[R.O. 2011 §2-166; Ord. No. 2434, 12-4-1978]
A. 
By this Section an Affirmative Action Policy is hereby adopted, and such policy shall be made known to all the employees and potential sources of employees.
B. 
The Mayor or his/her designate is hereby designated as the official in charge of coordinating affirmative action efforts.
C. 
The City assures that it will take appropriate non-discriminating recruiting measures such as, but not limited to:
1. 
Placing employment advertisements in newspapers which serve the largest number of minority group people in the recruiting area;
2. 
Maintaining systematic contacts with minority and human relations organizations, leaders and spokesmen to encourage referral of qualified minority applicants;
3. 
Encouraging present employees to refer minority applicants;
4. 
Making it known to all recruitment sources that qualified minority members are being sought for consideration for office work, manual labor and other skilled and semi-skilled positions within the City as filling of vacancies or creation of new positions arise.
D. 
The City assures that it will take appropriate non-discriminating hiring measures such as, but not limited to, instructing personally those staff who make hiring decisions that minority applicants for all jobs are to be considered without discrimination.
E. 
The City assures that it will make maximum use of training programs to help equalize opportunity for minority persons such as, but not limited to:
1. 
Actively encouraging minority employees, as well as others, to increase their skills and job potential through participation in available training and education programs.
F. 
The City assures non-discrimination placement and promotion by taking measures such as, but not limited to:
1. 
Instructing personally those staff who make placement and promotion decisions that minority employees are to be considered without discrimination;
2. 
Encouraging the promotion of minority employees who have increased their skills and job potential in accord with the City's affirmative action policies.
G. 
The City assures non-discrimination of pay, other compensation and working conditions by taking appropriate steps such as, but not limited to:
1. 
Examining the rates of pay and fringe benefits for present employees with equivalent duties and adjusting any inequities;
2. 
Not reducing the compensation of existing employees who have been converted to on-the-job training status.
H. 
The City encourages non-discriminatory contracting by taking appropriate steps such as encouraging minority group contractors and contractors with minority representatives among their employees to submit proposals for contract work.
I. 
The City assures that it will follow through with questioning, verifying, and making whatever changes or additions to the City's Affirmative Action Program that may be necessary to assure effectiveness.
[R.O. 2011 §2-168; Code 1977 §23.060; Ord. No. 3544, 7-11-2023]
The minimum age for employment as a probationary employee shall be eighteen (18) years of age. The minimum age for employment of seasonal employees shall be sixteen (16) years of age.
[R.O. 2011 §2-169; Ord. No. 2531 §§1 — 2, 10-4-1982; Ord. No. 2981 §1, 3-5-2001]
A. 
All prospective personnel shall obtain and pass a physical examination prior to employment with the City of Salem, Missouri.
B. 
The physical examination required herein shall be conducted by a physician chosen by the City of Salem, Missouri, at the expense of the City of Salem, Missouri, and the requirements for passing a physical examination shall be set and determined by the approved job description for the position with the City of Salem, Missouri.
[Ord. No. 3545, 7-11-2023]
[R.O. 2011 §2-170; Ord. No. 2590 §§1 — 3, 11-5-1984]
A. 
The City of Salem, Missouri, is a "political subdivision", as defined in Sections 70.600 through 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 Benefit Program L-6 such employees of the following classes: Present and future general employees and present and future Policemen.
B. 
The City of Salem, 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, and to require four percent (4%) contributions from covered employees.
C. 
The City Clerk is hereby authorized and directed to deduct from the wages and salaries of each employee member, the member contributions, if any, required by Section 70.705, RSMo., and to promptly remit the deductions to the Retirement System, together with the employer contributions required by Sections 70.705 and 70.730, RSMo. Contributions are to be effective December 1, 1984.
[R.O. 2011 §2-176; Ord. No. 2961 §1, 1-3-2000]
Each City employee receiving an appointment or a promotion to a position in the service of the City must serve a probationary period of six (6) months before his/her appointment or promotion shall be considered permanent. During the employee's 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, or if he/she is a promoted regular employee, he/she may be restored to the position from which he/she was promoted or to a comparable position. 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. However, after three (3) months of employment an employee does qualify for health care benefits. Wages for designated holidays falling within the probationary period will be paid to probationary employees.
[R.O. 2011 §2-177; Code 1977 §23.020; Ord. No. 3546, 7-11-2023]
If at any time during the probationary period, the supervisor determines that the services of a City employee have been unsatisfactory, the employee may be separated from his/her position without the right of appeal or a hearing.
[R.O. 2011 §2-178; Code 1977 §23.030]
At the end of an employee's probationary period, if there is reason to believe that the employee may develop the ability to perform satisfactorily by an extension of the probation period, the department head may grant an extension, not to exceed sixty (60) days.
[R.O. 2011 §2-179; Code 1977 §23.040; Ord. No. 2524 §1, 2-19-1982]
A. 
At the end of each employee's probationary period or extension granted under the authority of Section 120.120, the supervisor of the employee shall complete a probationary report and notify the City Administrator 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.
