[CC 1985 §23.015; Ord. No. 350-C §2, 12-17-1990]
A full-time employee under the terms of this Code shall mean an employee who works forty (40) hours or more per week.
[CC 1985 §23.016; Ord. No. 350-C §1, 12-17-1990; Ord. No. 739-C §1, 9-15-2014]
A part-time employee under the terms of this Code shall mean an employee who works less than forty (40) hours per week. Part-time employees shall not receive any employee benefits otherwise provided for employees under the terms of this Code.
[CC 1985 §23.010; Ord. No. 650-C §1, 6-15-2009]
Each newly hired employee of the City of Canton, Missouri, receiving an appointment as an employee of the City of Canton, Missouri, must serve a probationary period of six (6) months before his/her appointment shall be considered permanent. During the employee's six (6) month probationary period, the employee's work habits, abilities, attitude, promptness and other pertinent characteristics will be observed and evaluated by his/her supervisor, department head or other appropriate City Officials. If the probationary employee fails to meet required standards of performance, he/she is to be dismissed. During the probationary period, the employee is not eligible for employee fringe benefits, such as sick leave and vacation, but will earn credit for those to be taken at a later date. Wages for designated holidays falling within the probationary period will be paid to probationary employees.
[CC 1985 §23.020]
If at any time during the probationary period the supervisor determines that the services of the newly hired City employee have been unsatisfactory, the employee may be separated from his/her position without the right of appeal or a hearing.
[CC 1985 §23.040]
A. 
At the end of each employee's six (6) month probationary period, the supervisor of the employee shall complete a probationary report and notify the Mayor in writing that either:
1. 
The employee has successfully completed his/her probationary period and is capable of performing the duties of the position satisfactorily and is henceforth to be considered a regular employee with all rights and privileges due him/her; or
2. 
The employee has not demonstrated ability to perform satisfactorily the duties of the position and is to be separated from City Government or, if promoted from another position, returned to the previous or a similar position.
[CC 1985 §23.035]
Following the completion of the insurance carrier's probationary period, each full-time employee shall be eligible to participate in the City's health insurance program. The City shall pay a portion of the cost of this coverage, as the Board of Aldermen shall determine by resolution.
[CC 1985 §23.050]
A. 
Appointments and promotions to all classified positions (salaried personnel) shall be solely on the basis of merit, which shall be determined by evaluation of applicants.
1. 
Training, education, experience and physical fitness,
2. 
Oral interview, and
3. 
Whenever practical, an examination or demonstration test.
[CC 1985 §23.060; Ord. No. 653-C §1, 6-15-2009]
The minimum age for employment as a probationary employee shall be eighteen (18) years of age. The minimum age for Police shall be twenty-one (21) years of age. The minimum age for employment of seasonal employees shall be eighteen (18) years of age.
[CC 1985 §23.070]
Employees of the City need not reside within the City, but are urged to do so.
[1]
Editor’s Note: Former Section 120.100, Promotion Policies, which derived from CC 1985 §23.080, was repealed 10-19-2015 by §1 of Ord. No. 761-C.
[Ord. No. 759-C §§1 — 2, 9-21-2015[1]; Ord. No. 806-C, 2-20-2018]
A. 
The City of Canton recognizes that educational development can be beneficial to both the employee and the City. The employee gains in his/her career development and the City gains a more productive employee. Academic education may be beneficial because of the possibility of improving services to our citizens. For these reasons, the Tuition Reimbursement Policy is hereby established for High School Equivalency Test (hereinafter referred to as "HiSET"), post-secondary degrees and graduate programs.
1. 
The employee must be a full-time employee as defined in this Code in order to be eligible for tuition reimbursement.
2. 
This policy allows for a budgeted amount to be included in the annual budget of the City of Canton for tuition reimbursement each year.
3. 
Reimbursement will be as follows:
a. 
For HiSET, the actual cost of completing all testing to complete the HiSET up to, but not exceeding, the amount of the City budget line item for tuition reimbursement for any budget period.
b. 
Reimbursement for post-secondary or graduate programs will be the actual cost of tuition for the course work taken by the employee up to, but not exceeding, the amount of the City budget line item for tuition reimbursement for any budget period.
4. 
To be eligible for tuition reimbursement, the employee must attend an accredited HiSET Program or must attend a college or university that is accredited by the Higher Learning Commission in order to be reimbursed for tuition costs.
5. 
The employee must meet the following academic standards to be eligible for any reimbursement:
a. 
For HiSET, a passing score in each section of the HiSET course programs.
b. 
For post-secondary education, the employee must earn a grade of "C" or better in all course work taken by the employee.
c. 
For graduate education course work, the employee must earn a grade of "B" or better in all course work taken by the employee.
6. 
If completion of HiSET is the goal of the employee, the employee must take every section of the HiSET Program that is required to complete the HiSET requirements. Other than completion of the HiSET Program, courses taken by the employee shall be directly related to the employee's current job duties. If an employee is working towards a degree, electives that are required for that degree or certificate will be reimbursed, although not necessarily job related. The employee must show a catalog or course listing as proof of classes taken toward a degree.
7. 
The employee must complete at least twenty-four (24) months of service for the City after satisfactory completion of the HiSET Program, or after satisfactory completion of each academic semester if post-secondary or graduate studies are being reimbursed. Repayment to the City of its tuition reimbursement costs will be made by the employee on a prorated basis if the employee voluntarily leaves City service. The following percentages shall apply:
a. 
