'���;;;]t.�'4 f y ritir°a>F � J� ys.is 1 :::+ t �,A c f. 4✓, f n` .i; + �i.. ''; .'�,L4't ttls������'7 o.�lj3`.�.; ".t { �
�fV •'it l�,rr,„Z`s tp(}t+ f" { CrYi Wi �tiY
_:s s 2 'i• r
,k67,1t, !�tSr
,.> ,, h � f=+4? +�Ryr,�•�t�'!X i i It , .'rf , ..:;,,t ' .7. ., ! t t A ,,,r '�t�.t<'x{1.t; .
�.. of ,kfR'h � ,•f +'"'d r�.: .ti .,�'t dv:r.:: 1 f i . � �� `t y yt'
L
.�}•,.,:,�1�t4.,�:ir#,.';'y:uj;i�;,':{y��ti)< t^��{x .''}.�`.:.f�•St ��•�' t. it ,�•}�r 4,.. :pie �r s5 ...:,;. .t} aj,,2 r.l,,.v„.:��s�i:4t�r 'G,.. J
t}
d.
e�
,e
��{{pp��pp}}�� II�� �,p��}�.�}�}/y�� /gyp ��p�p� ,4t:
' ARTICLE 2. J:/fi:K iAt/.Li.1.414'1 O i67['1Z'.147
>4 The following words and phrases shall have the meanings indicated
throughout these rules except where the context clearly indicates otherwise.
Anniversary date. Date of appointment or promotion to a position in the #
mnicipal service or date of transfer to a different class in the municipal
.4` service for current period of continuous service. Persons appointed to city
service prior to November 1, 1982, shall have their most recent merit pay raise
. ,: date serve as their anniversary date. W,
' intin authority. The officer, employee, or board having the power
:N� , �..
of appointment and removal of subordinate positions in any office, department,
j, or division, or any person or group of persons having the power by virtue of �, .y, ,
ordinance or other lawfully delegated authority to make appointment to positions
f. in the nuni.cipal service. .0 '
s'
` Appointment. The designation to a position in the municipal service of
qtr 1.
a person who has qualified for the appointment through an appropriate selection
process.
#} Certification. The act of supplying an appointing authority with an
appropriate number of names of applicants who are eligible, in accordance with r ry e-
legal provisions and these rules, for appointment to a position.
City administrator. The duly appointed city administrator of the City of
Jefferson or his designee. ;z
A
Class. One or more positions sufficiently similar in respect to assigned F
work duties and responsibilities that the same class title may be reasonably and
J
fairly used to designate each position allocated to the class, that the same
minimtun education and work experience qualifications may be required, and the
same salary range may apply with equity.
Classification. The original assignment of a position to an appropriate
class on the basis of the nature, difficulty, and responsibility of work to be
performed.
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.
Covered arylovee. An employee who is covered by the provisions of the
y
Fair Labor Standards Act (PISA) , particularly as related to overtime.
Demotion. The movement of an anployee fran a position in one class to a
Position in the same or other class having a lamer maximmisalary rate.
� t
Date of employment. The date an employee starts work as a new hire or
rehire.
2 November 1 1992
RIP,o-
: ” • III I! III 49manjiffm
'i�',- il'2•C�rig, } .�...15 ,{,k n. l+j*�.r J.
.?vnY k".+�.k•.�£J} ur sr `.hu' ,3r Y.K r�s k t + nt r. 5 Y , � £",i
1�}�Y�l 4�.f r.�w � r ��dt i r '" i rK .SC f �'y r� )r a.'r:! It ,5�•� �5 �c� j�°t�`SS���s�FSxgT1 c
a � b
�'� ry t� a rxral 4s.rt. tr,.,ri' 1r4�° "A-`
' �` F 2�M 4
{' fi�as,SS�r '+�r}tai{ �yd xY� s {t k. s�75r 2y3nfL"tYp•u'� "
7{{�ir� rr
12�cri 3?
�s�`.x
• ; 1 1�{s ,� ��>'{(an; )µ}i. 17r?r��' f�. 5t.,; !'�<ik ' .trY,��r tir�;s?>,l'a ! t,;t�' h�'.yS"51s ! st•sr Zi !s }t ^s'j,-a,t r ,�j � '
S�„ J
:
a t�N
MVIA�ikT'F '. §.�, u, 111-U
employee Separates from employment.
Date of termination. rMe date an :.".
departments under the jurisdiction of the city or 3'
De a�rtment• Any of the 7
parks and recreation camaYission, now or as hereafter established. `
{?
' appointed director of any department
€.` Department director. 'The of appo >
a1
Eligible. A person whose name is on a current eligible list and who may
under these rules be certified for appointment to a position in the nu~v ct.pal ?'
,;.J
service.
n that requires the '.
:. Emeresency. A sudden and unforeseen happening ;
unscheduled services of an employee to protect the health, welfare, and safety
of the ccmumity.
of thel 'i� ra:
y., Exempt employee. An employee who is exempted from the provisions '.:
.,, Fair Labor Standards Act (FLSA) by the Act or who is not cover e Act,
particularly as it relates to overtime.
3, {, r
Fire administration. Members of the administrative staff of the Fire
' Department including the Fire Chief, Assistant Fire Chiefs, Fire Training ; _ :N
Officer, Public Education officer, and clerical personnel. ry fir;
{ � Full-time empl ee. An occupying a position included in the ''y
w �PloY� -t:sre or temporary
adopted annual budget that is neither specified part
9 Y also r
employment, nor limited for a period of less than the budget ear; any
employee occupying such a position established during a given budget year unless .
the appointing authority certifies that such position will not be continued in
the succeeding year's budget; the hours of work for which are approximately 2080 ' R
per year.
:1
*E Grievance.' A grievance is a ccuplaint relating to employment, pers onnel
rules and regulations, working conditions, or relationships between an employee
and his supervisor or other employees.
va yr
He (his, him) . As used in these rules, the words "he, " "his, and "him"
.. shall connote both masculine and feminine genders.
'.
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.
Job Description. A written statement of the characteristic duties,
responsibilities, and qualification requirements that distinguish a specific
class from other classes.
Layoff, Ermployment separation made necessary by lack of work or funds or
,.f other reasons not related to fault, delinquency, or misconduct on the part of
`. the employee.
r.. J
3 November 1, 1992
^, a 4V,..r ? stet aC� r^ 1tr r. t T'^t^eyrj. ;-3 r"..•f'^r'-z� ,;• 'm} ,c'
�; �.'�%; V �r7 ,,,. .,rr'u,r,,•;� • �:, r.. t ,. ,,.,..., r § ;v t r�°+� �r�. ��r'••�i'v:6�,f. •z
got!' n. �'•i i
jlvg,
, .?rrAt} -.�� TX.
•��`.�� y�� �y4'.�,�'rrJ'i��r �°`i .. .t r 4 !t 1 •. t F .f :r � r.'?.t i'��: afh�i'`r; �`'�
.. .t i�,'iSy r'• f ' , ns''!t r 4•*, r� s ca �t t ,: .,
# fiat r Y -S,, .t{ ;a �t
n A i5
'> { rt it u.t t � t�� ,x!', t t "�� 'E t c tr, F ct� C��d 1t qtr y�'C �� ,�(�rr;1 S
� •t ��, ,, ��ryg t't#.�s dr o. < .,t i t j ,ts ' "5 tJ�,& �'�y� '�'�yt �4"�,Wj"
t' N� �� V it ✓ s i r>, ,
d
', `"a� �. f4 �' •t�ekt tf f�'? . C 5. t,, r it ..t 1w. 'C r�:ih r�kC��S�Y Ys �.�� r1 � .
"Z•f,r,
5 } t ^ �
:a
F,1 z t,Y'3r t Y,
<''33r,,�,(,(aa�t t �ht}�t�"y"�i�'.dr`t.y,l„,�,i�tot.ally + rxr •'t:..-:.1 .{,. 1 , � .''.S”. sset;+riii�`:k• it y ,;fY�
sr, �' cas t!r ia t � S � r f 7�'t r t:i. t ` , „ ,' ^..,...�"• ., . ..,..^., t, + h r
'1 t,.torte.:._.z:3r3�n.»,t3»::..,..L.a.:'.l?.::u:s....its:.a.c...ai.r'«u,nwSrdg6Ak11YlR'(�in°y4�t:�lt.�NfA§+AFvie.e..,a..w.....;.......-._.... .. ...k . ,.,_.,:.:.>..+•„vme.,..«w«..[i:.. ..k d+nls.y...,t:s:F
al .ry
ZI
�a
t date. First date of official appointment to a
Original amloymen
�R
positicm in the municipal service after appropriate certification and for MV � .
period of continuous service. '
1 ee. Part-time ay in these rules shall mean both
Part-time emp c� �►Pl �
part-time employee with benefits and part-time employee without benefits.
Part-time employee with benefits. An employee in a position scheduled to
work less than full time (2080 hours) , but at least 1500 hours (including hours
of work, vacation, sick leave, and ccnpensatoiy time) in any twelve-month ..
.. .r
period.
1 ee without X
Part-time Qmp oy ut benefits. After N'ovc�aex' 1, 1990, an employee
hir into position scheduled for no more than ours (including
hours of
ed a po h 1499 h (i
work and compensatory time) in any twelve-month period. Part-time employees who ,t ;, �° )
were allowed benefits prior to November 1 1990 shall retain those benefits as
;s. ,. .1.,
.long as otherwise eligible under the benefit plans.
Position. A group of current duties and responsibilities assigned orw , $
delegated by competent authority, requiring the full-time, part-time, or
temporary employment of one person. `+k° x:r
Probationary employee. A full-tip or part-time employee serving a
` working test period.
Probationary period. A working test period during which a newly-appointed
loyee is required to demonstrate fitness by actual
full-time or part-time emp (®r,performance of the duties of the position to which the employee is appointed.
Promotion. The movement of any employee from a position of one class to
t, ..' a position of another class having a higher maxiumun salary rate. ;
Promotional list. The names of persons currently in the m- icipal service
who have applied and are qualified for appointment to a position in a class
. . having a higher nwinmum salary rate.
Qualifying period. The working test period served by prorm►ptional
a.S: appointees and employees transferred to a class dissimilar to the one previously
held.
Reclassification. The official detezTrdnation that a pw tion be assigned
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
-' determined by his qualifications for the position as reclassified.
Repositioninct. The official determination that a class of positions be
jx assigned to a different pay range based on "internal equity” (relationship with
otherimini.cipal classes) or "external ccmpetitiveness" (relationship with wage
and salaries paid in the labor market) .
4 November 1, 1992
r
- i � +i'i�.S f'Y�
•,#�s �?y M� .c11 .Y SA f� 7} � Cay ., ., } .1.Ca:, , � �•� �i
mttt Y3
41
.� �' rL �: ? "� �.�f•�, s�s �. t f + s F 1>7� !t 2�'� t?a'ti"ta t p^ R J � J}y�T t
���
�s�• .35•',. M+. �t,,# ip-af&��.} � f �i 7Q .� t } . 'ti + ;}t t n t r .y !S}�y(yl 5i.e' 4,t r Y � P,, �(,F �a
i ? ',s'ti'j�1 ry'n X r r d ti )r t E • t' c ! r •z X '} a t r �' S
ti �`: ,�•ti,+,,�1 J `�3 {! { ,>��'+'' .{a' Y f 9' 'F .,. :2� e.>s1 t ,� . 1rt�P k §
.y.4.rd£ �>{Y uwiGy .•v ,r .� s: + 5. `` :f tr `>r t i , y ,;,Pf : Y t v' 1 id '{iTfS°� P'Y
'
1
k t fit'«;.°?k.l aka $t'. �4xn; ti
`+ �t11'611, !+ar..9ct'�sFSF•'3vkF[is>aw:fy...,.,... `3. ,<rr
Resident. A person whose principal place of domicile is within the
corporate boundaries of the City of Jefferson, Missouri.
Temporary/Seasonal rmloyee. Terms used interchangeably to describe a
terminate and recur seasonally, `: <
position caTprising duties which occur,
needs of the department. Such position shall
intermittently or according to the, t .
1499 hours of pay in any twelve-month period. 'Ihe
a not require more than
r .
appointing authority shall assign a projected date of termination of less than
one year f=an date of h_ire and shall have such date made a part of the ,
arployee's personnel f ile.
,
Transfer. The
movement of an errplcyee from one department division, or [
unit of the municipal goverrmnent to another, from one position to another
position of the same class, or to another class having the same maxurnun Salary
rate involving the performance of similar or dissimilar duties and requiring �; y
essentially the same basic qualifications.
A duly created po
Vacancy. y
sit
which is not occupied and for which ;,;. ,,
funds have been provided. Y{ �
r` ARTICLE 3. GENERAL EMPLOYEE POLICIES
Section 3-1. EQM1 MVR&�t 0ppartun ty•
Sect .
F.
It is the intent of the city that all personnel activities shall be con-
ducted in a manner that will assure equal employrrent Opportunity for all persons ,
on the bas i ego to political affiliation, race, color, ,A y, ,
is of merit, without regard po 6'.Lr
marital status age, hand�ca in condition, or = "4sr, ,
religion, national origin, sex, mar , g
other non-merit factor.
This policy shall include all personnel practicesr> .
�� �.
�. s
related to the playment process, promotions, demo
gr tion, transfer, lay-off,
termination, cc nDmsation, benefits, training, and general treatment of
employees. f
Section 3-2. AffixMt1V8 Action Plan-
IFr; T;,r
The city administrator shall be responsible for the development and ad-
ministration of an affirmative action plan to aid in achieving full realization v.
of equal enploylrent opportunity (EEO) . Such plan shall include:
J; una
(a) A policy statement. ' .z
' Assurances ces of ccr pliance with applicable EBD laws.
t
If x� �r�,• •1
(c) A utilization analysis. `p'"
(d) Affirmative action goals and objectives.
kii:fi ASi'
` Secticn 3-3. Alcobol, Drug, and CMItxolled Subgt�e Abuse.
!�
(a) Policy Objectives. The City of Jefferson has an obligation to its �
r
••;n. •4�,a. arplayees to take reasonable steps to assure a drug free and safe place to work. �f
5 November 1, 1992
!rT WINNOW! paing 11111111, 1111!
POP, 7777
t ,{b
f}'t rjpA
� �
.` `J1 3(7:t(j` .x t,t r tx�.yr a ttt3j 14�* r
9' astffi + > b t t x 4 r .rub zsf:17'tj' t eiT{r'. Xti
��j A 4�xu, �t�� +. R � a e �� �.{ 1 r• �4�ri{ti,�,1��i''�2a ,s ,e x
•�>'•' Y f '.\. , .. , T ,' S�U k TT�t �{. 1142",'.r
1•'R1
'L"'�1' �4'T4 .T ) T .. ..--�� _�— _ l'r -r.�wT 7w- f, • 1.ql: ��{�{�.�?b18i;,T k
E 5 u L +t
mzF ' _wr,._..,...�y,.. '..' f-OU, cai�,
h I.
the City also has an obligation to the citizens of Jefferson City and the Public
at large to pro�ride quality and safe services through a Policy and program :•!
prohibiting alcohol, illegal drugs, and controlled substances in the workplace. , .
Prohibits the unlawful
(b) Lk�lic'y Statement. 'Ihe City of Jefferson >r'
session or use of alcohol/intoxicants, > '
manufacture, distribution, dispensing, Po" 1 ee who violates
` drugs, and controlled substances iri the workplace. Y off' include
> which may '
this policy will be subject to disciplinary action,
termination.
nistrator of the City
(c) Prohibitions. The Mayor, City Council, and City Atha condition of
licy that, as a con a §z
of Jefferson reaffirm the City of Jefferson's po • ;,•.�
eTp cyment a employees will abide by policy -free workplace and ;
1 11 the licy for a drug
• t kits
following
prohibitions:
x >
adhere to the
rt to work under the influence of t ,
(1) No employee shall repo
alcohol/intoxicants, drugs, or controlled substances. f;;:,•
1 ees shall not unlan►fully manufacture, distribute, dispense, na{;
(2) � 1 drugs or controlled substances in any
...
possess, or use illega
remises or in City of Jefferson
fti manner (i) on City of Jefferson
premises City business or
whether
'c' =' ✓ vehicles at arty time, ether or not per
(ii) while per
City business at any location. An empl ee
or off City
statute on
convicted of violating any criminal drug
will be subject to disciplinary action, including 3
sl
W . ,
<rr property section does not apply to any emPloY� ' ;'`#'
termination. This :.l s.
law enforcement responsibilities. tx:
a^ performing
their
use .:.
(3) Employees shall not use City of Jefferson Property or
Y,.
:.= city in any way to make or traffic
Position with the tY rolled substances for 1.
f alcohol/intoxicants, illegal drugs, or coast
?; their own purposes.
illegal use, or
( ) employees shall not engage in any other ill possession,
trafficking of alcohol/intoxicants, illegal drugs, or con
the
>`. substances in a manner which is detrimental to the interest of
City of Jefferson.
convicted of a criminal drug statute
,>.Mtrta (d) Notice of. Conviction. An e�loyee
;; $•<<, will notify the City .Administrator of such
in in the workplace wi fY
violation occurr g
conviction no later than five days after conviction.
(e) Notice of Legal Drugs or Medications. Any employee wYu� is taking a drug
1 ee's physician, which may
or medication, whether or not prescribed by the emp oy
�k; d affect that employee's ability to perform work in a safe or productive
adversely
MMM manner is required to report such use of medication to his or her supervisor.
F A J
This includes drugs which are known or advertised as possibly. affecting
pvr judgment, coordination, or any of the senses, including those which may cause
.� drowsiness or dizziness. 'lhe Supervisor in conjunction with the Perscmnel and
t:,• ° the 1 ee can remain at work and {
rt.:A Safety officer will then detenmmine whether emP �'
L1 ,S i
whether any work restrictions will be necessary•
6 November 1, 1992
4t ,
, . .+�`t`�!'Y *`��' a � ! r 1 r n rhi' t ; t ap r rA,tvt•
•� ��.� �i { fxf' ftji S +` 4 � tq yF 7jft� '�3�•� d v.
� : {.f r( ,.{? d tf j.,(Y A' .Y 1 * 2 1F A}'t l I •k r 't 5
;
f�.�� t `y��f�ijts`U�?f�r('Y.t r •t1 ! ' �f t 't' r i. S 1t. 7,t�s �k� e 1 1�'�y k .�f�� xl� �b7 �ks, .�`Fi
�ix-; ., a��'�t}}h�'^*!'s',f �i�r"t• .{' t: i � .� !r' ..., r r ,xb
+,{ q { 5x€��Lp p� � s v�'3 , Y '3t c. t .•• J r J .¢z � �.t'� i iSh
���M1 +'! t • r Ya � i 4 1 t i . r t f t ; t, + F' e a r .f r x v��'!. {�l' t
d r t ,4 k'v�,r u x��J x r rr r. :�� �, i" t � R 'k t ''�,�'• s
, i ,i 6 •-t >,J '4 t. 't r 7. e }rn C }r { e 6 S
r 5;�
e of the drug-free '''
(f) Drug. Awareness Pr�• �A'cyees are made away 4r
workplace policy and the d��ngers of drugs in the workplace through the display
tion of informational rn`Iter_ial. For e,,ployees performing Se���ive t
and distribu
duty re lated to the safe operation of mass
safety functions, which includes arty '..;M {
transportation service, the infornr�tion includes the effects and consequencesA*il fix.
of drug use on personal health, safety and the work environment, and the
manifestations and behavioral
cues that may indicate drug use and abuse. '.
Supervisors of sensitive safety errplayees receive 60 minutes of additional
training on the physical, behavioral, and performance Indicators of probable
:v +
drug use.
The program also includes information about the availability of drug
counseling and rehabilitation as provided by the Erployee Assistance Program
described in Section 15-7 . `l
(g) City's Right to Search. When the City has
reason to believe an employee
aspect of this policy, y be asked by the City to submit
is violating any he may 1 rind) to a search of
time (including breaks and the mea Pe pockets,
inmediately at any se,
his person and/or to make his locker, lunch box, briefcase, purse, L� J
other receptacle he uses or
= wallet, personal belongings, desk, vehicles, or any
a` remises constitutes
has access to, available for inspection. Entry on to City P 1 Rid t;
consent to searches and inspections. Refusal to consent to a sear or
request
ed by the City constitutes insubordination and a
inspection when
violation of City policy•
a ,
individual rriay not hired to perform
(h) City's Right to Test. g test of urine for
function unless the individual Passes a dru
sensitive safety h PCP) , and amphetamines. =y
` cocaine, opiates, p cyclidine ( A'� :
` evidence of marijuana, past-time, or temporary/seasonal. 1U .,• ,
All new hires and ra-hires of full-time,
j` ired to tae medical test and to agree in
k a urine or other
employees may be requ
writing to allow the results of those tests to be furnished to and used by the '' ;,:
City. Those per
who do not pass such test(s) shall no be Hnployed. s
is reasonably
An employee per a sensitive safety function who ,
supervisor who is trained in the
prohibited drug, when a
suspected of using a p
detection of drug use can substantiate physical indicators of probable drug use, „
may be required to take a drug test(s) .
a sensitive safety function that either
An eLrployee who performs letel discounted as a contributing
contributed to an accident, or cannot be comp Y
red to take a drug test(s) .
factor to an accident, may be regal
i °trs
„•.
form sensitive safety functions are subject to drug
N
Employees who per
on an unarm ced and rands n basis.
testing oun
1 ee who .
DiscipliYiary Action for Violation of the PowY enP °�'
refusal to submit to any of the
+� aspect of this policy, including
�' • �t�fk, violates arty ripe
F>, Q above described searches, inspections, or testing when requested by the City,
,,:.. t
will be subject to disciplinary action as described in Section 16.6, wYLZ eel
include termination. When the City has reason to be
the aYp oy r
�A be suspended iYrniediately pending
` �, 1 ee may
violating this policy,
the enp oY
invest igat ion.
r.
s;r; p `x 7 November 1992
1, A
�ti:.y;, j
� 'N eyi��F"f L3� 'k a..s'i� ,. nr , E r+ l+ , {r��ppi,�}�;�v�'`�y�� �•r.. tk
. t. ,� ,7 L � s ;P .♦i - �. r 1 75,t Zt 'S•.. Y7 � p2
•z 2C�iz �S' 4yror� t c y.i r s 1}"fah x'j*"
� y .t�' ' .. ,r i .fit'd �al�/y.i��,�z6{.�i�•, `�;7•
1 3etF
4iSi•.
a.p 1Yeaii.ra�,-_ :.�::..+. u_1..:._ .._.a.....F.. +«..a..s.u0.vs'F1'rdCl5`,11r��Er.F� . •.re'SI^
4YK{-
Section 3-4. Ali red b9 D9f icie y Sy=U=e (AMS)
- . . •tom;,
M' The unfortunate spread of AIDS in recent years has presented a need for a policy fry
� regarding the exployment of those who have, or may have,
this disease. Medical
x.; experts and medical evidence available to date has shown that casual workplace
contact with employees who have AIDS, or who have been exposed to the AIDS
t�ra'
virus, will not result in the trarismi scion of SIDS to others
y?' The City of Jefferson policy will be to exploy persons who have AIDS, or are r:
suspected of having AIDS, so long as such persons remain qualified to perform
their jobs in accordance with City standards. Score exceptions or deviations to ,
this policy may be necessary for certain positions, but the City's intent will '
t
" } maximize the 1 t opportunities of AIDS patients, while at the same
j be to msismi � �► -
';°'' time rving the safety and morale of all e-Tplayees. ?
xi4'-t9 x,.4'r�'
ti- prese
io>i clef;=;`
The City will stay abreast of the latest medical knowledge regarding this
k ; disease. If it ever appears that the ii plementation of this policy may present
be .
em s k ``
made
a danger to ployees, appropriate revisions will ,,'' :,�
SFr, section 3-5. Health and safe IY•
The city administrator shall make every effort to pramote among employees
in the departments maximmni standards of safety and good health.safest
ands
;. .: ,
►:, employees shall be responsible for performing work assignments in the ��;
possible. Prime consideration shall always be given to safety in all ^,.vl
warmer po
work situations.
directors shall:
(a) Departmen t
(l) Be responsible for the establishment and implanentatian of
``•
appropriate safety standards within their respective activity =,
areas, for periodically reviewing accident frequencies to A
determine and correct causes, and for identifying and
correcting safety hazards.