[R.O. 2011 §2-180; Ord. No. 3132 §1, 6-16-2008]
Two (2) members of an immediate family shall not be employed at the same time, regardless of the administrative department, if such employment will result in an employee supervising a member of his/her immediate family. "Immediate family" is defined as wife, husband, mother, father, brother, sister, son, daughter, mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparents, grandchildren, stepmother, stepfather, brother-in-law, sister-in-law, uncle, and aunt. No present employee shall be discharged because of a violation of the Section.
[R.O. 2011 §2-181; Code 1977 §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.
[R.O. 2011 §2-182; Code 1977 §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.
[R.O. 2011 §2-183; Code 1977 §23.120]
Failure to comply with the requirements of Sections 120.150 and 120.160 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 120.150 and 120.160 may be punished as provided in Section 100.230 of this Code.
[R.O. 2011 §2-184; Code 1977 §23.130; Ord. No. 3547, 7-11-2023]
No full-time employee of the City shall accept outside employment, whether part-time, temporary or permanent, without prior written approval from the Department Head or City Administrator. Each change in outside employment shall require separate approval. Approval shall not be granted when such outside employment conflicts or interferes, or is likely to conflict or interfere, with the employee's municipal service. Such approval, however, shall not be arbitrarily withheld. 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.
[R.O. 2011 §2-185; Code 1977 §23.140; Ord. No. 3548, 7-11-2023]
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, 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 goodwill of the employee. Whenever possible, oral and/or written warnings with sufficient time for improvement shall precede formal discipline.
[R.O. 2011 §2-186; Code 1977 §23.150; Ord. No. 3549, 7-11-2023]
A. 
It shall be the duty of all City employees to comply with and to carry out the provisions of the City's Employee Manual. No permanent employee shall be disciplined except for violation of the Employee Manual, and such discipline shall be in accordance with procedures established by the personnel rules and regulations.
B. 
Employee's And Supervisor's Responsibilities.
1. 
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.
2. 
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. 
Verbal warning;
b. 
Written warning;
c. 
Second written warning and leave without pay;
d. 
Dismissal.
Serious violations, as determined by the City Administrator and Mayor, shall be grounds for immediate dismissal.
C. 
Grounds For Action. The following are declared to be grounds for disciplinary action up to and including termination of any employee:
1. 
Conviction of a felony or other crime involving moral turpitude;
2. 
Acts of incompetency;
3. 
Absence without leave;
4. 
Acts of insubordination;
5. 
Intentional failure or refusal to carry out instructions;
6. 
Misappropriation, destruction, theft, or conversion of City property;
7. 
Refusal or neglect to pay just debts. Maintenance of effort to pay debts must be shown to clear employee of neglect charges;
8. 
Acts of misconduct while on duty;
9. 
Willful disregard of orders;
10. 
Habitual tardiness and/or absenteeism;
11. 
Falsification of any information required by the City;
12. 
Failure to properly report accidents or personal injuries as soon as realistically possible;
13. 
Neglect or carelessness resulting in damage to City property or equipment;
14. 
Repeated convictions during employment on misdemeanor, ordinance violation and/or traffic charges.
D. 
Employee Notice. A written notice should be given to each employee stating the reasons for the disciplinary action and the date it is to take effect. Notice should 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.
[R.O. 2011 §2-187; Code 1977 §23.160; Ord. No. 3550, 7-11-2023]
The most effective accomplishment of the work of the City requires prompt consideration and equitable address 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.
[R.O. 2011 §2-188; Ord. No. 3156 §1, 3-2-2009]
When City of Salem's employees go to mutual aid of another City or County for emergency storm damage assistance, said employees will be paid one and one-half (1½) time for all hours actually worked and straight time for sleep hours plus expenses. This will be based on sixteen (16) hours working and eight (8) hours sleep time regardless of time of day or day of week. This will total twenty-four (24) hours pay per day. The Mayor shall determine when the storm shall be deemed an emergency and paid under this policy.
[Ord. No. 3444, 3-23-2020]
A. 
Full-time employees will be offered eighty (80) hours of paid leave at the employee's regular rate [capped at five hundred eleven dollars ($511.00) per day] for the following COVID-19-related reasons:
1. 
Employee is under government quarantine/isolation.
2. 
Self-isolating at the direction of a health care provider.
3. 
Displaying symptoms and seeking a diagnosis.
B. 
Full-time employees are eligible for eighty (80) hours of paid leave at two-thirds (2/3) of their regular rate [capped at two hundred dollars ($200.00) per day] to care for an individual subject to quarantine or isolation, or to care for a child whose school or care is closed or unavailable due to COVID-19 precautions.
C. 
Part-time employees are entitled to the number of hours they work on average, over a two-week period.
D. 
And any other requirements set by the Families First Coronavirus Response Act.
E. 
The provisions of the law of the Families First Coronavirus Act temporarily expands the Family Medical Leave Act, known as the Emergency Family Medical Leave Expansion Act to provide paid, job-protected leave for employees who are unable to work (including telecommuting) because they need to care for a child under the age of 18 whose school has closed, or whose child care provider is unavailable for reasons related to COVID-19.
F. 
The first ten (10) days of emergency family medical leave may be unpaid. Employees can use accrued vacation, personal sick days or emergency paid sick leave during this time. The remainder of their leave must be paid at two-thirds (2/3) their regular rate [capped at two hundred dollars ($200.00) per day and ten thousand dollars ($10,000.00) total].