If the employee voluntarily leaves City service before twelve (12) months following the completion date of the course or HiSET Program, he/she shall repay the City one hundred percent (100%) of the total amount received for tuition reimbursement.
b. 
If the employee voluntarily leaves City service between twelve (12) months and eighteen (18) months following the completion date of the course or HiSET Program, he/she shall repay the City sixty-six and six tenths percent (66.6%) of the total amount received for tuition reimbursement.
c. 
If the employee voluntarily leaves City service between eighteen (18) months and twenty-four (24) months following the completion date of the course or HiSET Program, he/she shall repay the City thirty-three and three tenths percent (33.3%) of the total amount received for tuition reimbursement.
[1]
Editor's Note: Section 1 of Ord. No. 759-C also repealed former Section 120.105, Reimbursement of Training Costs, enacted 2-18-2014 by §§ 1 — 2 of Ord. No. 725-C.
[Ord. No. 759-C §2, 9-21-2015; Ord. No. 806-C, 2-20-2018]
A. 
A tuition reimbursement request must be submitted to the department director at least two (2) weeks before the course is scheduled to begin. The request will include the name of the HiSET Program or the college or university, course titles, time of courses and acknowledgement by the employee that he/she fully understands the tuition repayment provisions of Section 120.105(A)(7) of this Code.
B. 
The tuition reimbursement, course content, or the HiSET Program must be approved by the Personnel Finance Committee and by the Mayor of the City of Canton.
C. 
The employee must pay tuition costs, book cost and fees directly to the educational institution.
D. 
The cost of tuition as set out in Section 120.105(A)(3) of the Code will be reimbursed by the City after the official notice of grades (grade card) and the original tuition receipt is submitted to the department head at the end of the course and approved by the Personnel Committee and the Mayor. No reimbursements will be paid without receipts and grade cards being presented by the employee.
[CC 1985 §23.100]
City employees shall not be appointed or retained on the basis of their political activity. City employees shall not be coerced to take part in political campaigns, to solicit votes, to levy, contribute or solicit funds or support for the purpose of supporting or opposing the appointment or election of candidates for any municipal office.
[CC 1985 §23.110]
No City employee shall actively advocate or oppose the candidacy of any individual for nomination or election to any municipal office, but an employee may participate in political affairs at other levels of government, provided such participation does not adversely affect his/her performance as a City employee. Employees are expected to exercise their right to vote in municipal elections but shall not engage in or participate in any other way in any municipal election.
[CC 1985 §23.120]
Failure to comply with the requirements of Sections 120.110 and 120.120 shall be grounds for immediate dismissal. Any person who attempts to coerce or does coerce any City employee to take part in activity prohibited by Sections 120.110 and 120.120 may be punished as provided in Section 100.220 of this Code.
[CC 1985 §23.125]
Employees who create records of the City are required to place the records in the custody of the City. Any employee who fails to turn over such records to the City Clerk upon demand may be subject to immediate discharge. An employee, upon leaving the service of City, who retains such records is guilty of a misdemeanor and may be prosecuted in the Municipal Court.
[CC 1985 §23.130; Ord. No. 609-C §1, 11-20-2006; Ord. No. 761-C §2, 10-19-2015]
A. 
Outside employment by a full-time employee of the City by other employers or self-employment is discouraged.
B. 
If a full-time City employee shall have employment of any kind outside of employment by the City, that employment shall not conflict or interfere with the regular duties, responsibilities, and assignments of the employee as a City employee.
C. 
Employees may not engage in any private business or activity while on duty. No employee shall engage in or accept private employment or render any service for private interest when such employment or service is incompatible or creates a conflict of interest with his/her official duties.
D. 
All full-time employees shall report all outside employment engaged in by that employee to the Department Head of that full-time employee's department.
E. 
The Department Head of the employee shall immediately inform the Mayor and the Board of Aldermen of the employee's outside employment.
F. 
Whenever outside employment by a full-time employee shall violate the terms of this Section, the Department Head of the employee shall follow the discipline policy as set forth in Section 120.180 of this Code.
[CC 1985 §23.140]
It shall be the duty of each employee to maintain high standards of conduct, cooperation, efficiency and economy in their work for the City. Whenever work habits, attitude, production or personal conduct of any employee falls below a desirable standard, supervisors should point out the deficiencies at the time they are observed. Corrections and suggestions should be presented in a constructive and helpful manner in an effort to elicit the cooperation and good will of the employee. Whenever possible, oral and/or written warnings with sufficient time for improvement shall precede formal discipline.
[CC 1985 §23.145]
It shall be the duty and responsibility of all employees of the City of Canton, Missouri, to comply with the adopted substance abuse policy. All amendments made to the substance abuse policy are made by a resolution adopted by the Board of Alderman. Any repeal of the City of Canton, Missouri, substance abuse policy must be done by ordinance adopted by the Board of Alderman and approved by the Mayor.
[CC 1985 §23.150]
A. 
It shall be the duty of all City employees to comply with and to assist in carrying into effect the provisions of the City's personnel rules and regulations. No permanent employee shall be disciplined except for violation of established rules and regulations, and such discipline shall be in accordance with procedures established by the personnel rules and regulations.
1. 
Employee's and supervisor's responsibilities.
a. 
It is the duty of every employee to attempt to correct any faults in his/her performance when called to his/her attention and to make every effort to avoid conflict with the City's rules and regulations.
b. 