KP.
" (2) Ensure that all new employees, including seasonal, temporary,
and part-time eaployees are thoroughly advised, instructed,
and supervised in necessary safety policies, practices, and
k ; procedures.
z}. (3) Implement and actively support the city's safety program.
fi; •
(4) Arrange and conduct safety meetings, inspections and training
r
sessions.
(5) Provide and/or require equipment •necessary to adequately
protect the health and safety of employees.
tk7
(6) Immediately investigate accidents, and prepare all necessary
forms for documentation and future pr evention of on-the-job
injuries and hazardous conditions.
g November 1, 1992
'r
py � 'itr'•�..��(" r�Y` � s s r.r � 1 t.. F J' r � 1.of/x i � M q p� l
} _ iij 'v-e,!}� r SIU V•{ � ,., r1 F + tt fjt ?lr Q { tt
r1
. i 1�
fir_.. K.t.:wd+�uMtirelyd�.wnars�Etti:�FME:21R"i*tll�s:+5eere Naar:>ti.rtw.x:a++r�s,,.. � .�........,,.w,.;t+.evyraa:t'<L`rr'a,:l•�7.r ,rt�� .. _,� r..�•1z°• .., ya..�i' r,.r�.,r a5i+1�., s -
•i4
f
,ry
(b) All employees shall: ,Af
(1) Be thoroughly familiar with safety requirenents and practices
applicable to their respective work assignments.
or
�rl
v y
(2) Actively observe safety practices, and report unsafe to
potentially dangerous conditions and accidents or injuries to
their supervisor izmiedi.ately.
(3) Refrain frcm. engaging in horseplay, wrestling, hazing of co-
workers, and any other unsafe practice nAder penalty of
disciplinary action up to and including dismissal.
• protective devices and wear
(4) Wear protective equipment, use p , e. y•t,,.
safety belts in all city vehicles so equipped. .a
}�`
(c) The City Administrator may approve payment of the cost ofr;z: 4
im uni.zations, when arranged by the City, for employees exposed to health risks
H�eTi�� :Ik
associated with their employment. The following inrraanizations are currently;L ; '`"
recognized by the City, however, other im nmizations may be approved as the need .4;
g poison i oak sumac,
is determined: rabies, Hepatitis B allergic dermatitis ( ivy,
etc.) and tetanus. 4kf,usF:.
Flu shots, when arranged by the City, shall be available for all - ;grr�S},.:
fuli time Employees. r = '
(d) The city may retain a physician to perform services for the city.
n • �4tN ,
4 'These services may include pre-Employment physicals, disability retirement '.:
physicals, examinations and or treatment of on-the-job injuries, and
verification of illness and or injury, am-ong other services. An employee may
be directed by his supervisor to see the retained physician(s) at the expense •_
i
of the city, and it will be the responsibility of the Employee to make artytY s<
scheduled appointments with the retained physicians(s) For charges not covered
by WbrkersI Ccnpensation, the city will pay for the cost of the e urination
;.: ,
only. Any referral or additional charge outside the examination can be
submitted to the city's health insurance carrier, with the employee responsiblea
for any portion not paid by health insurance.
., (e) Safety eye glasses and safety boots or shoes shall be provided for £-
:.
all employees whose jobs warrant such protection as designated by the department
'S director. <a
director. The City will provide a limited number of styles meeting safety x
standards from which employees may select.
boots and glasses will be repaired or replaced by the
Safety shoes, :° •�
City as necessary. Replacements and repairs may be made without cost to the
etployee if the glasses are damaged in the course of the erployee's job
{, performance or when an eyeglasses prescription changes. Employees must present
their damaged glasses, boots and shoes to obtain replacements.
• x
.Y.
y`
9 November 1, 1992
!
t•e:;�r tsK
'1 q� .,r r ! �,a { i� r tr ' ttt rf✓ g
t1�a�,rQi�t"54 1, r 3 r� ..F,,• ., ..r n ya �l ��a r�yi� � s�, •
1, 'J' ry r t ., .•C fit` cl e AP,.
°�.,da.!" is
MAL
khY'6'�1 �"��.���y+'�.�{.
�a M1.1�yy tt5 y rjS.9 r t � t r� r t"'J;r v..l ai }t t,.:in�af`•S�1a{sx'"?t��,.
rt 1 c 1 .,1`,.G,;t.r6„4! Y.�.,r•r4y,iA .2.C�e i{%}t ;Ay'.[f.`�”{7 .R,.
'` �;go "3r- ���� �''f7'S'` j a rb d s ;1� d r ttb, }{t �•
' f{�� �'�.�'`_�tif��y..�s� `P''�tY_'`��{YN�'`�"�.'. '9t��fi'ztY�°#S�T({`.�N{;y1A�,r, r/ �.'.r F� �ri4 ij' 1, r s '� t 't.f •n..`.,,y..r„i-i.j( .{l ,;,.;�a':�;�4
G
k ,
Y_w kx
r1.
swtia 3-6. oim r
Employees are not allowed to EWke in public buildings and vehicles except
'. ' designated "smoking permitted" locations as follows:
�.n designs
�t Aims. Shelter - Garage.
' City mail - Upstairs conference roan during City Council meeting or
meetings of City boards, commissions or cam-L'
when held in
` conference roan; rear storage roam adjacent to loading dock
downstairs. , #i
t when vehicle is
City Vehicles - Discretion of primarf user except j
occupied by •a nom-smoker.
Collection - Garage area.
` Fire Stations - Bay area in all stations.
Parking Garage - Parking area
outside Lobby area outside classroan; `.
Police Dint - Front lobby
interview Roans at the discretion of investigator.
x
X Street - Garage area.
Transit/Central Maintenance - 10' x 10' designated area outside
parts roan in Central Maintenance.
' `� - e area. .�
. : Treatment Plant Garage
get 3-7. ArDXicaDts and �1 with Disabiliti®s.
applicants with disabilities that
.4 Assistance shall be available to app
• re personal assistance to participate in the selection process. Such
may requi P readers for the vision
r� assistance shall include but not be limited to providing
'< impaired and written materials for the hearing impaired
1 ee with a disability
In determining whether an applicant or en e�agplicant or employee
.us
shall be accmucdated, the following shall apply.
i mast make a docLm�nted request for reasonable accaTmodation. dot
rector and supervisor, if applicable, shall consult with the disabled
di
r individual regarding an appropriate acccmm�dation. If the acccmmdation does
not iirpose an. undue hardship, the ac ca►tYr�daticn shall be imp
lemented. Assessing
x
the reasonableness of the possible acccanodations shall include the following
factors: .
s"
(a) how well it accamodates the needs of the individual with a
disability
(b) how reliable it is
10 November 1, 1992
4"
'fir; a 3 .. b,
it � 1�,� M
!
BN �iti4 A' ? 1r N,{•^ � Ct ., ;arc toy .}'xy tarp!" �� r1ry�knT°�•� S zz� °z � �. .,
hf a oT�
� .lH� ,�.•°� �.y y�'S...i.,a,)�'1 1: � ,�i ..>>: iP'1'.ta,5 £ r n :'�'� v}S'.�'{+,L��2 � � 3 a f F�
u14ra�t�:t St. {t f t
.. t ''•. �" r its } 5. rt ! t n �{
r 3 i ��'7{ 4 1 .;fie r, s '7 y ' , t.:r;f i ,. '' .. 3t . • ,rr;,,,.• � F �+�5!'h,$YF�., 7
i ...:'�R'3r,
r§.'. %3 :t AeM.dn.teLw Lan,.en.n.rS,�ntAr�d'%lf9'
ether it can be
made available in a timely 'Omer(c) wh
ses an undue hardship
defined as an action - F,
(d) and whether it inpo ":
requiring significant difficulty or expense.
tor s on as
hall make the final decision to whether e
sf# ;
Y 17p� 4.
f,
The City Administra
acccacimdation is reasonable and does not present an undue hardship.
>4 and applicants with disabilities shall be afforded due process
{ Employees pp 1 ees shall
that provides for promp
t and equitable solutions to ccarplaints. Emp oY 'in
utilize the grievance procedure desce brut shall file theirogr1ecean
Applicants shall use the same Pro
Cedur
Step 4 with the City Administrator.
Section 3-8. Attitude &nd aVPeararC9 '
city employees tcNrard the vi` •
A friendly and courteous attitude by -.
at all times.
public and co-workers is required Similarly, ercploYees are r •!• :y!
t through, and efficient service to consumers to the
expected to deliver prcarp ,
es are required to maintain a neat and clean ;.
best of their ability. Al All enploy
,r appearance.. Each ercploY�
shall be subject to specific d�par tnt
':.. personal appea r clothing, Personal hygiene, ands a
regulation-, concerns ng proper
•.ta::, rules and regal
grocraing. "s 7
Section 3-9. Ms; cloth3� pLvisioa�s.
ifoam
`
special clothing needs of
de for the uniform and spec lease of the
he City will P1 11 be net by the purchase or
its employees. The needs and will generally include dry cleaning ,
appropriate uniforms and gaY r care and
services where necessary. 1 ee will be responsible for pr
use of clothing and uni.fo and
the laundering of same, if appropriate. ;
Section 3-10. C=Mrcial EtriV8=` Liceme.
1 ers to make certain that drivers of
Tree law requires enP °y red class
-icaunercial vehicles, " including City buses and truocksv vehicle mired
-'4 of cram -ercial driver license for the size and type 1 ees my be
,-' icu].ar job requirements, City eP oY
�' to drive. Depending on the Pant B, or C license with air brake, tank, or
required to possess a Class A,
►; ments
passenger endorse
S. The state may require a written test covering the class
licable endorsements and restrictions.
vehicle operated and the app
t ' There are three classes of C rf vehicles and different vehicle
different type
Class B and Class C, covering tank vehicle,
�•,.,. passenger,
weights. Endorsements for hazardous materials,
double/triple trailer and restrictions for air brakes may also be required.
Written testing varies with the class license andelv:clealgtin the
T
restrictions. The actual driving test must be taken n
' lies to individuals driving a Vehicle
class applied for. A Class E license applies
GVWR not placarded for hazardous materials
for hire of less than 26,000 Pounds
r;
and not carrying 16 pennons or more. City anplcyees driving a Class A, B or C
November 1992
,,.µ�, t• 'E:;s 1,
FTP
IN r i T r T y ) 4 �yyrcoS�xj'
r, r fir.
}z,y�s Y4 i,. '.t! ,...1 •4 r ti Sx� aa't1'�'` )'i+r } . + .
'�., •f' x' ci�t��rt+t`�•d y .e.�a '.3 ':c?• :'} irc }, Y�,trfti� rS'�Ca+`,�'$1�}^� s•
�'.�P.��i.r�,o :!-fir 1q`< Sri> .s: r! E� '�/ x .. !t :.r '43 ''�Sr�'';�f`c.'`S� }'�•Tar � y,,.
�1 2�X <frni'M i j�'/�"4 t� .1 !� ;.,!"`f �� �: '•i. �r r,tS�:d.1�•Y .it S.F1a `1°�fY'
,y°r ��Sri }t tir ,, .C. Y , .. ,•1• .'>t t.t r:.�y y
+75, e� f1f r t #Y ys i' �,k 1
�,y .S � 4 s 1, ^. S by ,i1 ..fk 8`
„FF ty ;r'• �?,,II:1 •4ti�f£ rt 1"". l�.i�il..(}}. 'S� s ; y t .f '!,. 'tt ,ai:y '1,3z'`�n1.G.y_y ',.. lr
, '.. pt'lt,}Ji it .�; � ��. .1tj � . � t J.., ;?�A t , 1' dt� r..•y� .•�f{� �><- '
,., '. t j { `; y .•', it ! .t i •ti i.. ta• `4,14
4
7
$ � n ii'ajt;3A�s�t.h���:q14t,r`,(;j�`vG�'g�t t�t',:Tu�x1z�r'''L.N1z�:+,j�.ti•—�'r p1 f).,.—`k y rt}'wSet'w'i.,i.�_Ii<,S}'�q,�5r��:r§r�f���y r,fi.y.t;,.:•7.�!, t�l``�Cfy't'`r�t fh,�.t9r,. y i 9�1f�,"tr`�i',^,4l:y ,,t�'s=.47...;e�� r--�!y 2y�1.—i�-;s L}.rt7 E i1 t h'�t}'�.3/r+z F+j�^,r'+�Jtr''t Y l�'"+�°—'�t r t—S t t?�.t?.f�C,,S�r 1 4,•.�t;,t P�f7 y.�'j',t.f�s
._.4,,t.'rS'rM1-r•"fc—�l+[�G r ••rr- }
d t
a:
'e � =1 ' ,q �ttd�1 (I� ��rr'��''±k ,. $11C'r 1�3 H�f�CV,�miry}�i +?r° �fi���if�st;X;„...,..Fi._oi,e �z.:...,.3,is..,yti...z.....-'wH.r..w;*• �
test covering the class
red to take a written
size/type Vehicle are requi
operated and the applicable endorsements and restrictions-
F
the training and assistance necessary
ide en wi
'thy P licensing
requirements as follaas: ;
to carp
` hours training on the written testing
+k
(a) Four
° p �Ny materials.
Tr lion,
on the pretrip Po
°zfi;1 t j (b) WO hours training
vehicle similar to the One fit;
of the test on a the testing.
driver would drive during
, dr
the
vehicle in the class an
.Nye; ) the best cl to
(c Make in ava
licensed ilable ,s'
ee must r x,,
1 fo
road testing and allow time
him for
1rti" _{ the testing• s
1 requured to have and nraixltain the necessary clan
employees Shall ;
' their expense
f ) drivers license
at their '
ARTICI+Z 4• AP=C=CW AM
9'.rc
ion 4 ici 1 service shall be Pte-
• Notice of employment Opportanities in the boards and in such ot.Yier ', v
since vents on of bulletin, including � appropriate, at
r" lished by sting anno
administrator deems
advisable, Notice
F° the city Z Ci. , Missouri•
.F> places as al circulation in Jeffersoi tY sting and other
` ? least one newspaper an or prcimticn shall be published by nQo is shall
examinations for P The anah the examination
3 of all lished in any newspaper' the motion
methods, but need not be pub range of the class for whi lificati�
specify the class title andl ' the minim=�
*'. formed;
ced• the nature of the work to be per• the time, place, and
is announ licatiors; and
required for the performance of the irk °to forcreceiving app
�-iner of making application; the closing
S information.
other pertinent
} 1
d!,r'
Section 4-2. AVplicm+ti fo�c►• s-
1 { rescribed by the city adm�i
applications shall be made on forms pclosing date specified in the
All app or prior to the
traitor and shall be filed on re information concerning eminent
oancement, Applications MY requl references, and other Pert
education, experience,
characteristics, ed and the truth of the statements
information. All applications shall be sign city administrator shall
certified by such signature. The other claim as Y
contained therein cent ed<cation, experience, and h be
require such proof of age,
appropriate.
f ,
;y 12
November 1, 1992
K
�t t Y.0 �,Uf' � i Y+ � M➢ Yw.y� yi�tr�,f�V k y V R
��t f t�, � �,��yW��9tz s'(��d'l 3� ' ky���j,y'S 5�'1 yg'i{'JS•}i � j.7.'{tr1t�. q
.,ra$bq � � �t ,�v��, �"g`��.1A ,�`t�f� ''�t?f:ns {.��d�'����'�il"•'��i5q�'� �wa �}�, a,�°r�,�fff3„�
I Tit
loo
�Pr . ��. ` ., ... ,! ..k�k•_. .c+) rdG4v>�J ifar iii .Y
jt..
sectica 4-3. Di lificaticxa-
�i 'Ihe city administrator may refuse to examine an applicant, or, after exam- '
inatian, may disqualify such applicant, remove his name from an eligible list, . `
or refuse to interview him, or may consult with the appointing authority in
a; already taki_ng steps to reimv e such Person d appointed if:
requirements established for the
(a) He does not meet the
preliminary equi
pertinent class.
Y fit for
(b) He is so physically or,mentall disabled as to render him un
the performance of the duties of the class. :,.,
drug tests, is addicted to the `
`+ (c) He tests "positive" to pre-Ei ploYnlen t
use of narcotics or the habitual use of intoxicating liquors to excess.
application-
(d) )
He has made a false statement of material fact in his jt,. ;.;..
}
(e) He has used or attempted to use political pressure or bribery to
F4'usCfl',t ..
secure an advantage in the examination.
' ^t
or indirectly obtained information regarding the
r ardi. g
(f) He has directly,
exazni- licant he was not entitled. rtr,`t•,,, ;,
nation to which as an app _.x £ :,
` ^
(g) He has failed to submit his application correctly or within the pre A
J,r1 k
time
scribed limits
:{ stration or correctian ) x
(h) He has taken part in the ccE pilation, admixu
tion for which he is an
applicant. s4 .
of the examina i.
(i) He has previously been
dismissed from a position in the mulucipal
service or has resigned while charges for dismissal were Pending-
T•` (j) He has otherwise willfully violated the provisions of these rules.
1 t or personnel record
"z (k) He has established an unsatisfactory emp oymen
as evidenced by reference check of such a nature as to demonstrate unsuitability
for e-ploynent.
r ;t (1) He has taken for another or allowed another to take for him
all or part of any ration, or has been
found cheating in any '
other way on an examination.
r-x
, v Whenever an application is rejected, notice of such rejection shall
be
given to the applicant. App
lications, whether accepted or rejected, shall
4;b
,,.
rein on file for three years unless hired and shall not be returned.
' x.
cticaa 4-4. qu
Disalificaticn by �scn of polive rec"t
� '
All applicants who have been convicted of a felony or misdemeanor involy-
have their applications
ing conduct related to the jab for which they apply m�1 {
,. rejected.
13 November 1, 1992
r r r "`^
't rt,.�t•'i)�t�;�rf �. ` fi 1 i �., .;1 e y i{y� t �lj,{ 1�.�J,'�" t1
�;7'"Rt4 `>d+'F}+ P ; } {t J ,{ t y � r t +.. i e j{Yl re ,�. ' � li•`x�>� #• + a
4 i'YT34'ln
•s`:,'e�d��Y �'� �,,x?,'ti. Ct'T � � y 1, �..t t' ', y 5 1� �`:J �#�� a �
3 { tNx• ,�. h. 1 � ) r t r 3 '#r .t z:. t it-,-�` e m wk .
���r �T> t�V r � `t ;�,� t:. . , y , s; e v �Y�( � :�tSj� {�';,;�•y
• �� ��t ,n r •zzr a, P} r � i} �t t ti'c S`�)e & ."^'t�
't�� {r s'g t trb ri� ?ti.. r ft f L", t r ._t � � te 7�ir ,,� xPa 2(ir�,H � i•
t �.f� •, .31' ' ��ie gar e!t i � +r ': �, f 'Ei�avi'3,i:``t ��' G':
e:�� ,�# 'tt.s•�`iii �3s. ��`�`r ✓� r .tnrx {if +4. ' ,y .13 e ), a'H�.t',. :3�r71 r{1�k:z`�S���e,
w
r Y J °t.?cif �. 4 �`li' +t r+ r �y }}e +r . ,y,.,{Iry t" 1 tS`in•5 * °x ,e .t� u
fzl 'taet2' �, ° 4., #t t Y Yr•r. ti , 2 .v aJ i:Jt �+ :
#t.t'4•.y t .: >> � .t,, t £ 4 t�,. ..r' r;; t'i '9 it '�1 ,u .;t F;lr ai tyyn� ri r'�3,t'h'lr � rf��r{ �. .,.
, f
r,x l- •
,E 11
f' a r
�i.. J } j #, r,'� ��t,4r� , & ' .: F, � lx ,.' } ,..r .ti '•`",=�,.,ti�' .'. ,. :, ,:�j}��'F{t4 I
�� �s`°b��.ta'�1t:°3`: r'�',t'�:tfl»i��Pi1r.}zas. :«+:�,.,.:3.,._._.. - ...-. .......__.... .. . .. _..,...._.......,.....`.•+ `` ''. ��
sectim 4-5. uxaminaticas.
1lGAt—
itive motions• rations sliall relate to those
(a) Compet - and fitness of the persons
tens which fairly test the aptn tude, capacity, sought after by them.
A"
es of the Po
examined to discharge the duty fora-ance tests, or any '
Examinations may inc written, oral, physical, or per
They may take into consideration such factors as
combination of these• knowledge, character, physical. fitness, or any
education, experience, aptitude, S',
into the determination
other qualifications or attributes which enter i natioan of the =�
<, applicants.
: ;..' relative fitness of applican
be of kind character similar V'.
-
PrCSrl�tlOnal exan-L lOriS
shall and to `1�,f,r
hose for original appointm°nt to the service. In addition to other factors,
t take into consideration the quality and length of
prrotional examinations may
tj�iFyt .
service where records are available to provide the basis for such rating. `NY
Entry-level and prcWtional examinations for sworn police positions
shall be administered by the police personnel board.
Se�cticn 4-6. gxamiDation tsation. rsnk
r i Er;aminations shall be announced and held at such turns and places as mast
conducted by persons
nearly meet the needs tests shall be ., , .
of the service. The
designated by the city administrator. Y
Swti(= 4-7. Pating of tip.
tin aLF,A���
t techniques in ra g
(a) es and procedures shall be used
' Sound measuremm gs of the f'
tions and determining the relative standin
the results of examina
ratings by which eligibility may
'nations the minimum
conpetitors. In all exams
' shall be set by the city administrator.
achieved .��
' (b) Vdhen a rating of training and experience form a part of the examina
procedures for the evaluation
a G administrator
shall develop such p
' tion, the city admini. qualified of these factors as will serve to as
in the selection of the t qua
candidates. These procedures shall take into consideration the quality,
.. fence, and the pertinence, quality, and amount of
recency, t of exper
r�e]cen and amount
= ;r't•y
education.
