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:
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City C erk