It is the duty of every supervisor to discuss improper or inadequate performance with the employee in order to correct the deficiencies and to avoid the need to exercise disciplinary action. Discipline shall be, whenever possible, of an increasingly progressive nature, the step of progression being (a) warning, (b) demotion, (c) suspension, and (d) removal—however, it is not necessary to follow this progression prior to removal of an employee.
2. 
Grounds for action. The following are declared to be grounds for demotion, suspension or removal of any permanent employee:
a. 
Conviction of a felony or other crime involving moral turpitude.
b. 
Acts of incompetency.
c. 
Absence without leave.
d. 
Acts of insubordination.
e. 
Intentional failure or refusal to carry out instructions.
f. 
Misappropriation, destruction, theft or conversion of City property.
g. 
Employee subsequently becomes physically or mentally unfit for the performance of his/her duties.
h. 
Acts of misconduct while on duty.
i. 
Willful disregard of orders.
j. 
Habitual tardiness and/or absenteeism.
k. 
Falsification of any information required by the City.
l. 
Failure to properly report accidents or personal injuries.
m. 
Neglect or carelessness resulting in damage to City property or equipment.
n. 
Repeated convictions during employment on misdemeanor and/or traffic charges.
o. 
Introduction, possession or use on City property or in City equipment of intoxicating substances, or proceeding to or from work, or performing work for the City, under the influence of an intoxicating substance or any violation of the City's Substance Abuse Policy.
3. 
Employee notice. A written notice shall be given to each employee stating the reasons for the disciplinary action and the date it is to take effect. The notice is to be given to the employee at the time such disciplinary action is taken and in any event not later than three (3) working days from date of the action. A copy of notice signed by the employee in the employee's file shall serve as prima facie evidence of delivery.
4. 
Permanent employees. All permanent employees holding positions in the service of the City may be suspended for a period of not more than thirty (30) working days, reduced in pay or class, or removed for just and reasonable cause by the employee's department head. Permanent employees shall be dismissed only after having been given written notice of the contemplated action.
5. 
Evidence. Normally, the deterioration of an employee's conduct is a progressive problem and every effort should be made to reverse this trend as soon as it is apparent. Based on this philosophy, sufficient evidence should be available in the employee's personnel file to justify the action taken.
6. 
Right of appeal. All permanent employees are granted the right of appeal. Within ten (10) days after effective date of disciplinary action, the employee may file a written appeal to the Mayor. The disciplinary action against the employee shall be stayed during the course of this appeal, unless the Mayor orders its imposition in writing giving his/her reasons therefore.
7. 
Investigation. The Mayor shall hear appeals submitted by any permanent employee in the City relative to any suspension, demotion or dismissal and shall submit a written statement of facts, findings and recommendations to the Board of Aldermen, whose actions shall be final and conclusive.
8. 
Appeal hearing open to public. The appeal hearing shall be open to the public at the discretion of the Mayor, subject to all requirements of law.
9. 
Informal nature. The hearing shall be conducted in an informal nature and the Mayor shall make every effort to avoid the appearance of conducting a trial in a court of law.
10. 
Scheduling of appeal. No later than ten (10) working days after receipt of the written appeal, the Mayor shall fix a time and place for convening of a hearing. Within forty-eight (48) hours after the completion of the hearing, the Mayor shall report his/her findings and recommendations to the Board of Aldermen.
11. 
Substitute hearing officer. If the Mayor shall have ordered that disciplinary action against an employee shall not be stayed during an appeal, then the Mayor shall appoint a member of the Board of Aldermen to hear the appeal. In such case the provisions of Section 120.180(10) shall not apply, and the hearing shall be scheduled within forty-eight (48) hours of the Mayor's order imposing immediate disciplinary action. Should the hearing officer recommend to the Board of Aldermen that the disciplinary action not be imposed, and should this recommendation be accepted by the Board of Aldermen, then the City shall pay said employee the same as had he/she been employed in the service of the City during the time in which the Mayor's discipline order was in effect.
12. 
Right to representation. The appellant shall have the right to appear and be heard in person or by counsel.
13. 
Appellant fails to appear. Appellant's failure to attend nor notify the hearing officer of his/her inability to attend at the hearing will constitute just cause of dismissal of the appeal and imposition of the disciplinary action.
[CC 1985 §23.160]
A. 
The most effective accomplishment of the work of the City requires prompt consideration and equitable adjustment of the employee grievances. It is the desire of the City to adjust the causes of grievances informally, and both supervisors and employees are expected to make every effort to resolve problems as they arise.
1. 
All grievances shall be submitted in writing to the employee's supervisor or to the City Clerk.
2. 
An employee may present his/her grievance personally, or have an employee committee selected by the employee present his/her grievance, to his/her supervisor or department head.
3. 
If satisfaction is not achieved by the above procedure within ten (10) working days, the grievance shall then be presented to the Mayor.
4. 
The Mayor shall convene a hearing within ten (10) days to consider the grievance. The employee, the supervisor, the department head and any other interested party shall have the right to be heard. All City employees shall be considered in the service of the City during the course of the grievance hearing, and each employee shall be paid at his/her regular hourly rate for that time spent in the hearing.
5. 