Section 4-8. Medical
Eimcvyees Trust possess the prescribed standard of health and physical
pl
form the essential functions of their job. Medical 4
fitness necessary to per
red the City shall be conducted at the city's experLSe
ecazrti_nations when required by The city will pay for the cost of the
by a physician designated by the city.
examination only. Any referral or additional charge outside the examination is
the employee's responsibility.
ti ty -ry�
• section 4-9. Rwidence a�s4uirea°�e°r'
1 tin the mans cipal service must have a
` l,cants for emp oyn�en
t
�i (a) All app rate
tr•.=k� ��� principal place of dfsni.cile located within ten (10) miles of corpo
14 November 1, 1992
y .
.a
' �-_• �2 y '!� �Ysrn#, [�t� r. U: iY� , i t - r , t lF Gtr 7`tb 1�t} v S
i�.yk. ���i:Y',.Y U��,�• �Pr�„ t rn,�.Z. '�C rF� tit rt 1 t rp� r a.p '�1 rt ?7 #� s K» syn � :"�a�p� t
'4 Y k t i 1.,� t Y `'t ;ii# 4 ..): _ i+ � to � r 3 °s.t�P��•�P
r '{ '.jI t. ;�Tc -r :Inni.>sw'fi':f.,tB''S'4oh"'�*r .r.Aa3ht.a+lo nkn=te2' .`'r'p" "kf`"`.E' " ez3,lr'.' Y•<�{,.�r ? ;Tti .tt w
boundaries of the City of Jefferson, or obtain such within six (6) months
following appointment.
li appointed to the classes listed below must be residents
(b) Applicants appo
of the City of Jefferson or move within the corporate boundaries of 'the city ,•
a within six (6) months of appointment. All direct moving expenses will be paid "
` by the city.
City Administrator Director of Public Works '
's City Counselor Assistant Director of Public Works
City Clerk Wastewater Utilities Superintendent 4'
Director of Planning and Code
Police Chief .k
Police Captain Elzforcement ;.
Felice Lieutenant Director of Transportation `
` .
Fire Chief Street Superintendent
Assistant Fire Chief. Director of Parks and Recreation i1
..; Finance Director
(c) An extension of the six (6) month time limit established herein may J ;r*fit.
be granted in unusual cases by the city administrator, or parks and recreation
;;.
! conmission, as applicable.
(d) Direct moving expenses required to comply with the provisions of
this section for appointees to classes other than those specifically set forth
above may be reimbursed by the city in cases in which qua lified candidates
within ten (10) miles of the corporate boundaries of
cannot be found residing
the city. Such payments must be approved by the city council. ' w
iF
• (e) Direct moving expenses may be paid for positions other than those
listed above in paragraph b if a specific reason would justify such a payment.
` Such a payment must be approved by the city council and requires that the
recipient move within the corporate limits of the city.
mo
ARTICLE 5. ApponfnaffX
v
motion 5-1. Appoi: ts•
s
h4 qualified
Appointments to fill vacancies shall be made fresn a pool of goal' ed
applicants. Vacancies in positions which require the successful completion of f.
examination(s) are filled from a pool of qualified applicants.
Section 5-2. Appointment authority.
'Ihe city administrator shall be the appointing authority in all depart--
meets, except Parks & Recreation and the Police Department. The Parks and
Recreation Commission is the appointing authority for the parks and recreation
department and may delegate that authority to the Director of Parks and
Recreation through formally adapted by-laws. Appointments to the Police
Department are made by the Mayor and approved by the City Council.
Y
f
t t.
15 November 1, 1992
��,'.. .. __ ,.„,• „ ,ate s. `
y(}�t
r71\xs$}}
�. �s �•I� ',.4 � ,.t. } .t t s ' � 1�l to�'�ti
.'.� ,+ {.: •i:' ; ..t.I Tr � xi N
C� C� g
q
{
n'��� � �rG� ��y�41 i1 ' ,p, + � ��4 r..t.+'„ r ,� •9 1��.V
' tt i
i
4r
.4
t:. '' ,..'.♦. :Jn<t f .t .d ?:v t.'iS ...._,. ,...,u..e...:�..H+ ._..................'F'. i.� ' ��7".
G
ti
Y
Ley r
Y�
Swti.4aKp: 5-3. ApPointme nt f0=0- e
be placed on the payroll until all
No duly appointed e�layee may , . '
appointment forms have been properly signed by the city administrator and pre-
Y ,
enplc cent forms ccnpleted and signed by the enplayee.
4-
swum 5-4. '$%wwfer. <
x. 1 ee fran a position
A position may be filled by transferring an emp .vy
-departmental
�n salary rate. Inter trardsfers must be
having the same
the requisitioning department, and e�ployee concerned. Z! a;.
approved by .
Ching department may delay the transfer until the beginning of a pay
relinquia � °. '
period, but not for a period in access of three (3) weeks. ;
x '�'•`<'
L ij
.�Ly;.°
�4
swtion 5-5. pcytion/Demoticn.
Iey be filled by selection frrn 1ified enPloyees in another
position
awer/hig her mxisausal ary ran g e. Upon notification of a
,.
... class ha vin g a l may delay the
pramtion/damtion, the relinquishing department s ,
period but not to exceed three
prcmtion/dc-motion until the beginning of a pay per
3 weeks• �
Y•s`Sr ARTICLE 6. PPZMT3:MMr AM QUUa 'Y3= PWaCi'?S
�a
. 1`Ly`Sji�72st t'
Sectican 6-1. Purpose.
`<=` The probationary .period shall be an integral part
of the examination
c: 1 ee's work, for
process and shall be utilized for closely observing the enp of
'..;. securing the most effective adjustment i f ansemploo ° does e rt me�etthe
the position, and,for replacing any emp oY
required work standards. A new employee who has not successfully cc&rpleted a
.F probationary period and/or extension thereof, shall not have access to grievance
or appeal privileges.
' Secticn 6-2. Duration.
All original appointments and re-employments to full time and part-time
.ri
r4t�i; 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 sllbject to a
probationary period of six months. -
':£} Ssction 6-3. Evaluation and counselira•
r , fo and shall
Supervisors shall observe the eLTplcyee,s work per rmance
counsel a probationary employee whose work performance is musginal or
f7 � inadequate. F�layees rust be notified in writing of the steps that mist be
'h taken to achieve an acceptable level of work performance.
;,•�i 16 November 1, 1992
{, '`� ° A � �[�� -e��'•�yty������ij a'`fr r. / c` � ri r /t t Ky u�'�f�i? tit�.;,,. `'�. ,
d'';w� a•' �7rM}� �t(� irtatti{<: j r? ik a` S{ ss�c �a
Y
}1
A"Xi rt �yt 5,
;e1
ik'..�,+i'r.
pk� �r 6#4y f. � �t+ �.�7 §fl`S�Kt � >• 1 -v ,! .t .•}Y�1 V� i � '�`.i,'
i ''� t c,3' .=t r�ti ti ,s j >r�,,H ? at c S{ �, r' r �r"g•� !
•,'Tyi?iY, '� xx f' #t its{.yj�+�''� +Si kdy�t�'�15�4s,n.r�rti�n�'�r�v,4t i��:.,.!� nip r y ..� t .+..t- tr}..r.:'f k}r ,St�r'a� ilk�:il t3'�!f:•tr�'n..{�.`,e� �,A��S��f�"ISV { at�
ap� ia �
7 A�,gf paa1F' r. �'S�,(]a�:+'�Pr C3. r� :. + �'` �, ,l?. 'S �tt< R e. iY I' .t V�' t' ,�_t,•� kt y�.�F':k••,.
`. � 3Y. St'7 'r t. S `�.. n•
� �r � y: �.t y +,,., . r � pit•. +.! .2 r t'"f'y;HY �`'}}'r'i`tk 'e .yy f:
x +.
YR.Ni.lta�1q°tf. 's".F'� trn."o"e.ma"'gy+""'1�"•^•+.+P'w.+�+.y" .-Rn....+'�""T"'^"C y y��•']tTy .' x.,2
to
z.
,4 '. itNC�>�?we�AY.'f�111#!d'6��!7�cR!;'}�' v�7Ri`i41 !d�}e�"tNtW.nfnra.iiircr..lws.,+ca:.;a.W».w;.rr+±-n.iiT�.f:`':;Y''.6;;�?h:°i 1,�,3,r is s f ;;,,.f:�"+ .,i 6 r ,§.e1�i,'�vRj�7�•��.✓p�„����Pn�i F:i. �.'3'� z:�'1
Section 6-4. Extension of probationary period.
With the approval of the city administrator, an appointing authority may ` IT
extend the probationary period to a maximum of fifty (50) percent of the
original length of time if unusual or extenuating circumstances exist. Fg • �,
Section 6-5. Termination during probationary period. u
%,.. A probationary enployee may be terminated without cause and shall not have
access to grievance or appeal processes. The deft director shall fill out
the appropriate personnel action forms when a decision on termination has been
f. made, and such termination will be official when such forms are signed by the kNrti; 5
city administrator.
section 6-6. cletim of probationary period. '
At least ten (10) working days prior to the expiration of an employee's
probationary city administrator
p ry period and in such manner as the ci m3y prescribe,
` ± the department director shall notify the city administrator in writing whether
,t,{ the services of the employee have been satisfactory and whether the employee
will be continued in his position. A copy of this notice shall be given to the
employee by the department director. Upon receipt by the city administrator of z �<
a favorable report, the employee's probationary period shall be complete. 1{ ,
Io
Section 6-7. Qualifying period for g=mted and transferred epployees.
J }�
y' The qualifying period for prcamoted employees and employees transferred to
a different class shall be the period of time following transfer or promotion
from one classification to another within city service, with duration as set out
in section 6-2, which shall be regarded as an integral part of the examination
process-and-shall be utilized
for closely observing the employee's work, for
securing the rmst effective adjustment of a transferred or prated employee to .7
the
position, and for replacing any employee whose performance does not meet the
} required standards. An employee serving a qualifying period shall have
grievance privileges except in matters relating to the employee's status in the b,
position in which the employee is serving the qualifying period.
Section 6-s• A
Demotion during qualifying period.
if
An amp loy ee serving a qualifying per iod who continues to exhi bit
inadequate performance after counseling shall be demted to a position in they
,# .;r:,
class held prior to the promotional appointment. The department director shall ` • Y
notify the city administrator in writing of his intentions to demote an employee
as provided in this sectic . If approved, the employee shall be notified in
writing not less than five (5) working days prior to the effective date of
demotion. r;
17 November 1, 1992
.'xf
�-. i1 u'Kty1c{.' t.' t1 tifi ! :... 1 r""""1'�""''"t',*�`+.+•r ri
t6
�
+d' rtr' '`r`, ?j�'�i:•.t tt�t`�'d FeJ 't
�•.'v � ' VLi4✓rd la'a r,�e�.ijli 1 ,} t. r�`x,L yrv�t,
�t .,. '.'14 t y.ssuf ._fiS9t� :. •r
' S7'a: e r ...',�t � ,_r• tt 3 , ,• ,4t. ,. • ... �
2M1,'?h?�t'M1SV.„S.ir 1 tk,�Y! } �'r f, ''}r IFS 1..fr r . ,t 1 y 'x,i } _.. _...... .,... ..._......-__. ..,... Akx•2VSR�"$1�'fi �19�d7dn3a5t.V�tl�uV�."r�:x.+
at
`r.
r classificatioa'a D
Secticara 7-1• `�
to assigned '
plan based upon and graded according
classification p administrator
"4;• } A position the City
nsibilities shall be maintained by sitions in the
3;lf work duties and respo classification of all Po -;a
to provide standardization and the prc3per city council and a$ adopted by
With the approval of the Y or changed•
service of the city. be established, ccanbined, abolished,
ordinance, class titles may ( .
classification plan shall include:
The position
Positions
i n the
(a) An outline by title and grade of Classes of Po f .
tional groups recamend by
<. ec1 in appropriate occupy
municipal service arranged;�'•i:. roved by the city council
city admi�zistrator and app
( " form as prescribed by
fica for each title in suchf° .,,�, .
b) Class sped ;< f=
administrator.
,; �{•, the City ��c,t ; '�•
plan.
` classification on :x ra y
r -2. cf t c7.s�ss `:.
like work.
:.; for
) TO rovide like pay t '
(a P
lifica , '`
' tions `
:r rk experience qua
educational
edu tiona and wo
(b) establish testing and hex selection P r
b of do Purposes.
f<'` standards for recruiting, • -,
analyzing work " +5,
s appointing authority with a mearis of Y '
he a g authori wi and relevant ��'��•, ,�
'Ib provide t PPo other
(c) P ibili f authority,
Yh lines o
+> distribution, areas of rs individual and groups of positions.
between
relationships '
authority in determining p�onnel. service
e a intit.g '
(d) assist the apirual budget requirements-
:cx costs and projections for
standards of work performance.
(e) provide a basis for developing
opportunity
To'I .
` r>r h lines of promotional oppo
b establis es
` ; indicate EMIOYee training needs and develo rn-alt Potentials.
` d meaningful titles for all positions.
de uniform an
{ • (h) '� Proms and
G' ,< ensation Program
the fundamental basis of the c�P ,
'Ib provide
'h t other aspects of the personnel program.
�inistxatiaa of the classification D •
Swtion 7-3.
. The city administrator shall conduct position classificationnsibiliities
such times as he deems
it necessary or whenever the duties and responsibilities
a��•,strator
of existing positions have undergone significant change. 'I4ze city
�• •� ;, positions are to be established or upon
N .x: may also do so when notified that new Po 1 ee, or if the classification
a,.r =,,, request of a dot director or of fected oY i f
�;i:t zation, the
of such position has not been reviewed within the last twelve (12 �
x the city administrator finds that a substantial change in organi
18 November 1, 1992
OR
�tk r
't a t r tzrky 1 s ti
r
l 1t
't. �✓.0
• � k '? k�i' }.1., a t < t ' 7� a .� td�,i rief.� X44
u f, f+%st} f�.il I 1 ;f 't. t r s..,+ i 3r s a i 4 t t4 ,t•r n7 ¢t F `*at» s• `
T'f"a,'�, ,y, $ s t j t n . to}.� M1 ttr Js ti r}�,•.',t'"'n-��' }F
,,yd 3 `� , ,�`5•" ��F�'..,�,�s�' v.{ �� �}'�E�,7 tr.y,�tzy¢ t i'�y.G t't,FZ`�z jt:,i r\erFr 1 rY t � �4'+:yrllrb' x.� tAi� t?1+4.��'�r 1`�ri
:x; r >{.- F•{'#t r t�' 'sJ s y'tsT i<j n 1 } e 7 p t a'ry t t C' �i`z,,.}'�rt� s�rtr r
I : . r,• 4 ,� "i} J ;4 {+"*�`4,'�t ! } if ( d :>,i i d a r t�. ,� g y, R,(tt xx P4 Pi•�
r.., a a'� .,,.?,+�5,r;,;t ye f r .r'• �. ri r � .j 4 t^, � a r.MF� �}�4ve•, �'>°7 � � a ���'
���c rr r �,•� i8i rt+•��t d r r F .* Se t .# � � .,i i z'VU.�1. aZ ti r �l rzxi t t e t+� �''��'�sr k!I•'
�
i 1 t
r
:
i
t z
! :, ..� S� ' " i .. .,: -. .y. :'1 .}; t t'i' 9Xt u ' F/, sw>c}v ,�3+�p„4�`� v,?F,.• s ., � �.�'Yr . SS'.
Y.
t
creation or change of positions, or other pertinent conditions make necessary
the amendnent of an existing class title and/or grade,
the classification plan ; "
1 subject to approval by the city council. `s '
can be amended accordingly, 7 Pp : nk= '
section 7-4. ClwsificatiCn of pvsitions.
v,.Y.$irtri
(a) Each position in the classified service shall be classified at the ;fr ;
direction of the city 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
m p
x 2h�qY+
in the class.
e
position
M.
The same kinds and levels of work, education, experience, Tj!
(2) knowledge, ability, skill, and other qualifications as may, be
required of .i.nctnnbents.
(3) Similar tests of fitness may be used to examine and rank
trig; ,i
x• lncunbents•
11
(4) The same range of ccapensation will apply equally under
11 the same eneral errploymei-t conditions.
substantially g
(b) All classes of positions involving the same character of work, but
differing as to level of difficulty and responsibility shall be assembled into
a class series of two (2) or n-ore levels.
(c) Ccarpensation or present pay range shall not be a factor in
position or the standing of any
�` :.� •
determining the classification of any po incumbent. <,,?' �•.�,,_
(d) In allocating any position to a class, the specification for the , ,,. �;f:.•
class shall be considered as a whole. Consideration shall be given to thers
general duties, specific tasks, responsibilities, required education, and
experience qualifications for such position, and the relationship thereof to r}ot,fiY „
other classes. The examples of duties set forth in such class specification ,
shall not be construed as all inclusive or restrictive, and an example of a
FF
typical task or a ccrbination of two or mre examples of work performed shall
not be taken, without relation to all parts of the specification, as determining
w
e that a position should be included within a class. r'�xuf
(e) It shall be the duty of department directors to report to the city ,
It
• ,:.<;
administrator any and all organization and program changes which will
significantly alter or effect changes in existing positions or positions
-f proposed to be established. When a depart�-ent director requests the
ny
establishment of new or additional positions, or a change in allocation of an
J•t,ti
existing position, he shall address his request to the city administrator, •; �,�
f acccatpanied by a statement of the work duties and responsibilities and .r
qualification requirements of the position, and a current organization chart.
November 1, 1992
19
ii:. •rMNt
Y f1 SJ�
W:
'° ".�' kkSBM.L'�NCmn,.,...�»....—..._.»._ .. �_..._.....,n+rnti t w.pr.aa.......—+•_.•
�,' •�,�; .'�s�`� �a .btu ;:�'::r�a,:s��x�,�
n
yr t 4 11S t f ' / r{ srl. yak u
A S {t 47 tr iP y .., s v : . 9,,�+�l h7°l '�i��r�• ��:
atY7O
„r
�ti+•iftll tr't, t��4 iif� r t: r .. .. .'v t � ,v ` H 1;!
/ w
�s � •� t4���di:�a�s�rt �,L„s{�>=i}_��.S i Bt "t 1 i t. .!.7 t if IMP,
r
rr.a'i•1F i� ' .}h Frr 1 n ._ t �.:,' � h! '-.. . •' k ' � ' ?. s J
r
c. cl�assifi�tiaa o� cs� ire
ti n 7-5. fact of to Viz.duties
Whenever the title of a class is chanhed without change e in _
incumbent shall have
and responsibilities, the wi
i,•,
class as he had in the former class. `
a position is reclassified to a class with a higher ?
(b) When Po administrator may Provide the incumbent of the position ,T
salary rate, the city :4
the same status in the new class as he had in the former class, only if the
.. following conditions are met.
(1) The reason for the reclassificatio over position
of '
accretion of new duties and c'
Y Preceding the effective date tf !
inme�li atel accretion
} one (1) Y or rcgre Oran tion of duties
ificat immediate
t of said ion
reclass or ibution or work �-
ion redistribution
due to
reorganization x
responsibilities. a Apr
s has taken place during the ,rrT't �
o dutie
and
(2) Such accre f tion t inc�uTbent in said position;
} incumbency of the Presen
j' and responsibilities upon which the
(3 � re have �. :
) tlhe a � reasonably `�r
ties could not tea Y been
based ' f� t
recla
is ti' r, Ix•
other position.
assigned to any
n which has been reclassified
(4) The employee occupying a po
sitio
onl if he Po the 1 •>. u '
possesses sition Y
in the Po fence required for such `„` Y
shall continue d
qualifications or training and
Y
classification. ' .
` position is reclassified from one class a a higher class
(c) Whenever a po t shall not continue
and the conditions in (b) above are not met, the incumbent
in the position.
case in which an incwbent is ineligible to continue in the
In �' position, the layoff Provisions of these
t` position and is not assigned to another Po the reclas-
apply- All personnel actions and changes required by thirty 30)
rules shall leted within a period ofY
U„•;
sification of a position�.,,�>,: shall be ccup
:, ,:. calendar days following the date of such reclassification notice to the appro-
' :`'f; 1 ee whose Position is reclassified by
t director. app �'
priate depar'tmen
virtue of a gradual change in the duties and responsibili 1 es, for position
t to another position, shall be eligible to CfLIa ' titive qualify
of assigrimen passing a non-cane
€ =' under the rew classification by succeeessfails the examination for the higher
If the Employ
�g examssiation. this fact will render him
(3 0) daY period,
the thirty
¢}�°h classification within
�r
ineligible to continue in the position.
position is assigned to a class different„ from the one to
(d) When a po status of the Enplcyee affected will
�. which it was previously classified, the pay rules and regulations governing
be changed in accordance with app
fers detciotions, and prcarotions in the municipal service.
trans
tuber 1 1992
20
November
aC r 1Yr xF "r
Yn'£ rj� i[r t +' u 14' ,!r } r `a•>t c l ip �� s"'C� � $ rxy
L�S��j[;`Y'f
:� r }. •k#j�t t 4 r� +r t fn x tf<t .M, ,! i t l t t `"�a�'411j1 t t H7�may, ��x u}y!t",(�*7c,��i .ty
fli � � aSEr r.t rs f; t � 1t j'q >7� f i 'x 9YC 'ttt>�a�7{ja, 'r� C.
yti ti . r�ap�,' t4, ..ylir{aitt't'. � yjitfL' .1 t h f r: �r t ' # r�i "fit .+rylth�4rY7Tt„}y € � ul �'
!+"1Y'3 t. 17 > t Tls •6,a.,CJ rx F� 3 'jr^x3S
{ �11iFF
r'
�\. a ° t`ii ? r :'• ,. .. :.. ,, . :.,'., '.. , .. .. .. .. .t . yrti.X.} {�J,, Sire }�' r
in
i .w5u:3�o-}�lyt•�yts�t�..i'�' Ii..
V
�i�ry�. liah s�ieg. .
ion
8-1 tl city to estab .,
ranges for the officers and SOYan < ;
The city council shall establish paY ..::.
of the city nistrator, specialk'f=
under the jur_sd ction administrator,
to ees under its jurisdiction.
kk.. ccgmii.ssions, or enp Y
I
tion plan.
