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HomeMy Public PortalAboutORD10476 B 111 No. 99- rbo INTRODUCED BY COUNCILMAN ORDINANCE NO. _ AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, AMENDING ORDINANCE NO. 9626 AND ALL AMENDMENTS THERETO PERTAINING TO PERSONNEL RULES AND REGULATIONS BY DELETING CERTAIN SECTIONS AND ENACTING NEW SECTIONS. BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS FOLLOWS: Section 1. Ordinance 9626 and all amendments thereto pertaining to Personnel Rules and Regulations are amended by deleting Sections 1. 1, 12 . 1(E) , 16.2(B) , and 16.4(A) through 16.4 (Y) and by enacting in lieu thereof new sections which shall read as follows: Section 1. 1. PURPOSE OF RULES: It is the purpose of these rules to set forth the principles and procedures which will be followed by the City of Jefferson in the administration of its personnel program. They are intended to establish an efficient, equitable and functional system of personnel administration based on merit principles which govern the appointment, promotion, transfer, layoff, dismissal, discipline, and other related conditions of employment. They are not intended to be a contract between the City of Jefferson and its employees and do not create contractual rights for employees . The City of Jefferson reserves the right to change the Rules and Regulations at any time by ordinance as passed by the City Council. Section 12 . 1(E) VACATION LEAVE. Permanent part-time employees shall be subject to all the provisions of this section except that vacation leave shall be credited at one half the rate shown for full-time regular employees . If a permanent part-time employee transfers to permanent full-time status, the employee may use any vacation he accumulated as a part-time employee during his probationary period. After successful completion of the probationary period, the employee may use vacation leave as any other full-time employee. Section 16.2(B) TERMINATION. Predisci linary Hearing. 1. In any case of a proposed personnel action which involves dismissal, demotion, or suspension of a permanent employee, a predisciplinary hearing will be held by the department director ® as soon as possible following his knowledge of the pending disciplinary action. If possible, the hearing should be held within one work day of his being informed of the potential need for discipline . No disciplinary action shall be instituted until after the completion of the hearing. Predisciplinary hearings shall supplement, not replace, the normal grievance policy as set forth in Section 18. 1. 2. The general procedure for a predisciplinary hearing shall be the presentation of the action by the employee which is being considered as grounds for dismissal, demotion, or suspension by the supervisor and the opportunity for the employee to respond to the allegations. This shall not be a full administrative hearing, but rather a means for the department director to determine the validity of the allegations. Section 16.4 DISCIPLINE. 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 misdemeanor involving a crime against persons or property. C. Two or more convictions during a three year period of mis- demeanors and/or traffic charges. d. Intoxication or the consumption of intoxicating beverages 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 . g. Falsification of employment application or other City records, or the altering or falsifying of time cards, work records, or job records. h. Incompetence or inability to perform the duties required. i. Intentional damage or negligence in the care and handling of City property. j . Violation of any lawful and reasonable official regulation made or given by his superior, where such violation or failure to obey amounted to an act of insubordination or a serious breach of proper discipline, or resulted, or might reasonably have been expected to result, in loss or injury to the City or to the public. k. Commission 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 municipal government . 1. Willful violation of any of the provisions of the ordinances or any administrative regulation of the City. M. Inducing or attempting to induce any officer or employee in the municipal service to commit an illegal act, to act in violation of any lawful and reasonable departmental or official regulation or order, or to participate therein. n. Solicitation or receipt in whole or in part from any person of any fee, gift, or other valuable thing that is given in the hope or expectation of receiving a favor or better treatment than that accorded other persons . o. Use or attempted use of political influence or bribery to secure advantage in an examination, promotion, or wage increase. p. Recurring failure to pay just debts due or owing, including taxes, licenses, or fines due the City, or failure to make reasonable provision for the future payment of such debts, thereby causing annoyance to the City, his superiors, embarrassment to the City, his supervisors, or embarrassment to the service. q. Absence from duty, without leave, contrary to these rules, or failure to report after leave of absence has expired or after such leave of absence has been disapproved or revoked and cancelled by the proper authority. r. Unauthorized use of City vehicles, tools, equipment, manpower, or materials for personal benefit. Any authorized use must be clearly approved by the appropriate supervisor. S . Excessive use of City telephones for the conduct of personal business during working hours or for unauthorized long distance calls. t. Abuse of sick leave privileges. U. Failure to properly report accidents or personal injuries. V. Failure to maintain a satisfactory attendance record. W. Failure to report wrongdoings of other City employees. X. Failure to maintain any license or certification if possession of such a license or certification is a condition of employment. Y- Any other violations of these rules and regulations. Section 2. Ordinance No. 9626 and all amendments thereto are Afth VF amended by adding a seventh paragraph to Section 13.2, Sick Leave -- When Taken, to the Rules and Regulations, which shall read as follows: If a permanent part-time employee transfers -to permanent full- time status, the employee may use any sick leave he accumulated as a part-time employee during his probationary period. After successful completion of the probationary period, the employee may use sick leave as any other full-time employee. Section 3. Ordinance No. 9626 and all amendments 'thereto are amended by adding Section 16.2(C) to the Personnel Rules and Regulations, which shall read as follows : C. City Administrator and Department Heads . 1. The City Administrator and department directors may be dismissed with or without cause. If the City Administrator or a department director is dismissed, that person shall be given thirty days written notice of the termination, thirty days severance pay, or a combination thereof equaling thirty days compensation. No severance pay or notice is required for persons dismissed in these positions who have not completed one year's service with the City. 2 . If the reason for termination of the City Administrator or a department director is embezzelment, fraud, or dereliction of duties, the individual will not be eligible for the notice period or compensation set forth in the preceding paragraph. Section 4. This ordinance shall take effect and be in force from and after its passage and approval. .p Passed - DiJ Approved P es iding officer Mayor -°7--- ATTEST: . Grp City C erk