Following the hearing, the Mayor shall within ten (10) days take whatever action is necessary including, but not limited to, a recommendation to change the personnel rules and regulations or the work practices of the City, a finding that the grievance is unjustified, or any other appropriate recommendation. A report of the Mayor's finding shall be presented to the Board of Aldermen.
6. 
No employee shall be disciplined or discriminated against in any way because of his/her proper use of the grievance procedure.
7. 
To the extent the provisions of this Section conflict with Section 120.180 of this Code, the requirements of Section 120.180 shall apply. The procedure outlined in Section 120.180 shall be used if the alleged grievance is a disciplinary matter, although the Mayor may treat a hearing under this Section as a hearing for the purposes of Section 120.180(6) provided that all employee rights have been respected.
[CC 1985 §23.170; Ord. No. 419-C §1, 4-17-1995; Ord. No. 556-C §1, 9-15-2003; Ord. No. 709-C §1, 2-19-2013]
A. 
The standard workweek for all employees except law enforcement officers of the City of Canton shall be five (5) eight-hour days, or a total of forty (40) hours per week. If overtime work shall be performed by City employees other than department heads or supervisors, and except as shall be provided for law enforcement officers in Section 120.205, those employees shall receive overtime pay as provided by law.
1. 
Department heads and supervisors shall assign to each employee regular work duties and responsibilities which can normally be accomplished within the established eight (8) hour workday and forty (40) hour workweek. If overtime work shall be performed by City employees, other than department heads or supervisors, those employees shall receive overtime pay as provided by law.
2. 
Department heads and supervisors.
a. 
Definition. For the purpose of this Section, department heads and supervisors shall be any employee of the City of Canton, Missouri, who works in an executive, administrative or professional capacity and is determined to be an exempt employee under the current standards as shall be established by the United States Department of Labor and as published in the Code of Federal Regulations.
b. 
Department heads and supervisors shall make every effort to avoid working overtime.
c. 
The compensatory time provided herein is a special benefit being provided to department heads and supervisors by the City of Canton, Missouri, and the City does not waive its right to require executive, administrative or professional employees of the City to work more than forty (40) hours in a regular workweek without additional compensation.
d. 
If a department head or supervisor, as defined herein, shall work more than forty (40) hours in a regular workweek, he/she shall be allowed to accumulate not more than fifty (50) hours of compensatory time at one (1) hour of compensatory time for each one (1) hour of time worked in excess of forty (40) hours in a regular workweek.
e. 
Compensatory time shall never, under any circumstance, be received as a cash equivalent payment by the department head or supervisor.
[Ord. No. 709-C § 2, 2-19-2013]
A. 
The City of Canton elects to adopt the Section 7(k) exemption for law enforcement officers under the Federal Labor Standards Act.[1]
1. 
For purposes of this Section, "law enforcement officer" shall mean a person employed by the City of Canton with the power of arrest for violation of the ordinances of the City, and who shall meet the minimum standards set forth in Chapter 590, RSMo.
2. 
A "work period" for a law enforcement officer shall be a fourteen-day period.
3. 
Law enforcement officers shall receive overtime compensation only after having worked eighty-six (86) hours during the fourteen-day work period.
[1]
Editor's Note: See 29 U.S.C. § 201 et seq.
[CC 1985 §23.180; Ord. No. 350-C §4, 12-17-1990; Ord. No. 367-C §1, 1-21-1992; Ord. No. 565-C §1, 12-15-2003]
A. 
All full-time employees of the City shall receive normal compensation for the twelve (12) legal holidays listed below and any other days or parts of a day during which public offices of the City shall be closed by special proclamation of the Mayor with approval of the Board of Aldermen. All associate employees shall receive compensation in proportion to the average number of hours normally scheduled for work. Probationary employees shall be considered, for purposes of this Section only, to be full-time employees. Legal holidays to be observed are:
[Ord. No. 851-C, 4-18-2022]
New Year's Day
January first (1st)
Martin Luther King Day
Third (3rd) Monday in January
Washington's Birthday
Third (3rd) Monday in February
Memorial Day
Last Monday in May
Emancipation Day
June nineteenth (19th)
Independence Day
July fourth (4th)
Labor Day
First (1st) Monday in September
Columbus Day
Second (2nd) Monday in October
Official Veterans Day
November eleventh (11th), or the day nationally observed as Veterans Day
Thanksgiving Day
Last Thursday in November
The Friday immediately following
Last Friday in November following Thanksgiving Day
Christmas Day
December twenty-fifth (25th)
B. 
It shall be the policy of the City to insure that all employees enjoy the same number of holidays each year. Subject to approval by the department head, an employee who shall work on a holiday shall be entitled to a compensatory day off within thirty (30) days or receive compensation. The department head shall designate the compensatory day, or the department head may permit the employee to select a day within that thirty (30) day period subject to approval by the department head.
C. 
An employee absent without authorized leave on the day preceding and/or the day following a holiday shall not receive regular compensation for the holiday.
[CC 1985 §23.190; Ord. No. 301-C §1, 6-15-1987; Ord. No. 521-C §1, 6-17-2002; Ord. No. 584-C §1, 8-15-2005; Ord. No. 666-C §1, 3-15-2010]
A. 
Every non-Police Department employee in the City service holding a permanent manned status position for a period of twelve (12) consecutive calendar months shall be allowed an annual vacation leave with pay. Vacation leave shall be granted on the basis of the number of regularly scheduled hours in the standard work or duty week to which the employee is assigned at the time of his/her vacation. Non-Police Department employees shall receive one (1) week of vacation after one (1) year of service. Non-Police Department employees shall receive two (2) weeks of vacation after every two (2) years of service. Thereafter non-Police Department employees shall receive an additional four (4) hours of vacation leave time for each year of City service up to the maximum of thirty (30) years of City service.