Swtion 8-2. R* a
for the mini_cipal service shall include: S'
'fhe cor�pensation plan ,.
f the
dicating � �A
`< (a) A schedule of standard salary ranges and rates o par
rninimn, maxinnun, and intermediate rates of pay for each pay range ntmtbes• x
r and
numtbe
the salary range
A list of classes of positions with
b shown f sitio a
( ) rates of pays for ea class o po ns. .new hex
mr�xisru un ., `.
m1111m0.1m and
f is amtendmen s, and
revisions,
from time to tire, as
w (c) SUPP n t
'. passed by the city council. .rr; °fir
s•
y ; s four d 8te=iMat]on of
Sactioa�, 8-3.
plan
ion classification '`
Pay ranges shall be related directly to the position of pay for other
and shall be determined with due consideration to range
and responsibility of work, the recruiting sA
relative Difficulty res occupational
classes, the particular occupy
the availability of enpicyees in part s k
e
city, private and other
experience of th Y, lar e�laymezlt in p
ilin rates of for Simi � *
} categories, preva g pay cost of living factors, the
the area, employee turnover,
public jurisdictions in F„
c considerations of the city. The minimnun any ;' z
r:. financial policies and economl sitions shall be those which mostzr �
maxiun rates of pay assigned the classes of Po
` nearly reflect these factors.
plan.
Section 8-4. t of tt�e ration
. initiate a written k
Any officer or empployee in the mnanicipal service may d
.. lan. The city
4> request to the city administrator for the amendment of the pay p request
s' administrator shall study and make his determinatt c n�nerned of the dispsition
, the writing, person and department
shall notify in g
- ; of the request-
ion
ration of each annual budget, as well as at other times,
Prior to the prepa
the city administrator shall make �arative salary
studies as he e
•.»,F.=, city council to make, concerning factors ,
necessary, or is instructed b�
affecting the level of salaries in the �rninicipal service. On the basis of the
information derived from such wage and salary studies, the city administrator
at ion
shall reccsrcnend to the city council such repositioning of classes pertinent o
%t4R and external ccsnpetitiveness of the overall ccnper�s _
:•.;.ti~h the internal equity sitioning shall have their pay range changed
4IN' 1 ees affected by repo
Q 4r,. program. Ernp oy
". accordinq to the plan and shall be positioned in the same step of the new pay :
''' range as they were in their former range.
November 1, 1992
21
{ x•
s t��
i ����i+ _ •' -.^-^--.»xr+=Wnttr:9th +tAa�3a'°d'»a�l>2C",�1¢l?+IASAi�'Pek`Ir�pee'n'"" .F`w t,y�i ^lrr�r+�,`iYrtr` a{'
yk"�3�•�°9 `t 4 � 1�111t��". *v .. ,.v t2,�# :� �i��i..r t i3';
"�) :1Y z Yrx Y • r .r., t r to 9Y i'' { f
� �$ C
z a1 gi�{�a f ;.
k rs t.;PS! 2�•`�•-Inc� "t r r t � � ,rr �l 'FY.:Ic� xf `3 �;�� �'
�'� � .�S�tYfa;�jy{ .;�:r..i it i ' 'l��a t r •.t � f f �'4vS�r>{" t�' � i..t Ei.�,rt k�
'
,+. r1 .� Ora :li dV,+ t{ •.
c . r s F,✓ f �. i ; t t t t i,a; ,+
it
?,zi rt •t' }j;." y`+, �v$t 3° S r,f I ..�'. .i,.Cr { )}t< ? ., ,}1E11 NMI'
'.A fry• E'
io
(•y''f`i i�.f ,�',,` •T:�''t�?;fh?..'1�t,.'.y'7.tn�.:l f JtS,�� t y 1,.,, ..`;:. j �t 1 r^�rafrrn'Ff't.t7��t i'^��s�'L�.
,Yti.l4 i t .,! { Ft. ra t,i "irylxla4j f t
'�, . i'{1.`��C4 his,� .,:' .. _ .. •r ' 1:? r ,r r i.7'•` � k°`' &fit�� s iy.
x'•.' '.+r 63xMba4v..:�2.w...,...... .,......,...a r.l. ..,. ., ._.. �.. ,.__.:�...,.,......_,....�-h.a�.7.4vv+b.!,°rx'�i�> `.`E.;.., ?��1S+�1t 9"'�Ak�rNfi3tiw.siy`+:i.,w..aLn
4
In arriving at such salary re
crnmendations, the city administrator shall
take into consideration the advice and suggestions of department directors and :4
responsibility, and workings
appointing of as to the duties, degree of respo Y, ti
conditions involved. Reccgmtendations made by the city administrator for the
or reclassification of = k
amendment of the ccnpensation plan for repositioning
specific classes of positions shall be submitted, to the city council. When ` ° !^
its shall become part of the
passed by the city council, these
conpensation plan and shall became the current official salary schedule
applicable to the respective classes of positions as enumerated tl}erein, and :{
shall be used by all departments in connection with all payrolls, budget
1 estimates, and official records and reports relating to salaries and wages of
munici 1 serrice. `
positions in the Pa
J4t, aii`t'l..
section 8-5. Total xr ration.
�rn� 1 ee shall be
salary rate established for an Enp oy the total
a S a�r-'4i <r.
reiuturse'nent for official travel rk..Y'' :',-
remuneration for the employee, not including y-;;` " y
or other authorized allowances. Except as otherwise provided in this article,
W ,
no employee shall receive pay from the city in addition to the salary authorized
4 .
under the schedules provided in the pay p lan for services rendered by him'
duties or any additional duties which lVr=r
either in the discharge of his ordinary : .:, s '+
volunteer to perform. '` t
y or which he may undertake or
may imposed upon. him ,;x��s�;��''`• ;+
(b) In any case in which part of the ccnpensation for services in a city
r na �,
position exclusive of overtime services, is paid by another department, ',, .
state, or the federal
division, or an outside agency such as the county, such paymsn
government, or from a different fund or account, any is shall be
that the (��' '
1 ee concerned, to the end deducted fr om the clsation of the etrp oY F
total cation paid to any employee from all sources ccobined for arty w A
period, shall not exceed the amount payable at the rate prescribed for the class rF.
of position to which the employee is certified and assigned. „ .
section 8-6. Wal eMloYMM p=Ahibit6d
ci 1 service shall be
f r No regular employee holding a position in the muni pa
eligible for atployim�nt in any additional full-time position in the municipal
service. A regular employee MY be employed in an additional
part-time position ,
' f in the city if approved by the city administrator.
{` section 8-7 Social. assignoearts-
am 7i;
ary
% C'r
zaplvyees assigned to undercover work which causes the individual mock
to
employtment with an organization other than the City of Jefferson shall reimburse
in excess of earnings provided by the city.
.;` the city for any earnings A
Section 8-8. Application of the ccapewmtiOn plea.
she compensation plan, containing standard salary ranges for respective
classes of positions, shall be applied to all such classes of positions in
accordance with the following:
22 November 1, 1992
q,
INS,'
.5,. +t P
�'' �,: tv .�f..'!S; �,h,'Sr• rrh'>. 7k� �'{`s `yr '� f' 1 �.q r • r s t r 5 r �t t e t^ r{1 x r rt,i,).ii s(5.{�`x fs,i�yNk�* s
r1 .Xt�rt, ,, +, 4�Y,iti(hy>'. ; �,}-'• G �...� �1 s �., r r . r � �y+)}t I.':: tt '�l.?}iC.a .` t r'rjs���+s )'bt'J;a ,'.
t'vM1�+Fr7• txYY,yrr f " x d t '. d r s t >, r ,.'' �tr C� r t S r�"x✓rr b S�,
Y• j
.,1. to
, 4)
'v ��
{ .�i. >;Y ';.0�' ,l' � � ' `.. t{-•-: I 1: + . K`F i �S ;:X41 S I'vt ;i� 7�Y�..:1'S ti� �
+S j . `. . ''i r. a+p. .`. ..;, „.i:v<i:.fit�Iri:Nn f y.F.a.17r..,. ,. . .:f.i�..-u•. .. ..�2�-.. �t�}.3�1,c��i s^�-:�.4��7:�:.. ;�d�t
.rak.+�>y, ] y.p ,,y,p.,,a. ) :�.Yo: l(.l�. A,� Z'..•.��t # "11 ' �"Z
rS, ',wrvd+ '�.!f�+F'.+'z"iCa¢St�h•�f.YM""`t�T+'.fi:'ryke,''i e'!.� d'{:•;'{:Rlt�4'iN%.b,wu}llir.,.,.+• ,'F '2 ,
�;.�
(a) Rates, All rates prescribed in the ranges of pay represent the
in every form authorized for full-time . +
total remuneration, including pays:;;;
t in a position is on a part basis. that is, t '
1 gent. Where employrc�en poll `'
where the week's work is less than an ordinary work week, or where the day's . `
work totalled weekly
on a continuing basis consists of less than the ordinary y ;continuing _
work week total, or where the day's work on aof an ordinarylwarking consists
such
than the ordinary number of working hours
service shall be cc npensated on the basis of the equivalent hourly rate for
a
full-time employment.
(by MiniYroum and maximum rates. Under each salary schedule there are sets
and a rm cimum salary rate. �ceept as otherwise provided in this -,
forth a minimum made at the minimum rate andh{
appointment to any position shall be
code, `" '
advancement b� successive steps frcan one salary to the next higher rate and to '1 °�ex '""$'
the maxircnam rate for the class shall be made on the basis of meritorious service <', =rY •aj
and efficiency.
i j tt r'
(c) valent coensation. It shall be permissible, in the interest ?ryj A
t
ccarpensat on arty basis than that
of the service, to pay equivalent ion time " ..
specified in the salary range; provided, that in determining the equ ivalent rate
on tine basis, the relative earnings for full-time employment during }ax
a different t rminin equivalency.
a given period of time shall be taken as dete g .ti+ 3
temporary aft
(d) Part time and teYporar�% Employment• Part-time or t
ployees shall be ccgpens
ated on the basis of the equivalent hourly rate paid for
` 1 t and shall be paid for only those hours which they actually My
M 1 r .
fy.,?.•A1.Qf•i2•J
full-time emp oyn�en fi V2.!
work.
section 8-9. Begrirri salary- r°
The minimum rate of pay for a class shall normally be paid to arry person
ok
on his original appointment to a position in the municipal service. original
appointment above the mini m rm rate may be made upon the approval of the city ,
administrator subject to the following conditions:
. t'.
(a) A full reference check must be made by the requisitioning department
;. and fully doctim-ented. All documents are to be submitted to the city
administrator with the original request.
(b) The applicant must exceed the educational and experience require-
merits for the position as set out in the official job description.
(c) The requisitioning department must provi de doctimented evidence that
the position opening has been extensively advertised in local and regional
qualified Persons.
w._..,• publications and there is a shortage of
the requisitioning depart�ient that there
�t (d) It must be demonstrated by �-
are no other applicants with equal qualifications.
f
(e) When any enployee is reemployed, the city administrator may
is r
authorize an appointment at a salary step in the range for the class correspond-
ing to that which the enployee had been receiving upon the termination of his
L?
previous service.
�rG> 23 November 1; 1992
,S kf
a ys
""
--
. t4`•��3♦..t. � '"^°" .sw.rnsr-pyazranr.wo-++•-•^ _.. r+—..•-,—
yyt{ s�FiY3ytl�rk.Y tr.. {�'�
�, •F�d.i, ��y1���FA.Y.y�f�9f=� fl�
fy
r
•
.7}t i iF y `x) d 4�' t '• { , r J `51 aa'�ttI,,I�,i; .S
itT34t ht'i+'
�,' 4 4 wt'.1 f r rU' L ` }� � '+.`.`.•... Il'� r �r1 3}`""�C�r... ';.r
�iis�yStYY a{#�Y�t�is+f�nR.sU+r�een�xv�«r.�..«....,_._...,k..xG'._.»._..,. 5t r..._,.. ...... _... .... ...: ,.r.....,,,�.'�w.�bt:.isRigr4'r.�t''�� ,�3' �t.�ti � :�,,'4;i'/,:. •k.
�ifzEirt
(f) The city administrator shall report to the city council all cases
3 of employment above the sixth step in the pay range. fi
fi a
S=tion 8-10. Saslaxy advanwments and b=3ws- r.
'? Salary advances shall be made to employees not covered by a work agrc ,
who have not reached the final step in their salary range according to the
'> following rules:
(a) A pay increase of 2% within the pay range of the class shall be
awarded to original appointees, appointed before November 1, 1990, u'p'on
successful completion of the required six month or 12 wroth probationary period. y:
r. (b) Merit increases are not automatic, but mast be substantiated by
rformsrrce evaluation. Merit increases may be given in the amount of 1�, 2�,
S; pe Y g {
or 3%, and shall be criteria: ✓# ,
' based on the following standards and
4t� r�
(1y1':ti'� F�q•i:
0% - Meets and performs base job requirements.
1% - Periodically/occasionally Periodically/occasionally exceeds job requirements. }: '•I.,,,
2% - Routinely exceeds job requirements and standards.
3% - Routinely exceeds job requirements and has through documented
1t' performance, effected considerable savings to the City or a
significant increase in efficiency. 4=g
f t (c) Anniversaxy date bonuses paid as a lump sum msy be made available to
employees who have reached the final step in their salary range. One time bonus
payments are not automatic and shall be based on the following standards and
'.
criteria: ' yr
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 docunented
performance, effected considerable savings to the City or a
significant increase in efficiency.
(
Section 8-11. Pay rate adj>stmits.
e
'Ihe following personnel actions
1-;.. msy affect the pay status of an employee
in the manner, provided
(a) Transfer. When an employee is transferred between departments and
divisions of the municipal government or between classes with the same maxim n
?: salary rate, the salary rate of the erplayee will remain unchanged unless the
�x current rate is below the minirum pay rate 'established for the class to which
5 �a'
the employee is transferring,
`l. (b) Prc_mtion. When an employee is pramted fiat a position in one
class to a position in another class having a higher maximum salary, the salary
rate of the pramted employee shall be increased to the higher of either the new
mixum n or 4% above his rate of pay prior to pro ration.
24 November 1, 1992
ysi� I
i
:t
( tr ��
yec`�•, � kfks�,� ;
;' sir {k fr,��t,,`'�t'`�{ R�9.�1�•t' a 1 �,Y r<'I . :r 1 Y s. y i1t �rx`{M , �Y .t } .s ttUii��•'�'%l`J
. dY U'S tie $fir e.tj'f Y.•}}t.;glh r ! 5 » r .rr.ZL A Y '`.7 � �+t�},+."tg {`i'•
Wlv,•'S` 1
3fr 1 vii w' r t � 1 i S Bb ��
{�. Yr�xtr {j�c
t i ti �f yyp}Yrr rr'�y s� '�
"�f • � "�,+,,�},.), i ) rp��Y i1 r e 1.t t� '�. S' ' t S,} r r I}�i�s 4£ 4 ) bw'f j'tBi''P•�. �a
5�:, r.� 5. ,�.[[.. 4£s s t i , r4 x1. t"'i,rFt, 'y r,r•t5 .AJ. i y . iC4 s h .`+t i x A�rtfypY Tn ;�,
i r' • R i -0h t �aY �{ 1,t _ 1Jt x r ,!) Y r A iY r }1{ 1 +4 ' 3
'k=•.`ri.� C•��'�� �,t fi rt ., +,k3 :t S ,L(k� Y t . .4 t t 4 �`+ti NKS.,{ W,,v.r t•1;�
,f,.. ..� r� .L3.k r ((� ii z1'�,�r V l�'r'''+ .SY�xl,..,� 5{ }r � ,.t 5 ' .tth,}r 4L � S}y tub.r r��I Cr}4,� 1pphq. •�A�
i� •}9'�Y4 �t{IJ�Y �'ii . 1 1 '}'. !i � ..'fl)y4`�r•Y+l#'tj'YV�
t �y t
.nwi.Nt'.h`4t[� GTS.,ubu 4rf.i't��-� !S=SVti�: '✓P,%vrv�i f ! .e.. .. , nx t) ....r• ... . .:.. .. ` .. ,.. .. .r ...tY{ 4!R y?YJ(L^$'NIf71N#3i4.cm.�l �} F '1 . Cd�S
t ,ka
employee is involuntarily denoted for. ,
('c) Demotion-Tnvoluntary. When an
disciplinary or similar reasons from a position in one class to a position in
a class having a lower maxi= salary rate, the salary rate of the employee
shall be reduced a mini m n of one (1) or more steps to within the pay range '
established for the class to which the employee is demoted, and the employee
shall not be eligible for prcnoti.on or a merit salary increase for a period of h x
one (1) year frcm the time of demotion. =f .
(d) Demotion-Voluntary. When an employee is voluntarily demoted fran
a position in one class to a positian 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 pay range assigned to the lower class. The employee shall not be eligible ,
for promotion or a merit salary increase, if not at the top of the range, for
Y" a period of six (6) ironths from the effective date of demotion.
(e) Reclassification. When a position is reclassified do a class having ;
a lower ma�cimumi salary rate than an employee's current position, and this action
dual, and is not a demotion, the
is for the benefit of the city and the individual,
employee shall retain the same rate of pay in the new position as he had in the
I previous position. This action shall not affect the employment anniversary
.! date.
tt rs.e -fit ..
When a position is reclassified to a class having a higher maximum
f, salary rate than an employee's current position, the Employee I 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
position. In all other cases, the employee's salary shall be increased at least air
to the mnin:inaun of the new range or if already at or above the minimmuz<nI may be
�
raised no mrore than 4%.
Section 8-12. Temporary assist to higher level position._
Employees who are promoted temporarily to perform all of the duties of a }
supervisory position in a class with a higher maxims mm salary shall also have
their_ salaries temporarily increased 4%.
Section 8-13. Overtime and coaPensatoxY time.
(a) Supervisors shall develop methods and procedures to maximize
productivity and reduce or avoid the need for overtime. It is the
' responsibility of each employee-to work as efficiently as possible to accomplish
'f job tasks during regularly scheduled work hours. All overtime or arrangements r°
for overtime work shall be approved by the department director in advance. A '
determining factor in the approval of overtime work is whether the work could
be accanplished through rescheduling of employee work hours and allowance of
time off in the same work period. These factors reduce the burden of overtime
on employees and avoid accrual of camp time and excessive overtime payments.
Overtime is based on work hours in excess of 40 hours in a 168 hour period
during seven consecutive 24-hour periods (standard work week) . Under the
provisions of the Fair Labor Standards Act (F.L.S.A. ) work hours in excess of
80 hours in a 336 hour period during 14 consecutive 24-hour periods is adapted
for commissioned police personnel and the work period for F.L.S.A. purposes in
25 November 1, 1992
Y;.
I
�.M1r`.kS,' 5 t •,r vft •P
s.s ff, r +n pr, r :,i'ti t t t : Y t X11 S.„ t i fEc�rr't,�1 ritttt3it}
rt }
� i+� f lt�nr'"1,�rtF�,��,tki v�, i fit" �v.'S,. 't 1 �'1A t: j �' I}`,` j t, ' t �} Zt' t 'r �• .�' !`'�Lr r y!x f� � �''' .
��Y,° ,i. u�f.���Yt,:�tY_t`! �'�rtt is�,�z } �I{+ ` r •t:.1 Y � .'rr. Y -' r � �[ a�' �.�)t� 6 rud��`�„}'t£}
1 1 �' '{'Cj^ k*. FS tt f 4:{ ` tr 'r`4�S`r ^� °•�Yi' 3"Q °t<
T
tai
ti��tt� f� "3
l, !.'`.'t'�{t E'kh'�4it��7�r�iK=�{t.i}4� �*.`k r' t :.rf Y ." t t ...•` :..•_, x .:.>. r.1 �Sr �'tv'"`��'rWZ��rr t �;fi.
t .ur U r y t y l7 s .. r .. � aw syj��K�R.. �{!r�y•i w �s :-
,��;• { + 1 !•i'l� 7t Ly § }l�xf e ,i }y iS tt `r i t.... � ", `5�i ., r�y`y}P'a..fl}:5
"s7, .5. .,C +•.,4k: 1° }41j L is ..[,8s t t t St 3if �µ- . i r.:%t a ! .H.... y` ' - ►%u+iw�.....tiu((-,.P.'k.x'1+ �•Yr
f.
•Ifs..
the fire department shall be work hours in excess of 204 in a 648 hour period A ,
during twenty-seven consecutive 24-hour periods. Hours worked in :excess of a a
,> standard work week or duty tour by employees covered by the provisions of the
Fair Labor Standards Act shall be caYpensated by payment at one and one-half
x (1%) times the straight hourly equivalent rate for the classification or by the
' award of compensatory time off equal to one and one-half times the overtime s
hours worked at the discretion of the department director. Hours worked shall
4 include hours actually worked on the pity's behalf plus mirLUmaun guarantees for
W
call-back under 8-14 plus 8 hours for any holidays as provided in Section 11 (a) ar
for certain employees. :
Effective November 1, 1992 there shall be no accrual of compensatory tire
nor payment for overti worked for exempt employees after that date. Exempt
me
rioi to November 1,
employees who have approved
compensatory hours recorded p
1992 shall be allowed to take carp time off in eight (8) hour increments. For
+ =r
Y
the first four days (32 hours) used in each f iscal year a matching amount of
conpensatory time up
to 32 hours shall be paid directly with appropriate ? ; f
c time
reduction of the compensatory time balance in order to reduce the amp
rates than in future years.
Exempt employees shall be
;.ti.
balances at lancer pay t
paid in full when their carp time balance is eight (8) hours or less. ..
pa balance
employees who leave city eiYplc�m�ent shall be paid for the compensatory ,
f«' the same as covered employees- . s
(b) Departnmt directors shall maintain records in a form and manner
lv ees
approved by the city administrator on compensatory time earned by eYp Y
t under their jurisdiction. No employee shall be permitted to accumulate and ,���
240 hours of conperisatory time except public safety employees
retain more than
and seasonal employees who may ac6mulate up to 480 hours. %hether an employee �s,; ,
<..
is a public safety employee +or a seasonal employee shall be determined by r
reference to the FLSA.
t nation of enplohmnnt, any employee who has
` (1) upon ,terms
accumulated catpensatory time off shall be paid for unused
timme at one of the following rates, whichever is higher:
a. The average regular rate received by such employee
during the last three years of employment,
¢;
b. The final regular rate received by such employee.
w: (2) Any overtime work which will result in an employee covered
under the provisions of the FLSA accumulating cocpensatory
time above the limits set out above, stall be cQmpensated by
S ,k
payment at one and one-half times the straight hourly
equivalent rate for the employee's classification.
s (3) All departments are encouraged to utilize compensatory time
in lieu of paying overtime. The duets shall make every
►A`:,
effort to avoid either by the proper scheduling of their
employees.
26 November 1, 1992
'y"
twf 'ppit�S1i�,k}!t}�fr ci d` r 3 a y rl rfirtir
�
},
i44 fL{tyK it rlb �l+ } , : yr .'r ¢ t �'ft`T wl tytAtl pKr x�3�"`1
r
VA,
��}',1 1 r l 1 r � ,1 •n,`': s t f ek.
��j'�T J
5'rX, s
> yyH�wt+t}.�t rt rs7, az ht: p 4" "fit xt✓{} ''s+ Ft't S+jj}f r t t r ;�etc.{ t. 'Sbr4' .
