[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:
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.
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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;
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].