1. 
The accrual of all employee vacation time shall be based on the date that the employee becomes an employee of the City of Canton, Missouri. This date shall be known as the employment anniversary date.
2. 
Vacation leave shall be taken during the year following its accumulation.
3. 
Vacation leave credit may not be carried from one year to the next.
4. 
Absence on account of sickness, injury or disability in excess of that authorized in this Chapter for that purpose, at the request of the employee and with the approval of the department head, may be charged against vacation leave allowance.
5. 
Records of vacation leave allowance and use shall be kept by the person responsible for the employee's payroll payment. Vacation leave scheduled shall be in regard to the seniority of employees, to accord with the operating requirements and insofar as possible with the request of the employee.
6. 
When a regularly scheduled holiday occurs during the period of an employee's vacation, an additional day of vacation shall be granted.
7. 
No two (2) employees shall be allowed vacation leave at the same time if both are employed under the same supervisor.
8. 
Supervisor's vacations must be agreed to in advance by the Mayor.
9. 
All vacations must be scheduled at least two (2) weeks in advance of the first (1st) day of vacation leave.
10. 
If an employee ceases to be employed by the City after one (1) year of continuous employment and prior to the employee's next anniversary date, the employee shall receive credit for vacation time accrued from the employee's anniversary date until the date that the employee ceases to be employed by the City on a pro rata basis.
11. 
If a period of earned vacation time is taken by an employee during a normal workweek and the employee then works a full forty (40) hours during the same workweek, the employee will not have worked overtime and will receive only regular pay for the forty (40) hours worked and vacation time based on the standard hourly rate for that employee.
12. 
The period of earned vacation time taken by an employee in any workweek shall be that period of vacation time shown on the employee's "Time Off Request" on file with the employee's supervisor for that week.
[1]
Cross Reference—As to special vacation leave benefits for certain employees, see §120.380.
[Ord. No. 521-C §2, 6-17-2002; Ord. No. 584-C §2, 8-15-2005; Ord. No. 666-C §2, 3-15-2010]
A. 
Every employee of the City of Canton, Missouri, Police Department, including the Chief of Police, Police Officers and Dispatchers, in the City service holding a permanent manned status position for a period of twelve (12) consecutive calendar months shall be allowed annual vacation leave with pay. Vacation leave shall be granted on the basis of the number of regularly scheduled hours in the standard work or duty week to which the employee is assigned at the time of his/her vacation. Police Department employees shall receive one (1) week of vacation after one (1) year of service. Police Department employees shall receive two (2) weeks of vacation after every two (2) years of service. Thereafter Police Department employees shall receive an additional four (4) hours of vacation leave time for each year of City service up to the maximum of thirty (30) years of City service.
1. 
The accrual of all employee vacation time shall be based on the date that the employee becomes an employee of the City of Canton, Missouri. This date shall be known as the employment anniversary date.
2. 
Vacation leave shall be taken during the year following its accumulation.
3. 
Vacation leave credit may not be carried from one year to the next.
4. 
Absence on account of sickness, injury or disability in excess of that authorized in this Chapter for that purpose, at the request of the employee and with the approval of the department head, may be charged against vacation leave allowance.
5. 
Records of vacation leave allowance and use shall be kept by the person responsible for the employee's payroll payment. Vacation leave scheduled shall be in regard to the seniority of employees, to accord with the operating requirements and insofar as possible with the request of the employee.
6. 
When a regularly scheduled holiday occurs during the period of an employee's vacation, an additional day of vacation shall be granted.
7. 
No two (2) employees shall be allowed vacation leave at the same time if both are employed under the same supervisor.
8. 
Supervisor's vacations must be agreed to in advance by the Board of Aldermen.
9. 
Paid holiday vacation or vacation leave will be granted by the supervisor based on a rotational basis, availability, and avoidance of scheduling conflicts. Paid holidays or vacation leave days will not be granted on a first come first serve basis, but will be granted by the supervisor based on his/her sole and unreviewable discretion so long as that discretion is based on the manpower requirements of the Canton, Missouri, Police Department.
a. 
Under the terms of this Chapter "Special Event Circumstances" are such things as marriage of an employee, trips or other events which require booking of facilities or transportation more than sixty (60) days prior to the event and any other event requiring long term planning longer than sixty (60) days.
b. 
Other than Special Event Circumstances, no vacation for personal leave time will be scheduled more than sixty (60) days prior to the requested date of the leave or vacation. All leave time or vacation time must be scheduled at least two (2) weeks in advance of the first (1st) day of the vacation or leave.
c. 
It will be the supervisor's obligation to see to it that each Police Department employee be allowed to have the opportunity to enjoy major holidays from work. The supervisor should make all reasonable efforts to insure that if a Police Department employee works on a major holiday then that employee should not have to work on the following major holiday so that employees will not be required to work on successive major holidays.
10. 
If an employee ceases to be employed by the City after one (1) year of continuous employment and prior to the employee's next anniversary date, the employee shall receive credit for vacation time accrued from the employee's anniversary date until the date that the employee ceases to be employed by the City on a pro rata basis.
11. 