7 r}L.'W�^
�y t,','jf, q§� e 3k 5 .'i . 5'r? R r':. r.. Yx { 4 V�k{�' ,S S`'li• f
t, t,{�•4��ASt�k}r t.ris{P � 3i• r ,{ d'? ,'f''i.J< 7.3 1 ' .fSt :�..14i s �°'it i9l a� +,,,
Nip
ur�9.gr'tIl4S:i;9"'15M.F3
jc; +PlebkAitY.if � P��'i`�a'S'S°.'�i�.i`RC.#s.4�44+�P1h".�d.zetr.4;A.a,+.«„n..i;.:...u...�.,...:vN.axlri'1Mk+.f•YdW�.��r..ts"ir;. 4k.., _
which will be used for ascertainingY � ':.
(4) The period of Work'w ed is cnrertime will be determined by R; r
or not time
whether
�� reference to the FLSA• .`•.�� .'.
re, out of necessity for the expedi-
(c) Department directors may r ecru
iness
k 3, .r;.•
lic business or for the fprotection t Public bus
tious conduct of pub
welfare, that an employee _ •
or for protection of the public health, safety,
with such requests shall constitute a ; : �•
work overtime. Failure to comply grounds for disciplinary
violation of these rules and regulations and provide
action as herein provided.
rson hired after April 14, 1986, shall be told prior to being
(d) Ate' Pe requirements of this section shall be a
hired that his agreement to the regal f f 4
.tK. ".
condition of his enplaynmt• `fit person shall have this section explained to �k it
random of understanding
to the effect that he understands his r ,
him and sign a memo condition-Of
his emplaynz
requirement
this section is a con t'
!;# agreenent to the
'
Gall back time.
Section 8-14.
lace and who are called
1 work p ,r., b anti
i 1 who have heir norrc
(a) �p �, left t ardless of number of
ees
worked reg
' back to work shall be credited for actual time except the
whichever is greater,
ep
individual calls or a minhTum of two hours, within two hours of a
i � shall not apply to calls which occur rked ,.'.' „.s• 't�b4..
,,• . minimum guarantee
s”1 scheduled reporting time. All call back time shall count as hours worked, }, ;
ate time frcan the time
1 ees shall accuna `F' q
including mininm guarantee time. rip oY
lete the services ar
services for the city until they ccnp
55 they begin to perform
are relieved from
duty• ..:
`ry 1 ees who squired to appear in court in conjunction withN �rh
(b) gnp oy are r
H l ees if the court ' :w
their duties for the City shall be treated as called back �' `' `k
not fall within their work schedule.
appearance does
` Section 8-15. Stand-by/cn-call statL's
(a) The following shall be the criteria for treatment of personnel who �F r
a ccmMunIcations devise.
are required to carry
Y to carry a ccnumications
(1) 22Y. pmy e ployee is required
` devise after regular duty hours, on weekends, or holidays
or $15.00»per day for
shall be reimbursed $6.0Q per weekday
weekends and holidays.
Supervisors determined a need within r
(2) Schedule. Sups who have d
regularly scheduled stand-
their areas of responsibility for regal whenever poll
by shall prepare a duty roster to provide,
ployees who are one month's notice to those emproviding
` service. Vie tern of service shall normally be one week in ,
': length• `�`
°` November 1,
1992
2 7 ;
gy,.pp
f 4
4.
f }
V _ .._ ... .. _�,,...�.„r ,tyyFy - -7-`
V"�Y"#+J�"+�'��' "'�":,r"
.y
s
k .z r rt�`F�"'�(�5��+ er�''i t<�t5rt�`�Fy, < +' '• 3 t = n . , r 1 1 htri'`,t�srti�• '�i.,,
.... �„•.L,rd_ �---..�Ia_. .—_._ .,._--_._ __.�.. rear iBM.�ae� .YIIIIIR+IwN/ ...__ ..
: +,,; ��yf-��#s'it`1T t�F'i+i����et,'ir���g�iWf �,�;rt , t 7 � 5f , ..J v �i'i S gl, i}•,� j i.'. I.,
.r gs ;4 r 1' S F !o`�i�pf}.���•j 1 gil�,si 1� •� z .1 .S r t t n ' r `• . E k �eu�'r �,
��•.{"l?'.`/ ru,ly;. .. '4�.r.1?9''S;jr�'�`a G!r'�..�dy F'i t ;ssC t} � 1 t , - t-.'. `':o .-:'i� r aG trE{.��:4
i,�.{ S' r en ..lYs hf�".; 1 .r,.r..:'�t' ..u]:::.^?,..•7,:.....�.r,. .._..a.�r. .. ,..._..;.::..J...•.w
T. ...
3S
• HT 4
8 ;iM 8'-16. MmergenW alert duty status• ! .s`.&
A department director or duly authorized supervisor may designate an
r,. 1 ees would be immediately contacted by
emergency alert duty status whereby emp oy �
telephone or other acceptable means of camunicatim- qh s duty status shall
r• k ' 'LiA
normally be limited to off-duty hours between regularly scheduled shifts or
weekends. C
Employee to shall not receive pay for this duty status unless they are
f?;,
required to report for duty. CaTpensatim upon reporting for service shall be
�t rules and regulations.
in accord with FLSA and d
S�tioaa 8-1L7. Clo�astaa�t
;4
elvice personnel
purposes of
For p pay for constant manning for fire s pets ; a'>
;
assigned to fire suppression duty not covered by a work agreement► the first .tr ;=s ;.,
ensated at straight time rate. All hours in excess
twelve l 12) hours
will be ccgnp ;r r ,
of twelve (12) hours per the bi-weekly payroll period will be paid at one and
r nq"4rp tri' !N�?`
one-half the employee's basic rate of pay.
v
• Section 8-18• is periods; �
4ity �
day on the Friday after & "
pay days shall be on a biweekly schedule with pay
thepletion of the pay period• Y periods shall run from Sunday through the h`'
second Saturday following.
Sectionn 8-:.9. p�a�satica for leave taken and hours worked atx�rve ttys irk r
'
�
f e. all
` Notwithstanding any provisions contained herein to the contrary,
approved and taken leave hours based on departirental schedules, and hours
actually worked within a pay period shall be compensated with pay or
y
ca pensatory tiTre off. Determination of the rate, straight time or overtime,
at which they will be caTperisated shall be determined according to Section 8-13.
}i
ARTICLE 9. PERFMaNCE APPMSAL
a
w,,' Section 9--1. Responsibilities.
3.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 development opportunities, and for
improving the efficiency and productivity of the m.inicipal work force. The city
administrator shall develop and cause to be maintained formal procedures to (a)
assure timely ccapletion of employee perfonaance appraisal •forms, (b)
periodically review the evaluations of employees within department and work
' units so as to ensure the equitable administration of the system, and (c) make
such studies and recomrend such modifications or revisions as may be necessary
to improve the system or process.
x, (b) No later than ten (10) calendar days before an evaluation is due,
the department director shall notify the person responsible for the evaluation.
We
28 November 1, 1992
.1
.;fie r` I YSS�aWr,}3 �.,13'�5tc•` titjhi��t
4 � � .iy{'.y�"v l2uii..b ,12Y��t i� 'L-t i �r➢1 i ,M { y 't `� t S�}( 'yam A"1� 4 � £f ,i.{"
v � i d ,fir 1rte� f s IS tom 5 �s� .�4tr�5t .A r� rit
h�yt,��i�ffit�e
rC•,y 4 '4sFfaE+ 1 •�S•',i
�'
YYe, p:,!
';g.:t� � ����?�,w'�i•7vtf" !s {rtttSk SY ,, T t 1 ti ,. �sk'". �;5yt°��F� i�,2r�r4+'��� �
"sx t r rh7 i• i.'1`,.; ,SJ ,a .�, S. a + 1r e .i r �n s'. rah �4S�J,rp � t'.
l.; ? ;;• • .�F t v'a � �e# R f fnr k � l} .t cs� t z r a s i�v, : �. 1,
., i. _ mYr� ..w_. _ _ __. ..rte •._._ _., c-..!r �'t".x r S ._.1..,...aA .•..-._ 1a..t_
;.�
tt
1 `((`��5.�tf" stj(Ss f'�+j}"tp+'ixi`. r.Y,':'•,.33'ts h47L ri7 r ;',J � ..�;'.t,r, es�"`^`'"rF;..:i,.rro•r?e, ..,sa...�... ..:e...er.....f:aao
y. ✓4+). tk'sw'b�+PA�&� rL+Zk$ i�s+•��Z��
or conducts an
tpervisor who reviews
d anent director or st ity and
(c) Fa f�Par consistency, equ
ion
be responsible for its quality, a
evaluation sha11 be
r='� timeliness.
1 ee's performance
appraisal record :, . .
disclosure of an enp oy
No public di d the city administrator-
(d) ;
shall be Fade without the permission of the enploY an the eTployee to an °
available upon request to
Such record shall be made ava potential action for
appointing authority when needed in connection with a p° 1 ee; or other '
appo' demotion or dismissal. of the ezrp oY
transfer, c e�rance, ,
probmtion, needed in connection with an adverse action, gr �y
<� S
appropriate officer when
such infontion; and to of 1 FAR T
or other relevant matter requiring administrator that such. •
agencies after a detern vnation by the city
inv sti atory interest.
g in the public in '
iS 3x� dux,
disclosure
. rg�.$$�.8. �f rSa rE
Section 9- MP
oyee's probationary or qualifying ,, _• ,,;."
a) prior to expiration of an �Pl t be suhmi tted to the city
( performance app
Faisal forms mus final or
period, c�npleted pe appraisal
of marg
appointees noast obtain an a
administrator. original appo iod as
better to ccn-plete probation. Failure to obtain an
probationary per 1 or
E
better shall result in dismissal or extension
appointee to obtain an f
provided in section 6.4. Failure of a prc�notional aPPo t of the 1 r
final or better shall result in the reassignmen ;
evaluation of marg rogotional appointnent. t:f
employee to a position in the class held prior to the P
their '
be evaluated by
(b) mill-time and part-time employees shall
tent or better is required .,�-'-
anniversary date. . An evaluation of good/fully con>pe or increrent within the
of one step 4>r °
oyees for a Pc-1Y increase
to qualify errQl
range or their classification. ;
10-1. Regular workiM ;t a
Section Ync Ptimm
ees shall be forty (40)
hours for all full-tore ploy °
f,'sT Regular working s except as noted below: ,,Y 14 ,
tive ei ht-hour days,
hours i.n•any five con
secu g
fire suppression duty• ,> . ,
(a) Fire Department Personnel assigned to
i1".
't .1
(b) Department directors shall arrange work schedules to meet the needs :L;Kru
1 allow variable or flexible work schedules,
ci 1 service, and may less than s
of the muni pa full time employees shall not be a
that all work schedules for '
providing
each biweekly PaY Period.
eighty (80) hours in '
,.' ei tY `
10-2. by gePertment director.
Section Work sci�ales dote
�' ..,,jf�•, d t
for aY determined by the tees
The work 1 ees shall be schedules far all emp oY
tment directors shall ms.intain work ,.
director. DePar
under their supervision on a current basis and give reasonable notice o �
in work schedules.
Section 10-3. Reciuired attemdanr�e. red all
n.;
required
Regular and punctual attendance at work shall Procedures
fail to observe attendance iequireme�lts and p
employees. Employees who
1992
rris 29 November 1,
�,��`�t n r.r,•- .._, .. . .._....._,. ,., , .,. n ..r.=� a�x :r•..x, .5 .._. 't t { fir` f
r .rr � x3 ,r-vc:�.+�•t*$�"wtt � ' �11�y_ t Yt S 4��.
t r
A!,
:. xAfb
h v T 4
J• t:.Y
__Q, I.w` IIIM�Iw"�i1tm` rmr r.ilel.s.mlt� .rr d IYs.r.f.�rrr�ralit u.ss,e�MRea/tY feLllff�rral�tr.�iw�Y11WYlA7i°'s.o�:'®fir`mss{'•.
r: 'n �1?, r. ..c ,�.. r ri • ; cqr .� .
��•i�ti �� ,}try F ��)��{`� `+ '+ r t . •' t . by f3} ,�w. +�i".�2.r r r�i" ?%°�, j•t;
S ?"Y.. �' y5 x/Cr i��.4t i �. Rs $
+•{.}jr�t tjy.}�� •+1''.�✓�4!"ffM1 f ��""iHe�,t;•lY'�f•+, l.yltl�� i{') M 7+ t rv, 3 ti4 r�ret}.. '.t 1�i j i � i Y� dl.+; l� f,.' i S. �' jR;r�A
w y
�
1110.rn�
T'rL' t
:,lfi '3,N •AC'r„twi71: ,�..S� r8,• , "�r i.r f t+ 'y,< .^ ' 3 {`., .i s s:'�Win.. �v��n�k c1
el"
2,;.•:j
for recording and reporting of attendance shall be subject to disciplinary
action.
Swtion 10-4. imlement mather closings t``
'Ihe city administrator shall be the only person authorized to release non-
•�,�,, ,. essential persons earlier than the normal closings of business or delay the
,>r
noxmal time to report for work because *of inclement weather.
; !
ARTICLE 11. PA3D HOLTDW �r
r!$?•'f`.„+ (a) All full-time and part-time employees with benefits shall receive
ccnpensatian for the following holidays:
New Year's Day `
Martin Luther King Birthday TV,"
Harry S Truman's Birthday
Memorial Day
Independence Day
r
'? Labor Day t
;y Veteran's Days' F
'Thanksgiving Day
r
Friday after 'Thanksgiving Day
f —i
Christmas
a Sat the receding Friday shall be s�
men a holiday falls on Saturday, P
observed. When a holiday falls on a Sunday, the following Monday shall be
observed. Eaployees required to work on a holiday shall be given caYPensatory
•.,ttt'y
time off or ca sated in mney for time worked on the holiday.
All employees except those covered by subsection (b) hereof shall receive
: . r credit for 8 hours worked on any holiday for purposes of outing overtime
ccnpensation under 8-13. Any hours actually worked on the holiday will count
in addition to the 8 hours granted for the holiday.
(b) Fire service personnel assigned to fire suppression duty, Police
.: ,
personnel assigned to twenty-four hour service divisions, dispatch and patrol,
and any personnel assigned to a service division which is regularly scheduled
r by the Department Director to work on all authorized holidays, shall receive
holiday pay for authorized holidays and shall work an holidays as scheduled
unless other available leave time has been authorized. Holiday pay for non-Fire
service personnel shall consist of pay for eight hours.
N (c) r1he mayor shall be the only person authorized to declare special
holidays or days off as an unusual need or circumstance may occur.
(d) Part-time employees with benefits will be paid four (4) hours for
•, the holidays noted in paragraph (a) above. Any hours actually worked on the
holiday shall be caupensated in addition to the four (4) hours holiday pay. r
Such employees shall receive credit for four (4) hours worked on any holiday for
purposes of ccaputing overtime cc pensation under Section 8-13.
30 November 1, 1992
.:�" r r. v.� �t•�{r•$T �� y`�`�9���£ +�E��Y�t �d.�,.9"a�. .d t' �
•r a ����i vs � �� 1 °'�S� t'��h�r�fi*`Xt�'%f�,dII�3.�!j'irvt�i� '�,It,;
.�„
S'�t
4'` .Si�'sJ
row
r1'3 toff
'rk"ffi }St { r
•. U .'yy?t a - k "S t t „ N,f'rf""i ���i"r'. ! i rjy`) W
'P'A t
•'ftt��`iutlt �. :t t .,'•:r �.," .. r .... .s., i' ire. y...`',� '�,st1+Y.- ..:;,{ti5ii'.
t
f
{{�.ka t'i }f�;�syY..l''r .+f .d.t �•• YrY.f ` M5{���_Vl�Ri.� .+. off.� '� 1'`:�h�'�l'XS5(e69�•e�3b f.
7(, F ti �,5} M>)p",I NFT"�j71"d.LLGH.af�i[lliFlitll�k+d� ��4fY, t
�ar
Ap.TXCIM 12. VA T100 LMVE
e•
12-1. Ate• X't
1 ee shall accrue
vacation leave credit
` (a) Each full-time regular enp oy
' at annual rates as follow:
<• 88 hours .rtipt p
g years of se-Twice. . 96 hours
Durin the first 5 ear
of service. . • • • • • • • • • • •
During, the 6th year . . . . . 104 hours
• • . . . • • . • . • • • •
During the 7th year of servi ce ce. . . . . . . . . . . 112 hours
: x. . . . . .
} During the 8th year of service. . 120 hours
During the 9th year of service. . . . . . . . . . . . 128 hours
Na�
During the loth year of service. . . . . . . . . . . . . . . . . . . . . . • • • �+ .
Y 136 hours
1±, During the 11th year 144 hours
s During the 12th year of service. . . . . . . . .
152 hours
t` y of service. . . . . . . . . . . . . . . . . . . . . . . : : 160 hours 4,W
During the 13th year .:
ofservice. . . . . . . . . . . . . . . . . . . . . . .
<;•� During the 14th Y h 24th year of service. . . . . . . . . . . . 168 hours
During the 15th throug Y . . � � . . . . 176 hours ;; ;
After 25 years of service. . . . . . . . . . . . . . . . . . . . . . . . :t5t•:y3Q��
h
shall
is
to fire suppression duty
(b) Members of the fire service assigned
? leave credit at annual rates as follows: �
'` :.
ra.. accrue
vacation ' )
'hill years of service. . . . . . . . . . . . .6 shifts ` ,°
During the first five . .7 shifts5
*. During years 6 through . . . . . . . . . . . . . . .8 shifts
�:: During years 11 through 15. . . . . . . . . . . . . . . . . . . . . . . . .9 shiftsr ,
.V:.
During 16 years through 23. . . . . . . . . . .10 shifts `
During 24 years of service. . . . . . . . .
successful
"`'• employees. accrue vacation leave upon ;i
(c) Probationary e p oY
completion of. probation and are not eligible to receive this benefit unless they
have completed probation.
uted an a bi-weekly
' (d) Actual accrual of vacation leave shall be coup
basis according to the annual vacation leave due according to an erplcyee's
A.':° each departnr�lt director so
years of service. Vacations shall be scheduled by while allowing as
as to mi.niinize overtime costs and departmental
" much flexibility to the erployees as possible.
1 ees with benefits shall be subject to all the
(e) part-time erp oY
provisions of this section except that vacation leave shall be credited at me
t' half the rate shDvm for full-time arployees.
w�_yr ia= 12-2. Arxsual
4 . _
y
(a) Employees may accrue vacation leave to a r[raximtun of 240 hours,
.`} except personnel who are FLSA exeYpt may accrue vacation heave to a maxims of
360 hours, and members of the Fire Department accruing vacation 'in shifts may
acme a maxim=is fourteen (14) shifts or double the annual accrua
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
F � t director and approval of the city administrator. Vacatoan leave shall
t or is receiving
departmen
� not accrue while the enploy� is absent from work without Pay ation.
kt, benefits from LAGERS, long term disability insurance, or Workers Is
31 November 1, 1992
i + AMY..[ r. ' ,}i L. f4JY,,:t.i. .k'2•z' Jr` i TS..t I S... ++ 't..t, r� f 6 l ii+ S t ti a,tt z i T c . 3 s^i�z5ta•T'1 17'l
tYr'•,r• ifi
h. .,f 'C 4y'S{B�pytt �.it zrt�•, r�,r(rl='c1,h.t t,. Tf t �r�r.. t E ', "'C r y >,S' V f l�SkE �} r�+yf�l +t�'?•11'x;,!' •S 1 !1.
r...
f
+; 'r '„ i £t �;� X12t�u�Yi t tt.�d{ ttl cS ..,# .�t P y 4 i f L'. t � >6 a „ n�X��Jv {»{ir•�-�>r�,( '�.
.Et.rt .¢ w:,��.i.+Sy r•St f t irk f4'*, 7' .:f r ! ^ +. +:r } {r f .�(r F?r yA47++S�kr't`r�fFS,�r
' I .. ?'{,`�:h1>.A'yrYs3`�rR, r1� � _ rM 1t y 'S S ,'{ ..t, r+ .�d�t.a;t .t'�.gJ� �F'~�i' •,t i�
•. ai'i��tt r: 1;.tr,z. a tY: v i :r•. 1,
t!'4 N
"+��t;. u � j i•Lt"�£,5 .,{.5� ;4t,�n�:=yri 2 r� t:/ r� f ? .-4 '{ ra y- 4 k �
t'S W,
152. { At + l z. t� r , J °r v s. +t r r }Zv�¢'f ,, .J•��.,,�34�,s
+d,}; ,J�t �i+4z #.S c{c J k' "..t,� .,d } s#k�tt�. `y yF•.., .�•:� ;y,.
{s''}; .'yJt' :T C `r'+�.i' i S� °ft �P .�+s Af :.rcf. t t t E t iS�s M t•.? t.i '6y{ A.`�! 4=
�[r�iP?.
r'r
N 'r^'t��V it! rt , Y�r4i ' }r p T
5
. Y��"t 5
r
y ,aM1..:1; ''• ,�. 4.t f ti(TM` rytt 4t. ���� y w� � r r x "ti U r Mrmit�ek� ����F►ZMitlit9hltA.`
x `�W�a+w`.•'w.3:,LL+.:,+:,.:.mS..s..a`..r ,sa...,....a�.al l....�...f....:.is.:.Y�_^..,..i.u............�a''"....___.u.•.•:,,..0«r.f+p
"X
•a
nO .. '..
v °y
=, <1 t and is re-employed any time
t (b) If an employee leaves city er►ploymen
after a period of ninety days, vacation is considered as for any new employee•
Otherwise, the employee may accrue vacation ccauensurate with total years of
' service.
r,"r
Section 12-3. Pam S�tiosa. n
muv.ci 1 service due to
Any employee with benefits leaving the Aa
" death or termination shall be cavensated for vacation credit K
resignation,
` unused to the date of termination-
pal be eligible for such catpensatiQn,
f ran the r�wnicipal service must ca[ply with the provisions
k
�. ! erployees resigning
r .:. of section 16.1 of these rules gavernrn� resignations.l�al the to the r
l ee, caTpens
f '` separation due to death of the emp oY n
.'ti• employee' beneficiary. No accrual shall occur after date of terminatian. ;
s
motion 12-4. HolidOWS oacurru� d vacation period. `
in these rules which may occur' during .
Any official holiday as met forth
vacation Period shall not be counted as a day of
-
an employee s scheduled covered by the previsions of 11-1(b) , any F't
if
vacation. For arty mployees they @k a
period of sc ieduled vacation t}1 will receive
k,r.. official holiday occurs during a per :-,r#,
the appropriate holiday pay addition e vacation pay.
app ho in a to the
section 12-5. Polio and fire dqprtnent vacations- �� �`;
Xf
d fire duets shall be eligible to use <K :<; ;
.' a Personnel in the police an probationary
x;�
t accrued vacation leave after the carpletion of their one year
w:
periods.