If a period of earned vacation time is taken by an employee during a normal workweek and the employee then works a full forty (40) hours during the same workweek, the employee will not have worked overtime and will receive only regular pay for the forty (40) hours worked and vacation time based on the standard hourly rate for that employee.
12. 
The period of earned vacation time taken by an employee in any workweek shall be that period of vacation time shown on the employee's "Time Off Request" on file with the employee's supervisor for that week.
[Ord. No. 653-C §2, 6-15-2009]
A. 
All full-time City employees shall be given sixty (60) hours (beginning July 1, 2009) for the first (1st) year, fifty (50) hours (beginning July 1, 2010) for the second (2nd) year and forty (40) hours (beginning July 1, 2011) of paid leave per year of service thereafter that can accumulate up to a maximum of two hundred forty (240) hours. Leave shall accrue from the date of employment, but shall not be taken until the successful completion of the six (6) month introductory period. Leave may be used for personal illness, family sickness, bereavement, maternity or paternity leave and for other reasons that require the employee to be absent from work. No more than two (2) weeks or eighty (80) hours of leave may be taken at any one (1) time without the approval of the direct supervisor of the employee. Leave days are considered to have a value of one dollar twenty-five cents ($1.25) per hour if an employee quits, retires, or is dismissed. Unless otherwise stated in the City of Canton Employee Handbook, after the employee has used up all the allowed paid leave, the employee will not be eligible for leave with pay.
B. 
Taking a leave day may require documentation of the event.
[Ord. No. 666-C §3, 3-15-2010]
A. 
If an employee uses any personal leave time during a normal workweek and the employee then works a full forty (40) hours during the same workweek, the employee will not have worked overtime and will receive only regular pay for the forty (40) hours worked and personal leave time based on the standard hourly rate for that employee.
B. 
The period of personal leave time taken by an employee in any workweek shall be that period of personal leave time shown on the employee's "Time Off Request" on file with the employee's supervisor for that week.
[CC 1985 §23.210; Ord. No. 653-C §3, 6-15-2009]
A. 
On recommendation of an employee's supervisor or department head and upon the written order of the Board, an employee may be granted maternity or paternity leave without pay for a period not to exceed six (6) months.
B. 
An adoptive parent may use his/her accrued leave days as set forth in Section 120.240 of this Code or the same leave without pay granted to biological parents to take time off for purposes of arranging for the adopted child's placement or caring for the child after placement.
C. 
A stepparent, as defined in Section 453.015, RSMo., may use his/her accrued sick leave, annual leave or the same leave without pay granted to biological parents to take time off to care for his/her stepchild.
D. 
The leave authorized by this Section may be requested by the employee only if the employee is the person who is primarily responsible for furnishing the care and nurture of the child.
[CC 1985 §23.220]
A. 
Employees may receive a leave of absence, not to exceed fifteen (15) working days annually, for participation in annual training in the National Guard or Reserve Armed Forces. Requests for such leave must be accompanied by a copy of official orders requiring such training. Compensation for this period of military leave shall be limited to the amount by which the normal City pay exceeds the military pay received. A copy of the military pay voucher shall be submitted prior to authorization for payment to the employee for the period of leave. Such military training leaves shall not be deducted from annual leave.
B. 
Any permanent employee who is drafted into the military service shall, upon termination of his/her active service, be entitled to return to the City service at a level equivalent to the position held on his/her departure. This leave of absence shall not exceed the period of time necessary to complete the period of active duty that he/she has been involuntarily ordered to perform.
[CC 1985 §23.225]
All employees of the City are encouraged to participate as members of the volunteer Fire Department. Employees called away from the City service to duty as volunteer firemen shall be paid at the regular rate of compensation for such absence.
[CC 1985 §23.230]
The Board may authorize special leaves of absences, with or without pay, for any period not to exceed six (6) calendar months in any one (1) calendar year for attendance at a school or university for the purpose of training in subjects relating to the work of the employee and which will benefit the employee and the City service. The City may share in up to one hundred percent (100%) of the tuition costs if the course is completed successfully. However, if the City shares in the cost, the employee must remain in the City service for one (1) month for each hour of course credit after completion of the course. If the employee fails in this obligation, the City's portion of the tuition will be deducted from the employee's last paycheck. In the event that the course is not based on credit hours, the employee's required length of stay after completion of the course should be determined by the employee and the Mayor before the course begins.
[CC 1985 §23.240; Ord. No. 419-C §3, 4-17-1995]
An employee may be granted three (3) working days' leave as needed in the event of the death of his/her spouse, child, mother, father, mother-in-law, father-in-law, grandmother, grandfather, brother, sister, brother-in-law or sister-in-law. An employee may be granted one (1) working day's leave as needed in the event of the death of any other relative of the employee or relative by marriage of the employee. Such leave shall not be deducted from either sick leave or vacation leave. An employee shall be compensated for funeral leave.
[Ord. No. 584-C §5, 8-15-2005]
A. 
It is the policy of the City of Canton to promote the jury system and to make provision for employees of the City to serve as jurors. If an employee of the City of Canton is summoned for jury duty of any kind, the following provisions shall apply:
1. 
The employee shall be entitled to receive the same compensation that the employee would have received had he or she not been called for jury service.
2. 
To assure that the employee will receive full credit under the retirement plan covering City employees, the employee shall turn over or transfer to the City all payments received for jury service from the governmental entity for which jury service is provided, exclusive of reimbursement to the employee for mileage, meals, lodging or any other out-of-pocket expense received by the employee while serving as a juror.
3. 
The City will then make payment to the employee for the full compensation that the employee would regularly receive from the City for the pay period in which the employee served on the jury.
[CC 1985 §23.280]
The provisions of this Chapter shall not apply to uniformed employees (members of the Fire and Police Departments) to the extent that the personnel policies of those departments (Chapter 205 entitled "Fire Protection and Fire Prevention" and Chapter 200 entitled "Police Department") conflict with this Chapter.
[CC 1985 §23.290]
A. 
The City of Canton is a "political subdivision", as defined in Sections 70.600—70.760, RSMo., and hereby elects to have covered by the Missouri Local Government Employees' Retirement System all its eligible employees with one thousand five hundred (1,500) or more hours of annual employment and to cover under the Benefit Program as stated below such employees of the following classes:
1. 
All present and future general employees.
2. 
Firemen (as defined by Section 70.600, RSMo.).
3. 
Policemen (as defined by Section 70.600, RSMo.) all present and future Policemen.
[CC 1985 §23.300]
The City of Canton, Missouri, hereby elects that one hundred percent (100%) of prior employment be considered for prior service credit in computing benefits and contributions to the system.
[CC 1985 §23.310]
A. 
The City of Canton, Missouri, hereby elects to eliminate future member contributions from covered employees to the Missouri Local Government Employees' Retirement System, in accordance with the provisions of Sections 70.705 and 70.730, RSMo., and in particular Section 70.705(6), RSMo., as amended.
1. 
The City Clerk shall certify this election to the Missouri Local Government Employees' Retirement System effective as of January 1, 1984.
2. 
The City Clerk shall promptly remit the payment of contributions to the Missouri Local Government Employees' Retirement System as provided in Section 70.730, RSMo.
[Ord. No. 484-C §§1—5, 8-21-2000; Ord. No. 608-C §1, 10-16-2006]
A. 
The City of Canton hereby elects to make no changes in the contribution from covered employees through the Missouri Local Government Employees' Retirement System, keeping the requirement of no contributions from covered employees in accordance with the provisions of Sections 70.705 and 70.730, RSMo.
B. 
The City of Canton elects to make a change in the method of determining a member employee's final average salary, changing to a thirty-six (36) consecutive month period for determining a member's monthly salary in accordance with Sections 70.600 and 70.656, RSMo.
C. 
The City of Canton does not change the benefit program of member employees keeping Benefit Program L-7 (1—1½%) in accordance with Section 70.655, RSMo.
D. 
The City of Canton elects to adopt no change in the benefit program of member employees keeping the present member employee option of retirement upon attaining minimum service retirement age in accordance with Sections 70.600, 70.645 and 70.646, RSMo.
E. 
The elections made under the terms of this Section to the Missouri Local Government Employees' Retirement System shall be effective on the first (1st) day of November, 2006.
[Ord. No. 442-C §1, 12-16-1996]
A. 
Efficient operation of City Government and City services requires that there be continuity in any transition when it becomes necessary to replace a department head. For this reason, it is the stated policy of the City of Canton, Missouri, that whenever any person holding a supervisory position with the City of Canton, Missouri, desires to voluntarily terminate employment as an employee by the City of Canton, Missouri, sufficient notice should be given to the City.
B. 
Any person employed in a supervisory position by the City of Canton, Missouri, deciding to voluntarily terminate employment by the City shall give thirty (30) days' written notice prior to the voluntary termination date of employment with the City.
C. 
Failure of the supervisory employee to give the thirty (30) days' termination notice as provided for in this Section shall result in a forfeiture of all severance benefits to which the supervisory employee would have been entitled including, but not limited to, accumulated vacation leave, accumulated compensation time, or unused personal days for the current year.
[Ord. No. 307-C §§1—2, 9-21-1987]
A. 
If an employee of the City of Canton, Missouri, shall be injured and said injury is covered under the Missouri Workers' Compensation law, and if said employee is subject to the three (3) day waiting period as provided for in Section 287.160, RSMo., the City of Canton, Missouri, shall pay the employee regular wages for the three (3) days not compensated under the Missouri Workers' Compensation law during the period.
B. 
If after payment of wages to an employee by the City of Canton, Missouri, for the three (3) day waiting period under Section 287.160, RSMo., it is determined that the injured employee does not qualify for benefits under the Missouri Workers' Compensation law, the three (3) paid days shall be deducted from the employee's sick leave, if available, or if no sick leave is available, then from the employee's vacation leave, if available, or if no sick leave or vacation leave is available, the employee shall repay the sum received to the City of Canton, Missouri.
[Ord. No. 554-C §§1—4, 8-18-2003]
A. 
Employees Covered By This Section. To receive the benefits provided by this Section a City employee must meet the following requirements:
1. 
Have been employed by the City prior to the contract for municipal services between the City and EMC.
2. 
Have been employed by EMC up to the time of the termination of the contract for municipal services between the City and EMC.
3. 
Have become an employee of the City effective July 1, 2003, and has continued as an employee of the City until the effective date of this Section (August 18, 2003).
B. 
Vacation Leave Benefit. Those persons who qualify under Subsection (A) of this Section shall receive the following vacation leave with pay benefits:
1. 