{
Section 12-6. Use of vacation leave
Vacation leave may be used for the purpose of sick leave if an employee
Y. .0
has used all sick leave accrual-
In the event an employee is receiving '
disability benefits from LAGERS, vacation leave due the be
employee may
coordinated with the LASS payments so the enployeeIs benefits MY be increased
r o°:
' to not more than 100% of his normal base pay as long as there is vacation leave
to draw upon.
AKTIC IZ 13. SIC,`K DAVE
r `f section 13-1. AMMW#-
x
Errployees in the municipal service shall earn ten (10) hours of sick save ;
,t with pay credit monthly except for fire service personnel assigned to fire
'?
suppression duty, who shall earn seventeen (17) hours sick leave with pay credit
� ee�with benefits shall earn five (5) hours of
monthly.. Each part-time employ
sick leave with pay credit monthly.
' section 13-2. Yben tam.
*.;
Sick leave with pay will be granted for absence from city because of
.4} j le bodily injury or disease, closure to
actual personal illness, non-�
a contagious disease, or to keep a doctor or dentist appointment. Employesnay
32 November 1, 1992
S +
a s r`��;s `..{r", ' +Yf• 't 1 a' t` " � �> " y�. 'n r .i6.dt :o i� .rs riti! "�r;"�• �d''i„ n
r.
yy
�
fq r
a } } e ?1t'� �•�t r,,, r p a r r ''?t Y r "f n r 4 � C: s�M xs
y.1,oJj.`t' .)s� • 'i `'�4 i, r a C s.a?�. ">° w s r,�k!re x:lj;�S+ Fll,
r ;Y', `
4J+ vy �#
Mill
ri crs s sat Urip
•�ra`t••;'ti {`s}`{n 5tf{ .,P' .gat iE ; 4 ..ir.rt t. '`#
, � 1. a �.+q s ,i•r,} L�'{ r�i r r� �Py ,k ,)��.}r•f{xi k . a {�ti s 'F�"Si' °Y r� i s t� {.�.
•-:. .rt ' :Z'�I, t �i.�E+4 "f}yFl3't� kt4kdM,Tn yrs}r tkri i;5#''1' k� i�i f�kX..1.4 T{rj^}jP �+iit�ks="s + (F �
Name
,.f'}' �°+-r•� �i q a ,�'7�x ,�s1n�'3- 4 r C i� f� 'r �. 4 c it =6 't f t' r a f
�� .. f,�, �L�', t ii f� ,.�j, ., i .}c; l F. lf.c. . _•', r,v, at3,�.[s"�.# i„`•>�„�,'°'r�S•.:K.r-�i„d
.,,, �4 may.+r .r K rr.., ..Yf`,'•: e :,':i';•.. `'�',r���t`'�rrt�ff`'1�'�.'�`���7s�°+,`:�:�'rm
,�iit9:•iii+'.u.`.Rki�Tt'X+9{�M`i'�.iv�E9�.f'�?'G4C•.�''�fr��.�`r�.' e'.�Y5+45lMLU+lta.xvt:,m w.._... .., n..�.tmrir?.. •, .. .
tR h�..hr r
It
use up to nine days each year for illness in the employee's immediate family a
whose principal residence is in the employee's household, provided no one else
Y
is available to care for the individual involved. Exceptions to this provisionG
zs
MY be granted by the department director with the approval of the city
m 1 ee has no accumulated cfrp time or vacation tire.
administrator if the a oy '
ed immediately id holiday
Sick leave shall be grant ately before or after any pa -�Y`�3��� :: •
1 ee rovides the department director with
r the
or paid vacation dray only if Employee A t• :,
{ the physician's written notice of medical reason the employee is not able to
work or mist avoid contact with co-workers. If the employee does not furnish ,
the required notice, the employee's vacation or c Tpensatory tine balance shall '
ii be debited. If the employee has no accrual of vacation or ccgDensatory time, ,k
I day off.
u
the employee may not be paid for the � ,r{ •,,�';�'
retirement ''
Sick leave shall not be granted in cases where regular . }
retirement or long-term disability insurance has been a '
disability approved.
although
1 ees are not eligible for sick leave gh sick
j Probationary amp ay ' t
t. Full-time
and part-time
leave accrues from the first month of E mploymen r
!b ...,
ployees with benefits are eligible to receive sick leave pay only after they
Em ! Lfrrrf� Y,r
be excused
have successfully completed probation. Probationary employees may y '
work as absent without pay under the conditions and terms of this section• '.; :
from
Police and Fire Department personnel are eligible to receive sick leave pay � �
leted six months of their one year probationary period.
,.ter cu A L c x
after they have C
azy absent of the reasons
When an enplayee finds it necess to be for any
zvisor
<: specified herein, he shall report this fact to his immediate supe .
3 p�•
Departments may require specific time frames for notice for work-relatedjE� ;
purposes. Sick leave may not be granted unless reported to the appropriate u
supervisor during the specified time frame.
An employee must keep his department director informed of his condition
if the absence is of more than three days duration. qhe department director may '
require the employee to submit for any absence the treating physician s written L
notice of medical reason for the absence from work. Failure to ccgmply with the
provisions of this section shall result in del-dal of sick leave. Abuse of sick ,"g
a
leave shall be cause for dismissal. 2 `
No refund of vacation time shall be allowed for illness incurred while on +�
` vacation leave.
Arry authorized absence due to injury or illness covered by Workers
Compensation insurance shall not be charged against an employee's accrued sick
leave.
If an employee is disabled for a period of one year or more and recovers ;4
sufficiently to return to work (medically cleared) , he shall return to work at
• y,e same pa as a minimnun, that he left. He is not guaranteed the same
,t .v
position when he returns, but shall be given a position for which he is u,
reasonably trained and has relevant experience. a
If a part-time employee transfers to full.-time status, the employee may
' t use any sick leave he accumulated as a part-time employee.
tr 33 November 1, 1992
a ;��`"�`+ �l. 5�r`ti•�".�x�N�ut� ,x,rA'# �>~�� :�i'NZa�::aY ..,.., a r�ar«+?r +'• jr�y�• z•
i •-3. :.k,.4 2�'fLt',ft214 x f rlf� ��� 1#a
i rlt 1
{ 1 I
M t.r..; I' .. '' '��+rYP�"Y3.�•"es`7�N � +d
1 io, :'*• j4 �'3�itt`•y�• r�°�v! }. F ( , ..�' .. f f4'S L .3`�zS ;t
�fF 4 ,� � 3J`�Y'r • 32 t ,e �.. r r 9 1 ,q t�`": r
. F rte 7c : �S ; r r*t f t .' :.r .. ... :� � t}y ��•� � ��+•
• R {'r t .. _ ) t! y•,• r s�+� �'��YY,# tt' i}7 /.,� 1t�rjk
4�2 '` �g�`''YsF C�.''�'Fi".����•�ro+i)`�'f'ya�f$1 L;;',f..;¢, r ,t A, t `q "h, .. j t. .';�k�i� ,:� ":�•e�s_F� j r !7�� '"` fii ...{
p,�' �, t S3 +a,( h r. ..iw.t.uL,.rt�:.c.�.t.1,??�,..4�''r,!t......t,.,�r S!`.s,..,.......3: .r.�i.�.u,tta...-.>._. i„..,.....`':5..+.:.:u...:ewiit{�ik!v' '�z'47d@ ! eWli�lt�L.ss<. •�31nY
k
'There shall be no c pensation made for sick leave accrued when an
t of the City except as provided for in Section 13- e
employee leaves the en`plcynEn
4 of this manual. There shall be no use of or caYpensation for sick leave when
an employee is transferred fran full-time status to part-time vrithout benefits
"4
status.
'f` swti= 13-3. AWzW1
. a
4` Full-time and part-time employes with benefits, except employees assigned
to a of one
to fire suppression duty, may accumulate sick leave with pay
Fire service personnel
thousand three hundred and ninety-two (1,392) hours•
rrU,
accumulate sick leave with pay' to a
assigned to fire suppression duty m�Y
ei ht hundred seventy-two (1,872) hours• Sick leave does
maximum of one thousand g or is receiving
enployee is absent fran work without paY
not accrue while the
term disability insurance, or_ LAGERS. A:; �•
benefits from orkers G ation, long disa tY
-4. MaMntiW
V
e from City emp 1 t after mini=m
Employees who voluntarily separ at
of five years of continuous service shall be eligible for a Pmt upon
separation of a percentage of the total unused sick leave hours accrued as of Y.
which rate of of the
ration shall be paid at the final pal'
•:x.. the time of separation,
aTplayee. The rate of payment of such unused sick leave shall be as follows:
5%
Nbre than 5 years, but less than 6 years 6%
6 ears, but less than 7 years:
More than Y 7%
More than 7 years, but less than 8 Years: 8% H
s ;
More than 8 years, but less than 9 years: 9% ,
More than 9 years, but less than 10 Yearns 10%
n. ,
more than 10 years, but less than 11 Years: 11%
More than 11 years, but less than 12 years: 12%
12 ears, but less than 13 year's:
More than Y 13%
` More than 13 years, but less than 14 Yes: 14%
More than 14 years, but less than 15 years:
.,' 15%
+ .
More than 15 years, but less than 1 years:
More than 16 years, but less than 17 years: 17% :
More than 17 years, but less than 18 years:
firs Fr More than 18 years, but less than 19 years: 19%
More than 19 years, but less than 20 years: 20%
More than 20 years:
1 ees who are involuntarily separated from service shall not be
Employees
eligible for this incentive.
,t !
a
rc.
ARTICLES 14. SPECIAL LH&VE
Secticn 14-1. zpproval auth=:LtY.
A department director may approve requests for special leave as defined
` hereinafter in accordance with procedures established by the city administrator.'
r
a
fi
34 November 1, 1992 ;
$t r f` fY a{`i!i?'fir
{
r i `M lC rP�,a f� �er ,u+ , AY. rt t`+..•"'+"7h�{f7 4�� �'trj �"``�1l l�$r� t'j1 +iF f��a far 7Gn
fi { �JmiWy
�_ + t t r� �y�, f °�r ,�u fl} ��� �t r r`'�/siwt `'�cl�i y•+�t� � 1
l� �F jYa J J rJ ,;h
t"`f1,ti�
i�'�>u.�Ft9n*Jr'
;» s` .�Ji{ f>^£r �£ F `t�t F � tt k'+°'{rrti ij 7i'ttt"Sr+t, ifs�'� •r"¢i'C �`j C k.
Y £ s.�ro t N't tt+., S ixf 'h) +i r"'Y '.t it� k�` 4 � ��L f��r�•F 4t��'s�'
t K�, , ?� .yy1"` S .L {i +J' `• �+- , �C '`iG 4 T +rf � { "Y
r��,�. � + mef}` 1�S+k ��Jtr� �•,"+.t1 +ry ai�*�41r q.�Y'��, t k�� tr t,,'� ���f-�.. ,fir �i. .r�r•i'�.'d tl rY�trs�, F 'y��s�{{j, 1�, :�
�* f �, t �`. 'ir rfi' � �. 5'': 1 171), t,t. .. ),,to '' •r`5r q •,,�^.� 1 ,t {c,i` �r.4tt�+ '�1. } '^„ f
kV
rA�,4..;�,: t„• .. .. .. , ..7.. flf F alt. N .��a}”'"F
1,
cc:.:,r.F.v1h*8.'�RY1�41SYX �,��iZ� ,�N,}}�R,T'/4i'S..),skrY .L..n,h..�s e,...,«<....r........;..., . .., .'a+4..'%i 4r6o 4;a..:; ..',l�j..�,!��.�,.'.�>�rt?.w��{.�LC t.`ij.'S,�,51'•'•iti3Y.�n A"j �•; `,t� '•,
{ t k
t i
Section 14-2. Oouxt 16ave. �`Sa V
° Full-time and -time employees with benefits subpoenaed as a witness
in a civil or criminal case or selected to serve on a jury, shall be granted ,nKk'oA'
paid leave during their absence; provided, hamaver, that all paynents provided
x .
by a court for jury service shall be turned over to the crployee I s departnent
director and transmitted to the Director of Finance for deposit as miscellaneous
revenue. Essential personnel such as fire employees, police enplcryees, and
departnezt directors may be required to request to be excused from jury duty by z
F the court.
f'.,. Probationary employees are not eligible to receive paid court leave. ti ,' ;
Section 14-3. Military leave.
! (a) Eligibility. Eaplayees who have been in the employ of the city for
i{
at least one (1) year mTediately preceding leaving the service of the city
i
directly o enter the active uniform service of the United States during a
y P g
national emergency, drafted into such service, or employees subject to ccampul-
sory service who voluntarily enlist, shall be granted a military leave of s
absence without pay to extend to three (3) months beyond the date of termination ,:
of active uniform service. The term "uniform service" as used herein shall f 1>
include the Army, Navy, Air Force, Marine Corps, Coast Guard, and Public Health
Service as well as all auxiliary branches of said services in which either rrnn
or women shall be called on to serve, but shall not include services as civilian
II as used herein
employees of any of the services. The term "national emergency
determined by the Federal goverrmient.
shall exist during such period as
?r leave shall be
military Yi
(b) Restoration. An employee returning frcan °''"
entitled to restoration to his form former position provided he :make s application
within three (3) tronths after his release frcan duty and has been honorably
;,:xr7Ex 4'
discharged and he is physically and mentally capable of performing the duties
of the position involved. In the event that the position he vacated no longer
exists at the time he qualifies for return to work, such person shall be rYt •�
F entitled to be reemployed another existing position of the same class.
j,7{r r
An employee eeting the eligibility requirements of Section 14-3 (a)
m t"
the City to an an not to
shall have their base military pay supplemented by tY n•� ^'
exceed their regular City pay for a period of up to six months while in active �.
1 duty. The remainder of military leave shall be without pay.
(c) Salary. An employee returning frommilitary leave may be reemployed
at the sane numeric step of the salary range he had attained when granted a ± t;
military leave. He may be eligible for a merit increase upon ccampletion of one ,r
(1) year of service which shall include his time between tiffs last merit increase
and the date military leave was granted to him.
(d) Disposition of vacation and sick leave. An employee who leaves the o-
mmicipal service directly for such military leave may elect to be paid for arty
accrued vacation as he may be entitled to if he were actually separating from
the city service. His decision shall be noted 'on the personnel action form
effecting the leave. If the enplayee elects not to be paid for vacation leave, '
accrued vacation credits shall be reinstated upon return of the employee.
Accrued sick leave shall be reinstated upon return of the employee in either
F+ }
case.
35 November 1, 1992 , r
.�h�`Mj x)J'."+�k'FY-. fJNlft.wwa^""'....,-_ .. .. .. ... .. tt Ssi;'t 3 a 7 sl,w: 'v Fr�rr,:-„a,...•.....- ,,, ��� •
r 1`h,'a s, gp•
s ;
s
f iY J Y
t. :, •ltx !'ttJf ; ,1
�f tt`F,+:, ` tit 1t •1 aukkk � z a ' ;,`
i;11MAW tr+bs
�rin
,y {
M1fi dd�s' .Ari
Sectic�a 14-4. Idlitary trainiW leave of abseme-
4
1 ees who are or my becc active hers of the National :.
(a) All enp oy
Guard, the Officers Reserve Corps, or the Enlisted Reserve Corps of the United
t shall be entitled to leave of absence with pay from their
States Government without
respective duties on all days during which they are enployed or. wi pay f �=
under the orders or authorization of cc.�rpetent authority on active training }M
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) Federal fiscal year
(Oct. 1 - Sept. 30) • Fhpla�yees requesting this leave of absence, with or r
withAUt pay, shall provide docummtation of the orders or authorization. oL
ty for the tip period for which military leave will be taken.
conpe
tent authority p�
b Al 1 employees who may becNne active members of the National �t,� f° •t:
are or °t"
' ( ) Reserve Co s of the United
Officers' Reserve Corps
or the Enlisted Corp
Gtiiard, the sessions which
States Government who are required to attend monthly training
conflict with their normal work schedules shall give advance notification to
their supervisors in accordance with departmental rules and regulations.
nt{fY
Seotaon 14-5• Blood donation leave.
•' Red
to donate blood during
Fhplayees ray be granted time off with pay }-
a. }t.. .
Cross blood drives on City premises. However,
safety should be considered in �t', ritu5'
job requires
decisions to grant time off for blood donation. If an employees cold or hot
physical work, strenuous activity, if performed under very _ :
active phys POs risks to him or thetrLrx, :±?
' conditions, or if his job routinely involves any Po
in the work
x public, the enployee should not be allowed to donate blood early , ? .
shift and carne back to work. Atterpts should be Trade to arrange these donations
�• late in the workday so the atplayee will'not need to return to work. r'
swticxa 14-6. We=ity leave- .
Maternity shall be treaded as any other non-duty tenporary disability
T
covered under the rules pertaining to sick leave and leave of absence without k
pay. If at any time during pregnancy an eiplcyee is aware that her and
her
unborn child's health is endangered by her job, she shall i�diately rake this
fact )mown in writing to her �t director. At such times as deemed
necessary bY the departmett director, pregnant ecploYees shall submit to their
department director a doctor's statement indicating the atployee's physical
ability to perform Pier job. Enplayees returning to work after childbirth shall
submit to their department director a doctor's
statement indicating the
,�, Employees are required to
�loyee s physical ability to return to the job. Emp oy
}`r return to work within six weeks of delivery unless they sl.mnit a doctor's
statement of medical reasons why they cannot resume within that time frame.
Section 14-7. Leave witbut PaY- .
F1u11-time and part-time employees may be granted absence from duty an a
t director
non-pay status for personal reasons when recam er d by a departmen
and approved by the city administrator subject to the following provisions:
(a) The aTloyee has a non-duty teYporary disability as supported by
certification of a licensed physician.
36 November 1, 1992
yam, i r 1 � '1. tt-{ 4 .t,ate •�ti''.�P�titt� �+� Y
_, •'r ,! r � � '•4 $ '.c�a?4 �t ...+e J t 4v t Y a is
.+ t}f;�i } t r} )4 � ! t ,, + r}k,•'k,a j t x 1 f }'� `?
•:y �; +u t• rL `,; 1 tet ra a 4 t tl't} c 4..P �3 Tti4
3.�'''{'�,t'S�f'`,t� '�'•t
1� ,
.� r <+yf
,-rx
1.,
.} i Y6 Yr
(b) The employee is required to be absent for extended care of an ill.
< � or injured member of the immediate family.
(c) The employee desires to obtain educational instruction, if the
successful completion of such instruction will contribute to the nunicipal
f`
service.
(d) Special assignment 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 �?
parks and
department director and city administrator, or the director of
recreation and the parks and recreation commission, as appropriate.
:y
Application for leave without pay must be submitted in writirig in a format :. .
and manner prescribed by the city administrator. Such grants shall not exceed a�41 �
a period of sixty (60) calendar days; however, extensions may be granted by theft° p
�'r;os SsIJ,P.t�
: department director with the concurrence of the city administrator in intervals
not to exceed sixty (60) calendar days.
.
Secticn 14-8. OccLvaticnal injury leave.
a employee who sustains an on-the-job in shall immediately
( �Y � 01' j jam' � y
report such injury, regardless of severity, to his iraTediate supervisor. r1he
r: employee and the immediate supervisor isor shall p re par e r equi red reports of such
f injuries and submit same to the Department director and Personnel & Safety Wfl �
Officer within twenty-four (24) hours of the accident or the next business day `"
after notification by the insured employee. '
a,.
(b) Employees injured on the job are covered by the Missouri State
Workers' Compensation Act. This law provides specific benefits including
payment of approved medical expenses and partial payment for loss of wages.
V:! Payment for lost time commences after three full days off from work. The first =
? � three full days off are covered by the City, but if the employee is unable to
return due to injury for more than fourteen calendar days, whether consecutive
or non-consecutive, after the date of injury, the City n
� ty workers' ccxmpensat;on '
program then covers partial loss of wages for the first three days. No
adjustments to any leave balances nor recou money will be
pment of this rmnn
undertaken by the City. If in any pay period up to three rmnths after the date
of accident an employee does not receive sufficient wages from the City to cover
a group dependent health insurance premium under the City's plan due solely to
{'I a work related :injury, the City shall make up the difference between pay and the
?.� insurance premium.
s
A� (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
tt
taken as appropriate.
Secticn 14-9. Abseme without leave. .
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
37 November 1, 1992
�1
ti
Z Yi�xFb!1 'C.�}'�t, ` �i �i�A"�' c+.. �YtE'p�°a""°w' •».-�ww.•iatt,:f,x p ti..s .r\' r c
taw t > 1 ?.' \\ a3
��,yl���t+�r�z\�j`� t��'�'I t»' "rr$ i{. .� ,'J L ,'••i f{ '. s;i tt, rx�£ ^:���r '
. ? Yk1a"it
"•� ! Fa 4 7: J �,`.�.1'e��{^.�'`"y`.J1 x p11�, � v t 4 E J L f ,.r i x a t `' L[ s: t.,J itr
J' r a::,7,�'w�atZc4L.u:ra`'iw'wC+w..._r. l.•..,tir ,_.,. ke._..,,,.K„ ., L..v�., _..:.:wlWf:.ewe«.�1W1�I .. "�i `� i. .x
,'ti, sssTTT .
µ< department director. In the absence of such disciplinary action, any employee
who absents himself for three (3) or zrore days without authorized leave shall
be deemed to have resigned. Such absence may be covered, however, by the
department director subsequently granting leave with or without pay where
extenuating circumstances are found to have existed.
,r
•i'
AM Sectic n 14-10. l leave.
t4
Pall-time esmployees except fire dot employees assigned to fire e.
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 x
funeral. Members of the fire service assigned to fire suppression duty may use yyy
one working day for each funeral. Part-time employees with benefits shall be
` . granted a maxim n of twelve hours funeral. leave. In extenuating circumstances, .
the city administrator may approve such leav& for other relatives not included ^;k
herein.
Section 15-1. Health and life �.
t
(a) Full-time 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 N.
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 own expense by providing thirty (30) days notice to the Finance
t
Department.
r Secticn, 15-2. Cafeteria Plan.
Employees who are enrolled in the medical insurance plan may take
k 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 am ants for these and dependent medical are deducted from
gross income prior to income tax deductions. Employees may also reduce taxable
income 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 enplcymant for new employees and during an annual enrollment
for current employees.
{ Section 15-3. Retirement plans.
" Full-time employees and part-time employees working 1500 or rrore per year
` will be enrolled as a participating imenber of the local goverrmment retirement
plan (LAGERS) after six months of employment. Ermployees make no contribution
to the plan. It is paid for by the City based on a percentage of the employee's
salary.