On January 1, 2004, qualified employees shall receive that annual vacation leave with pay that they would have received if their service to the City had been continuous from the time of their original hire to January 1, 2004, and the service of qualified employees as employees of EMC shall be included in the calculation of the vacation leave with pay that each qualified employee is entitled to.
2. 
Thereafter, those employees shall receive vacation leave as provided for in Canton, Missouri City Code, or any successor City Code.
C. 
Sick Leave. Those persons who qualify under Subsection (A) of this Section shall receive the following sick leave with pay benefits:
1. 
On January 1, 2004, qualified employees shall receive that sick leave that they would have received if their service to the City had been continuous from the time of their original hire to June 30, 2003, and the service of qualified employees as employees of EMC shall be included in the calculation of sock leave that each qualified employee is entitled to.
2. 
The amount of sick leave accumulated by a qualified employee as of June 30, 2003, as an employee of EMC shall be the accumulated sick leave of a qualified employee as an employee of the City.
3. 
The next annual sick leave award, as provided in Section 120.250 of the Canton, Missouri, City Code, for these qualified employees shall be awarded on January 1, 2004.
D. 
Personal Days. Those persons who qualify under Subsection (A) of this Section shall receive the following personal days benefits.
1. 
Two (2) personal days will be awarded as of January 1, 2004, and as of January first (1st) of each year thereafter.
2. 
Personal days cannot be accumulated and must be used in the year for which they are awarded.
[Ord. No. 562-C §1, 11-17-2003; Ord. No. 628-C §1, 12-17-2007; Ord. No. 655-C §1, 7-20-2009]
A. 
The City will provide the following clothing to each employee of the City Public Works Department:
1. 
The City will provide each employee of the City Public Works Department with an annual clothing allowance (based on the annual budget year of the City) of three hundred fifty dollars ($350.00) which must be spent by the public works employee as follows:
a. 
Long or short sleeve shirts of a color and design as shall be determined by the Public Works Director. All uniform shirts will bear the City of Canton logo only, embroidered on the left chest of each shirt.
b. 
Uniform trousers made from denim material, blue in color.
c. 
Steel toe boots.
d. 
Jacket, coat, bibs or overall protective wear that are tan or light brown in color.
B. 
All uniforms shall be purchased from an approved local vendor, approved by the Public Works Director and the employee shall obtain a purchase order prior to purchase of any uniform item.
C. 
All uniforms purchased under the terms of this Section shall remain the property of the City of Canton, Missouri, and shall be returned to the Public Works Director upon the public works employee leaving employment of the City of Canton for any reason.
D. 
Public works employees of the City shall not wear any of the uniform clothing provided by the City through the clothing allowance for any other purpose other than the performance of work for the City.
[Ord. No. 750-C §1, 5-18-2015]
A. 
All employees of the Public Works Department are expected to obtain pertinent licensing/certifications dependent upon their main employment area. These licenses are a required stipulation of each employee's employment. The City of Canton expects all employees to take the appropriate steps including but not limited to reading, reviewing and studying of provided material during class and prior to testing periods to ensure they complete the exam with a passing grade. All employees will be given three (3) attempts at passing each individual test, failure to do so will result in release of employment.
1. 
Water treatment plant operator. Full time water treatment plant operators will be required to obtain and maintain the maximum certification allowed by DNR for their particular experience level up to a "B" water treatment certificate with the training expenses being provided by the City of Canton. These are listed below. If the operator wishes to obtain an "A" certification, they may do so at their own expense for transportation, time and test fees unless vouchers are available. The City of Canton will continue to cover all expenses for continued education hours regardless of certification level. Water treatment operators may also hold additional certifications acquired prior to becoming a full time water plant operator. The City of Canton will continue to expect the operator to maintain the license at the City's expense as long as the operator remains employed with the City of Canton.
2. 
All other public works employees. All Public Works Employees that are not full-time water treatment plant operators will be expected to acquire and maintain a Missouri Commercial Driver's License (CDL) and the maximum certification allowed by DNR for their particular experience level up to a Distribution II and Waste Water D. If the employee wishes to obtain a "DS III" or above a "WW D" certification, they may do so at their own expense for transportation, time and test fees unless vouchers are available. The City of Canton will continue to cover all expenses for license/certification renewals and continued education hours regardless of certification level.
Certificate Level
Water Treatment Minimum Actual and Equivalent Experience
A
Five and one-half (5 1/2) years of water treatment facility operating experience (of which two (2) years may be equivalent)
B
Three and one-half (3 1/2) years of water treatment facility operating experience (of which one (1) years may be equivalent)
C
One and one-half (1 1/2) years of water treatment facility operating experience (of which one (1) years may be equivalent)
D
Six (6) months of water treatment facility operating experience which may be equivalent
Certificate Level
Distribution Minimum Actual and Equivalent Experience
DS III
Three (3) years of water distribution system operating experience (of which one (1) years may be equivalent)
DS II
One (1) year of water distribution system operating experience (of which six (6) months may be equivalent)
DS I
Six (6) months of water distribution system operating experience (which may be equivalent)
Certificate Level
Waste Water Minimum Actual and Equivalent Experience
A
Six (6) years of waste water treatment facility operating experience (of which two (2) years may be equivalent)
B
Four (4) years of waste water treatment facility operating experience (of which one (1) years may be equivalent)
C
Two (2) years of waste water treatment facility operating experience (of which one (1) years may be equivalent)
D
One (1) year of waste water treatment facility operating experience which may be equivalent