38 November 1, 1992
H, ��YY f 5.r'•!S n�h f ili'' i, J Ei`' (J ^.-'-'fr:""v Y S't .9 J J i1 0 5.4 R 'k ,
d6 1
ry?F � J Ji �4 t�e 74��rt J 5}'x �4,`f JY.�13 yi ��'°tr T�d.�a�i y m"y��,^' ��r•'�'" `!tr
"lf fir ,i i at'' ,yM, �1�rh= IL. ttif�Yr!T r' ° Xf r} pJ.i!' JR t'L cox s.t '^�.nyk H Ee: yk 'x X°z>fis� r.
} tY J � ��t�P } J�a S f�f J$.Y ( :.�' 1 '� t`rStt:C tf f.,. '^t s* 4•{F ,tl "xs t rr 1's:p ah'a
�,. ' '"� �'': t X$^� a.Ji° t .•i: .r1, f1y.7 it-!1� n �S F tr S rt-� .at � (� :y-1, � ,5 .s ,
(
«.i�i•.M�lYY'o yf,�^sZtl�dt� i r d.rr ... 777777,777-
. e
t z t PP 1
'� •tl.�'hr'��`�`ii•+,t•�i .tP+r�tl.afts�>���'tj''u r2iY ':'rts k 4 ; �i .a i '',t ��� YY rrt,rSt� QD4.. y
rr �ik5r} d"�1 '- th�ii.a ?ii
rt14°'�,�.�,��• 4 }.... ,�.,c 4, 'C1}L`YfS'.OP+ {InssWl�FwJi.wike��a;'h�l8�i'a k� .:1.nnRia'v.,��'�'��3L�:?--�s2r .���� .
t.'
'A:'9
ion 15-4. referxed cor tiC9I-
in a deferred compensation
Full-Dime employees mny elect to participate
program offered by the city. The city does not participate monetarily in this ,?
ici to in this program until
} r am. Employees shall not be eligible to part' pa
4
pthey have cc�leted probation.
Sectioaa 1s-5. tal ?c�with services
•
As a benefit, the City has arranged for reduced rates for all city
` address for services
employees and their immediate famm flies residing at the same
provided by the Family Mental Health Clinic. The Family Mental Health Clinic's
address is 1905 Stadium. TI e telephone nuaber is 634-3000. ;r
li «3 c jj
Swtion 15-6. Credit I=AO
1 Credit LL `
City employees are eligible to join the Missouri State Employees' Cre
y or ,
l f this benefit at 1815 Southwest Blvd. Payr oll
Union. Employees y app s. Forms for this purpose may be obtairied in v1
%'. deduction is offered for enplayee `
°•r
the Personnel & Safety office. k ,
ro
,x. Section 15-7. ZW10yee assistance p�'8m• '
immediate
t.` and 1 ees with benefits and their
�. Full-time Pmt-time e 01' 1 ee Assistance
families are eligible to utilize services provided by the Ere
Program (Epp) . 'These services include individual and family counseling, legal
111 636-8115,
be accessed by telephon' g
services, and financial counseling and may
or supervisors may telephone the EAP and make a referral.
A{` Soctioai 15-8. IsmV-tem disability insurance
t are covered
1 ees who have completed si.x months emmplcymen
Full-tim etp oy
' by the city's long-term disability pr_cgr'am at no cost to the ere oYee-
an arplcyee must be unable to work due
rib receive benefits under this Program,
i to a non ork-related illness or injury for a period of six months and the plan
w
v: k�11 .generate pay 60-70% of the employee's normal paycheck.
section 15-9. Bd=atioai plan.
pMF•;^
It is the policy of the City to encourage its employees to further their
education above and beyond what is required for the performance of
training and further this policy, the City may PaY
their duties as City employees.
tuition ties as meent to employees who obtain training or education at subject to
their own
ff i�✓
initiative outside of working hour's• The funding for this plane � advance
the annual appropriation process and to approval of the expend
by the DEpartment Director and the City Administrator. only tuition Y be
reimbursed, Employees shall be responsible for all books and additional items
Fx'
required for the class. No City funding will be provided for tuition costs
t 1 ees requesting
equi
covered by federal, state or other financial sources. All emp oy
financial aid under the tuition reimbursement Program must camPlete a request
form and have it approved prior to attending the class. Failure to obtain prior
will prevent any reimbursement frcm occurring.
approval w� fails
Any employee receiving
financial assistance through this Program who
' to work for the City for at least six months following E'cnp
lotion of any course
+ ,} November 1, 1992
39
r � �'' n•�1��';`.s1. { t `t 'P t t �` t, �,�rt=S r
t�' '2� i�4k�". �3(���a�$ry.*,tic to-'J�.'+fir }�'�-{ , .J f. yet , t i i:. t 1 �,1�•aJSr,�y,; °+ t
'�i�r<�a,+`y^��yFr£1 .rr x a x t Y'U�'r( + .: .•f r r t ]�.tt„„�� r{'JY�.�.r
' ,ti•�Ra,'. ✓ [ 17. 1 t>j. r � t r . i ';t� �- i , )��7F Q a 'r'� �+. r .f�i
T�1'st.?�fj'Y t 1Ct �. -�' <• � v. ,r ; ` r c ;'3.' Ft.4�� d��' f�t' �' I
{• w� r�� 1 rt4p �tfY`r ratrt`"` t'7` µ �.e� i t a rp. r r ?; 2' "j�ek,
3t•, ('3i �kf' r y,,'", X„� st� i{ .'1 s `�. ..;%�` r..."r t ,. �S?' =�'{q�.� r a .a
t
K"
7
1 V '41
shall reimburse the City for the full ancunt of assistance received for the
twelve r=tbS prior to termination Of the employee.
Reimbursement under this program shall be at a level of 75% if course or
and at a rate of 50%
training is directly related to the employees Is current job
r a course
Administrator's determination as to whether
ini
The city Adm
for all others
is related to an employee's job shall be final.
Vii services, reimbursement
may of course le egployees n ey select the pr
my be based on the lower cost of the organization providing the training or of
am
or similar Jar course available at Lincoln University Or University of
the same
Missouri-Columbia. Prior to re:ild employee being paid, the ex shall mrsEn-ent f C or"better K .
provide a verified official transcript indicating that a grade 0
and a grade of B
was obtained for all courses below the college -graduate level
or better in any college graduate cours es for courses that are graded. If a- letion shall be submitted.
course is not graded, a certificate or proof of ca rp
15-10. Tai ning
Any and all training required Of an employee for Performanc e of his job
duties or enhancement of his performance of his job duties shall be paid by the
in obtaining the instruction and performing the requireII
City. Tine spent training shall be approved
of the course shall be considered hours worked. All ro
-
in advance by the Department Director.
4
MAMMCIN AM DISaanaNAW XMCM
ARTIMZ 16.
Sectim 16-1. Pasigmticas.
Any eMlcYee who is in good standing ray resign from the service b y
presenting his resignation in writing as contained herein• EnPlOYees holding
positions in classes assi gned to pay ranges one (1) through Forty (40) mast
present such notice of resignation not less than two (2) weeks prior to the
effective date. EaPloyees holding positions in classes in Pay range Forty-One
directors and city administrator, nust
(41) and above, excluding department
present notice of resignation no less than four effective
(4) weeks prior to the
by the employee at any time prior to
Such resignation may be withdrawn
date.
the effective date with the approval Of the city administrator and dePartMent
director. Department directors and city administrator t present notice of
resignation no less than 90 days prior to the effective date resignat
ri ions
Such res s;
joy be withdrawn W a department director or city administrator with the
approval of the mayor and city council. nlis section may be altered by a letter
of understanding agreed to by the individual and the city.
Swticn 16-2- Twmimticn-
(a) An employee who is not in good standing may be discharged.
(b) Prediscil3linary Heari
c
(1) In any case of a proposed personnel action which involves
dismissal, den-otion, or suspension of a regular employee, a
40 Novemb er 1, 1992
I MIT
�w'u,g' g,";
IS I
vg
mw,
NMI
r.
# s�{
t E
'�'-`t� ;Fai'•mitaNe,irw•�i�::i:.Hy,c,a�-s::autwn:ankti!&+k�$'�• -. .�°�iii����+�. : a .ay;
ak,
predisciplinary hearing will be held by the department
e of the
director. as soon as possible following his knowl edg
pending disciplinary action. If possible, the hearing should '
be held within one work day of his being inform of the
potential need for discipline. No disciplinary action shall
N° be instituted until after the ccnpletion of the hearing,.
Predisciplinary hearings shall supplement, not replace, the y .
normal grievance policy as set forth in section 18.1.
(2) qhe 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 eMloyee to
respond to the allegations. This shall not be a full .
'
administrative hearing, but rather a means for the dePartment
director to determine the validity of the allegations. el�
(c) City Administrator and Department Directors.
apartment director is
(1) If the city administrator or a d
dismissed, that person shall be given thirty days written . M3
notice of the termination, sixty days severance pay, or a ,
combination thereof equaling ninety days campensation. This 1
E..
sectionY 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
dot director is embezzlement, fraud, or dereliction of
' r
duties' the individual will not be eligible for the notice
period or ccnpensation set forth in the preceding paragraph•
3acticn 16-3. Faftbticn iu fozcs; lAY off.
r }' A department director may separate any employee without prejudice because
4' notice. However,
of lack of funds or curtailment of work, after giving proper
no regular full-turn any department shall be separated fran a department while there
are probationary, part-time, or temporary employees serving in the same class
of positions in that department. An appointing authority may, with the approval
.t•
I,
of the city administrator, appoint an employee who is to be laid off to any
existing vacancy in a lower class for which he is qualified. All other factors
being equal, employees shall be laid off in reverse order of their total service
r7 r�J'•
with the city. The city will provide two weeks notice or equivalent
�1 ca pensation to persons being laid off and holding positions in classes assigned
Z fr to pay ranges one (1) through Forty (40) . For persons laid off and holding
pK�
q.
positions in classes in pay ranges Forty-One (41) and above, excluding
: ^ dM
department directors and city administrator, the city will provide four vX
notice or equivalent ccapensation.
Sectim 16-4. Fet= of city prCparty.
All employees separating firm the m udcipal service for any reason shall,
�t prior to separation, return all city-a med and equipment issued to the
P��=Y
,. .
employee. Failure to do so will result in the withholding of benefits otherwise
due the employee.
41 November 1, 1992
t t r.i'ri 1155,£'4 k t
... yr/t .* � rt jat�v}4 1 ( t s•Fh',,.,�:,,,r, t7.. J � ✓�v r �nrt r,. � .
�a ' �� �i ac�b �7 ' i'rGr 2 �d�i +yj r r }, i r t t r t'r r r*'e�N.cG d t �..•
fr� rr a }, y 4r�Jk 1,�r p,.. e4 t r�. ^'"+r•'-1i� s 1- r } Ir a� r�r3 {r���
yt'�'�'i"r t :�,�Mr i �1tceN• t
+° {N Y•h is iiM} i t:.a r .r s} t��rFS:r° t t .tt. y d r a ixt 1 .
e Y f s 5 tt 4i t r ) r
J t!f Y
t y J(s� a t a ��t 3 i+>k
51
r
,�
• � A•RA � a� L. 1 4'^� .S � ) t' iY �f' i�T �3
a S •. .V Fj��. v`y�•�2tftfi JN}'rr (�1 7 t 7t.ar�'y �s < } �i +�{ f }° �rr ..r,p 1f �-• 7
P i Sx A f:t �y�h iM r, }f t z rF Xr r tic
' t 1h' Yfr �xx .P•'L y 1' Sj e G7{aF ?,e < y ;r•,.. Pn"C}'"
;;•��!""', .��`a �}:tt b�� n U"j t4"4 r. +' j a s x :� 47 tFS'ft y s j Y r rs"i r b r'te Cr� �.k�� ui''1J
'ara�
;S;Jt' r � S rXk„tY {'1 i'�".'�;Yt yS�.1'�1Y f 5,,� , a r f > .�. f 1;. .f 475s�t}Y.k r�.r•,:`yr''�,.'fat�lk���'� .
rr_ i{s :.i tom• ,'t!�t.{ fir,1+,e((.a�^,r'� Y,t r�t�'Y� p 2 'tr. � wE ."ter r t 1r.' r t ir` r r,txl e. ._' t r` y; 'S�v'� S.� $� w
`' `� r � g` t;'� ax t ;•# i !� <•�, 7" t �. i ns !t { it r + ., r� i'trfr�y s`Y"�r �', �7�
�,. f r�x r; n, �,s a� �: � � � .skt' � :�'$r, n t �.. s ,.,�' J' 2±T'1 f '.}n ,. '• ;:. 1'y1 ��.
K
Now
.i }i' .nr'`�r:;`.s,'� .} }St 5 .s S` 4 ,r. •.... ....�w.A.'�'--- �.•...'w-T�; . {., a J'^ ? yr .�,y `SYri.i'+'t xf `�� t .v
� ,,.1r � �'�' ��7�,,�4a,! `+Sr�•kt ; r rt tt .: .,t ..1 �.� J,.�4';»�'!at':�� � �' � ;•
}, i �. a I�+ .h. 'gdAt t 1�;,{ [[f r t ; , SE' S r .t�! tt ?Y 4 1 ��t, r.. � ..{� � .5 rv• �r(t - �� ��+ . i I� � Ci.�'�
W,ft � l aa� ;� .�? A '! ; �i t}h13`-�rtr siHf..�•,4}} S.s �'Y t .1a ,,t, t .. r i 4 a.s 4 4.. ' r r' t .4.1 ,� 1' wti. S• � � il�i r II 1
z. 1 jL.,: :`. u.rrifztt.,::. �`.:??,..r,...:.yt.•..;:.u.:.t/.v..:w:atw..:rwa ;``a
.iti . t}<•s
lion 16-6• DisciPline' it shall be the duty of all Qrplcyees to maintain high standards of
conduct, cooperation, efficiency, and economy in 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. r
p. Vklenever conduct of an employee falls below a desirable standard,
• M1..
supervisors shall. point out the deficiencies at the time they are observed.
Corrections and suggestions should be ode in a constructive and helpful manner
in an effort to elicit the cooperation and good will of the employee.
,rxrF �..
yS
Any action which reflects discredit upon the rmmu dcipaJ. service or is a
direct hindrance to the effective perfonnance of the municipal government � ,, j• }y
functions shall be considered cause for disciplinary action against any officer
or employee of the City of Jefferson. Circ.-nstances constituting cause for
` disciplinary action are listed below, although charges ray be based upon cause '' 's'
and ccumplaints other than those listed. .
(a) Any off duty conduct which impairs the employee's ability to do his ,
job in a satisfactory manner.
+
-' (b) Adjudication of guilt of a felony or a misdameanor involving a crime
a g ainst Pe rsons or property. '
(c) Mqo or more convictions during a three year period of misdemeanors `
and/or traffic charges.
(d) Intoxication or the consumption of intoxicating beverages or illegal
r drugs while on duty or while on city property.
(e) Abusive or improper treatment to a person in custody.
• (f) offensive conduct or language toward the public or toward city
officers or employees.
2.
� (g) Falsification of employment application or other city records, or
the altering or falsifying of time cards, work records, or job records.
}` (h) Inccapetence or inability to perform the duties required.
' (i) intentional damage or negligence in the care and handling of city
$u property.
(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,
I or resulted, or might reasonably bave been expected to result, in
loss or injury
to the city or to the public.
5;11
(k) Ccnmmission or omissions of acts unbecoming an incumbent of the
particular office or position held which render his reprimand, suspension,
demotion, or discharge necessary or desirable for the economical or efficient
conduct of the business of the city or for the best interest of the nmunicipal
goverment.
42 November 1, 1992
:Y
. .��.�• Rt S s��� �'s v{`r 5���. f l Y S>w r 4 J1 r F (.��.i r r Ott}.irx�. '•< �
{y, 11t � t� �'�'�4'�"ttct r f r } i .Skr' � �}r't rra �+h •rN 4{ F 3��„S
'r� rR 'Yt"tti�i��' ' !+`l f ytJ `•y.�--t '`��r �,.,`S'l, t. a eC ijvt€yt .., s '�s c`tk, '�h� ,� Yr
" .+b•':4 t ��.i�.yZ�S�ld��.,�''�t n �� y0{ § 31 1}'s�. � s 3 fr�l Z'S r� '��tt,t�t �.+a' .
';� ` ��i�f ''�. .r,•!4u°� 3f, r.y3��,,��i rE.�'s,,�'�� t�•:t i�, �r�,(r,tii"� �r r x '�+'��4�,f r-+�:d 2 + i .ta¢¢'�". � e
. { i. 4 �v�t pth frec?�,"4•t� [�w;+. jy r t L y� � a .��ti ! aft' k ��55 �'?{��� �� .
v ,fs i; a t 7 ti t+Pt ,.• t ty, r .1 i k' t ti t y
�4 lr3' yn,"o 4 i.
Z; '�,..t�'7�rtt � `^fir✓
K *r M tn'
s} tr e"9
';AI t4xa y�i
���:,,.
di
¢¢ �(t! ! 7,,�,���t 1�'h Y-��6 4��j �tt� �! 't t If'1• � i N� ' HW' >' . f
} ;� }�t�b"�' >.; Y�`ri SF`9r I�� �4 ,,�j ,� ci�t Fi(f'th dz' -Yr 's. { , �' p?ai,d rr.1'Ys'�'a'�i�,•>.
W ",�� f}�{7 +��, 4 }t 14 t N i �7 L S f 1 :V""•.L " .! A! jFF{�},,it E.
t�tts9'�}��xS"t tS��nzs ti��j f.'(�rpy �S? t s! S�bn.�5��ri t �J � s ", s �^;•,•V"j*. i ,s s 4r. i rn 1.•
,E'fr � Sd rt 5"'v ����LdF t"�C }'1x, ': .:, )�:: . 'r J F �}'y�. �,y( • c v1:r�'a�.`'�.
E f1'st�y.h,!,+s,� �},n, ��,r'6.�r ?„?.F':'tf.3li�y� t {fr.}'kY4tFlkblieLL.rui...I..� }.n+}+4'N3fVi.41.tl�4F� �'�*}' ?,5, �F'J•t�`.A.. iC.�w�UhaYi �` r . ..
(1) Willful violation of any of the Previsions of the ordinances or any
ation of the city.
administrative regal.
js.
yY officer or eMlaype the
(m) Inducing or attempting to induce any ,1
municipal service to comni.t an illegal act, to act in violation of anyicipate
. ;. tal or official regulation or order, or to part' pa
and reasonable
therein.
. ' son of any
part f rcgn any per
(n) Solicitation or receipt in whale or in t expectation of
fee, gift, or other_ valuable thing that is given in the hope or
receiving a favor or better treatment than that accorded other persons
to secure
(A) Use or attempted use of political,influence or bribery
c f'¢
{�. . a increase. AA
advantage in an examination, promotion, or wag 5 ',t
just debts due or anring, including taxes, ”
Y
(p) Recurring failure to pay :.'.'h,' :
due the city, or failure to make reasonable provision for the
=s licenses, or fines ty, his
F . future payment of such debts, thereby causing
annoyance to e ci
embarrassment to the city, his supervisors, or embarrassment to the
superiors,
service.
contrary to
these rules, or
(q) Absence from duty, without leave of t.< ?
leave, �
or after su
e of absence expired
1', > failure to report after leave has proper authority. 6' ;
P4: rov revoked d cancelled by the prop
• ,'f` absence has been disapproved or
'r pn►ent, manpower, or
'} vehicles, tools equi
{ `k (r) Unauthorized use of city vehic �,
4 Az authorized use must be clearly approval .
1 benefit. iY
materials for persona
s'�7#-: : }•;,� mater
,-perv-isor.
l..Lle appropriates
:+' p
. (s) Excessive use of city telephones for the conduct of persona
business during working hours or for unauthorized long distance calls.
a,, 4ti
(t) Abuse of sick leave privileges. •
=; report accidents or personal injuries.
(u) Failure to properly
(v) Failure to maintain a satisfactory attendance .record.
":wtE (w) Failure to report wrongdoings of other city employees. n
certification if possession of
Failure to maintain any license or cert'
such a license or certification is a condition of employment.
(y) Any other violations of these rules and regulations.
•� 'SYI
Sect icn 16-6. Discipline Y actions d®fined.
, ,.
Disciplinary actions shall norm follow the sequence set forth below
'-` unless the seriousness of the offense dictates otherwise.
oral re_primsnd. An employee shall receive an oral reprimand for the
(a) taken by the
offense. This action is normal
,rY first minor disciplinary
: erplayee's supervisor.
1992
43 f/�
43 November 1,
t'
r �r� ,�it�i�7"?P'r#Y7�4tFY!• '^' ^s'^""."r""" '.1:' .r m�'az 4N+�t !t{.,s„ap,.sc,,�'� .f
`.t'tasj
}J
P
`5W 3.�'3'c� , s��k`1¢'
a;.d'•h,�'h, 5: ' ,ppi >r r `}a ✓ _CP 6 a�s4i t ?
will 11A M111111'1111�1�
P.
T
(b) Written Kgprimand. 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
noxrmlly taken by the employee's supervisor.
(c) Suspension. Suspension i a.1 from duty status s the tenporary removal
without pay of an employee for a specified or indefinite period. Suspension
shall be approved by the department director and reviewed by the city counselor
and city aoid-nistrator prior to ccapletion.of the action.
(1) An employee nay be suspended for an indefinite period when
the department director determines such action is necessary
VP11 in the bent interests of the city in cases where an .4
and IY
employee is charged and awaiting trial for a criminal offense
involving matters apparently prejudicial to the reputation of
%4
the city.
(2) When an employee has acted or is alleged to have acted in a
manner which would be cause for dismissal, the employee MY
be suspended for a period not in excess of me month while
such charges are investigated.
f p (3) TAbenever an eaployee is suspended pending trial or
investigative outcomes and is subsequently ew-merated, the
employee shall be reinstated without loss of pay or benefits.
(4) An enployee..may be suspended for a definite period of time for specific cause.
A hearing is required prior to the
approval of a suspension.
moved to a position in a class with
-
(d) Demotion. An errployee may be n
a lower Yexinum salary rate for serious misconduct. Dwotion shall be approved
by the department director and reviewed by the city counselor and city
administrator prior. to ccnpletim of the action. A hearing is required prior
to the approval of a derrotion.
(e) Dismissal. Discharge of a regular employee should be recomended
A in cases involving recurring disciplinary offenses or a single offense
only
involv#g a serious breach of discipline. Dismissal shall be approved by the
department director and reviewed by the city counselor and city administrator
prior to L
-wpletion of the action. A hearing is required prior to the approval
if a dismissal.
(f) Referral. At any step of the disciplinary process the employee's
supervisor may refer the employee to the Errplayee Assistance Program (EAP)
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
in the employee's Personnel file.
Swtion 16-7. Fatire east.
s . All full-tip eaplayees are eligible for retirement benefits at age and
length of service requirements specified by the retirement plan in which they
44 November 1, 1992
2
Nf .
011411M -INi-O
J W i�
• t p.�°�j�'C` r. :fur ��' .l _ w:• �. i .. . . .. .. `' s , ' '.`� �.. � �li � �� ' F'' ,
:� r i`i r• tit k � i t ae �
,t. _} t .;r j•i� t t.stst ,`ywfr�A .;/� } .<: r: .u. ,.'9i ,.f teY {k�•��tu+j t ,• t.
''P t J t )�¢}ra'�m k4Lk { 5tu�,��v.{5 l .�{(, l • .
rr �� �+'�ki�Fi�!yt�'i}'L:.�y�'Y����/.y'.,tl.`ti�$la , is"' }e 4��!{I'( i<. .) � r C! ,t t•�}.,;, wrW :. t ... y,� .,Y.,� p�, ;. 1 t ';:}r S`1....k$Y', pj�sx f
Vw S
i�i3e•{
r�mm
are enrolled. Notice of retirement shall be in the same manner as for
resignations, Section 17-1. ..:
Section 16-8. Hors=ing of rOtirOw• g<<.
A retirement award will be presented to each person retiring from the
be a plaque highlighting the years of
service of the city. 7.1us award may
? < ;service, an engraved watch, or other cr�aarable award. 'The award can be
;
a..� the
presented`at either a noon luncheon or evening banquet, and, when feasible,
r+ i°4t '
± .` ceremonies will cover persons retiring at the same general time. Awards will
r;.,.
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
.; ercq�loyees not included in the honoree's invited guest list and city officials
will be invited to attend at their awn expense.
+;''' ARTICLE 17. APPEALS ALGID GPJMVANMS
u Section 17-1. Grievance polieY.
3,ji
' individual - : 'u :.
It shall be the policy of the City of Jefferson to give ypjs .s;:
employees an opportunity to discuss their grievances with their supervisors in .,,. ,
r rY
:;•..
order to find mutually satisfactory solutions as rapidly as possible. In the
level,preparation, of grievances at any supervisory employees are assured of
Appeals of
freedan from restraint, interference, discrimination, or reprisal.
discipliru4ry actions shall begin with the second step of the grievance procedure
as set forth below, and shall be in the form of a written grievance report. If T�
an elcJyee has access to more than one grievance process, the employee must
choose which process to pursue at the beginning of the grievance and may only
utilize one process.
r r,
be acccs�panied by any person of his
(a) Representation. An employee may
own choosing in the presentation of his grievance as his representative.
,.., (b) Grievance procedure.
9.
at (1) Ural report. An employee who has a grievance shall first
present his grievance to his immediate supervisor within ;
three (3) working days of the action or incident in question. .
If the grievance is against the immediate supervisor,
the
' 1 ee report it to the next level of supervision as
emp oy may ;t
outlined in number 3 below, within five (5) working clays of
the incident. =r�
(2) Written report. if the oral grievance presentation fails to
r4..:P
settle the grievance. the employee may within six (6)
"s working days submit a written grievance report of the action
.;.. :
or incident in question to his immediate supervisor. Within
three (3) working days after receiving such grievance, the
,. employee With a
immediate supervisor shall furnish the
written reply to the grievance.
45 November 1, 1992
0r -777
} ec$', ��� s 1 .e ''�'� BS(t3i�u.••+"a.`!""_.._t .f:; Y^^ i A 3 J k y/, c„ K
�.•Yyf�'?-11{} ..'a� C \. �} 7 � t. � 1 r r s .1.. xY .�.J+ii � g
v.. ° .t•��,b�`fQi�z ttL � tS 9�}t{ ,.. .,!` t Y t inn p ��l'� i��tx ,'J,,.y!�^Y+."���?.i
r.'
�671{; - ,y, 1..+� .i > •.r r � Ti tilt'r'Z rt.�s#,S�, � 'a� :rT`•. t
Q� 4 tr t 4, Yr
Fl
�i,� (,`U setts
1vfm {, m q w d'! �° aS At }. h r+tia sorb
!�'• k.,rt,t :�'Hm �� j s i ... r r t t { Y 7�{a''�i r iT rr1 a'�; t 1 t• 1�,
{r .,� :��}...� �:'+ r. :.:. • ,.. : }� . ._ .. . ,,r{jyT,,e ,..i N t€:�35 r�o �t f';
i V 5411}�. � k`�� R'•n� ),r�' r"n'#6��'JS 4 � i� t z1 ;5 {. r. Y � } t s ! y. t 9 e�sz1a f
� i `{.� •Yt ` �f' ."yC�y-S7 � ;4��j.t1 �.n ..{�t. �`f 4. �;� > S . s ' ? st: � s ..'t fi tt +t. ,qF,,f trz ,sl�J}
1 is iKR i.. .r�',•"i�t>♦ S��fhf� r f tL� D.tt. . .,:: .i •I.t�l .f._....z ......ei` 'r f1 „q1 Y .
(3) A► a1 to department director. If the written reply to the
s , 1 ee may, within five
grievance is not satisfactory, the eccp vy
"' ) working days of ter receiving the reply, submit an appeal
writing t director. The department 3
in g to his �
,•` 1 ee and or his
director shall confer with the a grieved es� �
:. authorized representative before rendering a decision. Such '
decision shall be reduced in writing and shall be delve
n
k`. to the a grieved enP loyee within five (5) working day t
' date on 1 was received by the din
`l which the
appeal
r, director.
' dministral- if the appeal to the
l to
Area city a
,k department director within fails to resolve the grievance, the em-
five ( working days of receipt of the
' rt. ployee maY, rkzn ° .
=r decision on the grievance, sunit an appeal in writing to the
J r
city administrator or Parks and Recreation Director for parks ra -
f. t � .
:,.,. and recreation enployees• Within fifteen ('15) working
s
r; the city administrator or•
of the receipt of such an appeal,
his .representative shall hear matters pertinent to the ,�t
grievance. The decision of the city administrator shall be x
final and no further right of appeal shall be provided + 7
forward one, copy ofitr�
1 ees. The city administrator shall
emp oy
k�{ to the employee
the cour a of action he intends to follow
t
concerned and to the department director
Pertaining to the
grievances. All grievances pert g
(c) Classification gr'
;<< .,,.
classification of an ecloyee shall be made in writing to the city administrator
through the department director. qhe decision of the city administrator shall
g ee shall not have
be final in all matters of classification, and the enQloy
t` further right of appeal-
rt range established for a given
(d) Compensation grievances. 'Ihe pay
class of work shall not be subject of the grievance procedure.
(e) Termination appeals. All appeals of terminations shall be made to
the city administrator w3.thin five working days of the effective date of the
termination.
=L SElCtiCn 17-2. Conduct of investigation.
In connection with the review of a grievance, appeal, or for any other
J provision of these rules,
F purpose necessary to determine the adherence to any p reduction
the city administrator may conduct such investigation involving the p
of records or reports by a m-miclpal department.
f,
`k s"ecti m 17-3. Police.
a 'Ihe grievance procedure for all n nbexs of the police deQartmr
t shall be
conducted in accordance with rules and regulations of the police personnel .
board.
46 November 1, 1992
r } T'""'; � :sfr�ff7x+ 1 t yit v�4L' 't i, '
5t, tt 4 ��
11, k^ fla 1 61 �.5 tkff jV Y; I .i
OYM
¢
rt {y A ! � t P`r`"•�t'�� {"'�1� l� RSE +)S 3 �fN£"'4Y Y) ♦ Y,}y�''� ���5{�`A i
%ri'`,{ ry>. }P: 4 r*+e,;.z}set'T C ✓ (� i *it !'?sl1S �-f t s'�' i .,". :� .1, ,) ; s Ssuf tt is °'IYj #�;�A
1"'
v k 7r
��L c rf ql J•"��n�,��✓a iaR tcrlk4,,ayr s%s� ;rt 2 1 r 1Ce s r f t S � u r ns �.
�,"'� � .c t Cki r�G7}.�illlxLw:.�.�;>�nf,.�i,r��.i7 �" f..s r':S = '.,. ry :,t 3 /� v�nit,�. i} y _ ^�v•
'�u�1Sr�,*-r f 3. �,s f� 1 ,. .t •, t � ' r � .�h�`v,"h4.t�i �'§�Y.���+� ±'�
'$`rtll' Sa2`l'wil Arsi4'i7�wJA.>Set�,wlt4t,P,"fiY�ll. .. .- a 4L M... 4% .
ARTICLE 18. REMDS AND STS
• e�
Swticn 18-1. Pmrsowlel records.
The city administrator shall designate a central repository for all such .,
h . personnel files and records as he deems necessary.
Swtion 18-2. Service register.
1+r'• rye'
•
r1'he city administrator shall cause to be rcaintained a service register of
; . all employees in the municipal service identifying for each the class title.
'Ihe departmental assignment, salary rate, dates of e mploynpnt, emmploymm�ent
t•is �.
;s history, and such other data as he deems appropriate.
MSqction 18-3. Reports.
. tion, demotion, dismissal, sick leave, '
1 Every appointment, transfer, p rommb
or permument changes in the status of
vacation leave and other tesmporary ��-
Emplcyees in the municipal service shall be reported in writing. The city
form and method of xt;
administrator is authorized to prescribe the time, mmiaminer,making any written report as way be stipulated in any of these rules. .'
18-4. Public records.
Section i
f .:
Except for disciplinary action, records involving investigation corr'e- t
moral character and reputation of applicants
spondence and data related to the
files, statements, reports, correspond-
' for employmm ent or employees of the city;
ence, and other data in connection with and related to investigations of
violations of these rules and regulations; examination materials, questions,
data, and examinations and tests conducted by the city; and such other
confidential papers as specified in these rules or by action of the city
• administrator, personnel records shall be public records. Such records shall
be open to inspection by the public during regular office hours, rease
times, and in accordance with such procedures as the city admini strator r ay
m zt�ay
+' . provide. Salary range and position classification information, as well as class
M t information, shall in all cases be made
specifications and basic Emmploymr�n
� ry available to the public on request at reasonable times. e
,
..ut�
,• ARTICLE
19. TRAVEL DES ARTICLE
,�rraiiR - u.
.e
Section 19-1. Policy.
°K. officials, and employees
shall be reimbursed
Department directors, city
for official travel and related expenses while carrying out official duties, or
attending professional conferences and training courses which will benefit both
' the employee and the city.
fi All persons authorized to travel shall be reimbursed for actual air, bus,
or train fare to and from the travel destination, actual roan cost for overnight
per
lodging, taxi fares, tips, and other travel-related expenses upon Pro
presentation of appropriate itemized receipts on a city Travel Expense Voucher
and/or where appropriate by a certified affidavit.
'v
47 November 1, 1992
LIM
f ., y k r y r l i't a 1 7 r4x.X t+s l, t S' f•sG r t
�i} 'c �=`r'� •! G`S�aX14ryr? t, .dti::`ac '++ !t,tt' n ., l 4 {:t !, a r a .r. :s"••,4°' d,b >
�t°
i•,. ry wt -err.+ 1 n
Ilk-
`5
z r;tSV ` rf s a ft t >•'.f L .f I' t .i i u t#" �.a t9 1 sum r;
f
rr'�`} ', t''tt�'ydA��{{{q{q)s' b�e�J pt.�Yc„rpr t n f i_ k.,atl•'i trlZr�.`tt��'f•u�h,���r1.��4b
T.1
.1
.. T?T3't .< 4 .r`" ,,t try r. n.p• v,� �t. *'Y r{. er orj r r: r F t..•, :. Feg3, i.Yt,'a s,t '",
i �,.c t ,�. `..• }t.d`1r4� 7St �. ,r� E,�!'Po �'i
,� rg7 a,p rr,.tti rrgy �tic
;�',a (s.$ a t}�,rs;'f..�r".+�r�S�� tSkL....�'' bGp': tS s It tt,• 't .tiE 4 t Fr r.
•
i
Section 19-2. Travel advancW.
A travel advance mey be obtained by subnitting 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 administrator, 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. �.
Departments should allow ample time for processing of travel advance requests.
Soction 19-3. Reimbnrsabl® e9.
• All efforts shall be made to keep travel expenses to a minirm n. The
'
following expenses for approved travel shall be, reimburses its�ng to
other
established allowances or actual cost when accompa�zied by p
documentation as required and appropriate:
(a) Direct travel including air, bus, train, and taxi fares.
I'
i' (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.
(c) overnight lodging when travel extends beyond 40 miles from the City. {
(d) Meals and tips.
(e) other reasonable and related expenses.
Section 19-4. Ilan-reimbursable a q?=Ses.
The following travel expenses shall not be reimbursable:
• (a) Costs incurred by a spouse or other relative accompanying an
employee.
(b) personal expenditures such as valet service, laundry and cleaning,
entertainment, or side trips.
Section 19-5. Vacation combined 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 common carrier fare or the
established rate per mile for personal vehicles, whichever is less.
Section 19-6. Travel re3Bnburseaseut or reDa`y not of advance to city.
A Travel Expense Voucher must be carpleted within ten (10) days after
returning from a trip whether it is for an amount due the employee or for
payment of the unused balance of travel advance due the . city. Miere the
employee received a travel advance check, it mist be so noted on the expense
'wucher.
48 November 1, 1992
ire' •i, �'� � ' ,
.y .. .. k, • +},. ?ri rAlF�t s *t si..fir } r.y;ct =e a`•{ ''.r ,tYU�' .tr`'> '�,t'3^`§ ..'Y n "`
�__ i_ _ _ .��M/Y— = _.c __,—_r_ � u_ _ ____._e._.__.___'.rJ rr".•_._\ .....�" ,_i_ :+1_S..'.:...ei a a. �.f::.
f. r9f i r 1 n >i 17 Y F1� �1n l e ,!'s .�sr bh x �r sc { ,. "i3 f A •:
Vk
"'r.'—wi4W7! } - '3anka `.a+;.'i .A#n4xdik'a.!4iifii•�a'°3:+cfi; rii:31° +37 a,. La. R�. � w s .. ..
All Travel Expense Vouchers must be approved by the department director
and city administrator before the finance director's office will authorize
processing for payment.
II�a oaf vehicle far official busi s ;r
Section 19-7.. of .
i• Y �:
gtsployees required to use their personal vehicle for official city '
business shall be ccurpensated at the rate set out in Section 19-9. All
departments ire encouraged to prarote the use Qf city -vehicles whenever possible
,•.
in lieu of use of personal vehicles for city travel purposes.
y
Section 19-8. Use Of City vehicles. 'r
employees who are assigned•take-home vehicles from the City fleet are i 1
.;: prohibited from using the vehicle for any use outside of City business except .
for "de minirmmus" personal use.
employees shall report to the Police Department any accidents involving ,
a City vehicle and the property or vehicle of another party. employees shall
i
report any accident involving damage to a City vehicle to their supervisor, �Ff.
{( ai r
Department Director, and the Personnel & Safety Officer on a form prescribed for ;
this purpose. Failure to report damage of City vehicles as prescribed may
result in disciplinary action. "err
Section 19-9. Raimbuxsemnt rates and xul.es. ;
vV ' Reimbursement for authorized meals and tips combined, whether in state
or out of state, shall be the lower of thirty dollars ($30.00) per day or $7.50
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
R '.Y mile. .
If an ecrployee leaves Jefferson City before 7:00 a.m., the employee will
be entitled to a breakfast allowance. If an employee returns to Jefferson City
later than 6:00 p.m., the enployee will be entitled to the dinner allowance.
If a meal is included in the registration cost of the conference, the per diem
x ..-,. for that meal will be excluded from that days total allowance.
si' s4 i
e .
The following expenses of emmployees shall be reimbursed according to
x ; actual costs when accompanied by receipts or other documentation as required and
r
:syy�
appropriate:
tI"..•,SaF
(a) direct travel including air, bus, train and taxi fares;
t;}= (b) overnight lodging;
(c) other reasonable and related expenses;
.. ,'
The following expenses of employees shall be reimbursed according to
r<z. established allowances:
(a) direct travel by personal vehicle at the established rate per mile
F or an amount equal to common carrier fare, whichever is less;
(b) meals and tips;
F,. 'lime following expenses of employees shall not be reimbursed:
49 November 1, 1992
s { , g1l � V� '7777,77
}
�'' .. c i ,! ' z N�,� .. l 'I �, • ''rr r' k �i�f•�y�r�`�N�?����'.�tsaY. ..
� ,�'��4 v. �yy���tTi 7! f,3r �``AI.Jy,;,•�'f' r .i r 1} r }. : y t ,_, tt n:h �'J{41j �"Wy ,k�yt�ii
4• k� Y�,�_' Y�ia Is r z4 a.t,e i ar�,t�i fi .�F .11�� s:, }.'. ts{i��D n�.�{ F.}
.vy;.xa t �'2,kr"y r v a't `, .lt`♦ . , 3 r :ty e .; 4 R� t
• t 1 gar ..a.ais�ae�fiTRlN7M1L1�1ltrnlY - - �tar�e�MU'aiMr�n��eir,����auiesrrMruoa�.�.rsesm�°m�au�ld4.w�o�sieinilaim,d�":"""`-`":,..�.—.ryy""'-
- ar PAZ t , .. �r
t c 011�11-10&
r' g { {' ' l'iL:N7:fi5'va^.i. .nSi'tYl.:.`_At.,Y +d:!�;.fi
�A
Y,� 4
sGG'
t:": (a) costs incurred by a spouse or other relative acrar�anying an
employee;
(b) personal expenditures such as valet service, laundry and cleaning,
entertainment or side trips;
•'t• Employees wishing to ocubine private business with City business will
be reimbursed for travel to the destination based upon the camrion carrier fare
or the established rate per mile for personal vehicles, whichever is less.
Firefighters receiving a meal allowance will not receive per diem
rip allowances for days they are scheduled to work. k
ARTICLE 20. pROM=00 AM PEWMMZS
3t Section 20-1. Participation in political activities.
Employees are prohibited frcYn bringing their political affiliations to
M bear on their official duties. Specifically, the followi ng political activities ,
of employees are prohibited:
' (a) Campaign fund raising, or other partisan political activities on $
city premises while in the performance of duties and responsibilities as an
erplc7yee of the city.
(b) Abuse of official position for political ends.
0
,Vy (c) TJse of official working time or unauthorized use of city resources
for political activity.
(d) Prommssing any employment, position, •work, catpensation, or other '
by benefits as consideration, favor or reward for political activity.
(e) Performing political activities at the direction
of a supPrvisor,
department director, or other city official.
Section 20-2. ion.
No person in the municipal service, or seeking admission thereto, shall
' be appointed, prcaroted, demoted, reroved, or advanced on any basis or for any
reason other than qualification, merit, and fitness for the service or lack
thereof.
Section 20-3. Pqpotism; restriction on em loy+mmt of relatives.
A city employee may not appoint, erplvy, prarnte, advance, or advocate
;• for appointment, employment, pramation or advancement in or to any position of
the municipal service over which he exercises jurisdiction or control, wi any
person who is a relative of the city employee. 'This section. shall not apply to'.
employees previously exerpted by ordinance fran these provisions.
Section 20-4. Outside eegployaaent.
Employment by another employer in a full-time, part-time, or temporaxy
position outside of regularly scheduled working hours is prohibited unless
50 November 1,,t 1992
x ` �
t 1
k�; f.r � � �A F:�. + ,� s.•t. f 1:. }..i.x�, .,y:� � ,Yyf..'w:?i'y�,,.
qv_: d S t r {+ rs! 2 i. �'
�qy
�. 35�Y'rH•r:b�'h�'1'.'?'2'SFt Ifiiki.:`:i.l,'XeL,tt'�. ldr:1`•j=:i:'.
approved by the department director. Enployees shall notify the department
it anticipated date of
director no less than ten (10) days prior to the lc
1 t. �e department director may approve such cnp he nt if he
determines that the emplaynIent will not adversely affect the erp].oyee s , �; -a
C7) performance of his official duties or be prejudicial to the reputation of the its
withdrawn by department director if the ��t', :k
1 be subsequently
the de �z��.�� ��'>.
city. Approval may
above conditions are not mat. Frtfi'
Section 20-5. UM interest'
lict Of
No employee of the municipal service shall hold a financial interest inJ,
a firm, institution, corporation, or other establishment supplying goodsri a
services to the city. No �loyee shall be erPloyed in any capacity
firth, institution, corporation, or other establishment supplying goods or
the possession, direct or z'
services to the city when that capacity means <'
indirect, of the powers to direct or cause the direction of the management and
policies of that organization. No enploY shall receive arty paytrent, gifts, Vic .
rson, firm, institution corporation,
from any pe rPo
f favors, or other consideration
or other establishment supplying gds or services to the city.
�•+ Yom.•}'{t:ti 3(i.0}�'Y Iq(t,��.
section Penalties. ,7.::•!;::r�7j�P«���a
:I 1 ee found guilty of any violation of this section shall be
'•;) Any �P o1' by re r
subject to any disciplinary action up to and including dismissal as defined - ;::,,,,:;�,:,,_s�•�� ,'
be deed appropriate E _
penalties as may riate and
"> these rules, and such other Pena i, ',
Niissour s
of Jefferson d the State of
consistent with the laws of the City ferson an <�;: �.�:• _,r
a N � RIGMS
r ARTIC R 21. I+� �'
to operate and direct
Ir; e sole right and authority .�t`.
The city shall retain the rong these rights are the
; az
the affairs of the city in all its various aspects.
for service offered the
?, city's right to determine its mission and set standards t
forces• to plan, direct control, and determine
t the working tW
public; to direct
the operations or services to be conducted in and by the eiploy of the city; ,
to hire, prcurote, and demote employees; and
to assign and transfer errg?�oyees; 1 ees'; to relieve employees due to lacktt
to suspend, discipline, or discharge �p oY
to work or for other legitimate reagons, such layoffs being normally
c, with seniority being a
acca plished through attrition over a period of time
consideration; to make and enforce rules and regulations; and to change methods, .s
equipment, or facilities.
,
ARTICLE 22. SAVIISC'S CLAUSE ACID AbMCNEW
Ly.,.
Section 22-1. Savings clause. 1'
r , rule, or section of these personnel rules and
invalidation of any part ' u.
t >�
><1 regulations shall not affect the validity of the other rules and sections. a »?
Section 22-2. AMMdMMt. H
Amendment of these rules and regulations shall be approved by a majority ,
t 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.
"3
51 November 1, 1992 'r
i
` x
1 .,..`r�i.M1 a;rrc ?.t . ; .1 r<'r)l31,f:r''?tt cifra+✓c. t^
w1,
2 i �UbJt`} 1
.,. 1,t '. 1 I't l t '�v r+t pFi i++�AJ X�y4try 'P'�•` ':
•�} sv`�� tY''*s}En Ji €1 . } � .. .. ... 1 it e ohp 3c,�, 'j{7 `Fr'll� � kit ?
.� ��7�ki U YYr efFt t +,+ �? ." t i+ti '4ti�`111j.�. 4+1��t •e: � b
{'
I"`ItrF�,� r�i�r `Si,dot .�•£ I ,. _ ., i � fr}! ��f�7�srt.3 �`, +yn
siadYnwltV •6ka>veme'1n nmr-_•--'..