[Ord. No. 2009-44 §1, 10-27-2009]
A.
Employees
shall be paid within the limits of the salary range to which their
positions are assigned. New employees will usually start their employment
at the minimum salary rate for their classification. However, a new
employee may be employed at a higher rate than the minimum when the
employee's experience, training or proven capability warrant or when
prevailing market conditions require a starting rate greater than
the minimum.
B.
Pay
increases are contingent on satisfactory performance. If an employee's
performance is consistently unsatisfactory, the City may defer a scheduled
pay increase for a stipulated period of time or until the employee's
job performance is satisfactory.
C.
The
City Administrator may propose and the Mayor and Board of Aldermen
may periodically grant an across the board pay adjustment (cost of
living increase) that raises the salaries of all positions by a specified
amount within a defined group or classification. The increase may
be given in either flat dollar or percentage amounts. Such adjustments,
if any, will not change an employee's pay anniversary date.
D.
In
lieu of cost of living increases during economic downturns, the City
Administrator may propose and the Mayor and Board of Aldermen may
grant a flat dollar amount payment to all full-time employees across
the board.
A.
Employees
are paid on a bi-weekly basis with Friday being designated as payday.
B.
The
City pays employees through direct deposit to the employee's checking
or savings account at their bank or credit union. All employees are
required to participate in the direct deposit program. Banking information
shall be provided to the Payroll Department at the time of employment
and it shall be the responsibility of the employee to notify the Payroll
Department of any changes to banking information.
Federal and State laws require some regular deductions from
the employee's earnings; the employee specifically authorizes other
deductions. The City will withhold from the employee's paycheck those
deductions required by law and/or court order and any approved voluntary
deductions authorized by the employee or Statute.
The City Administrator must approve all travel away from the
City in advance. If private automobiles are used, employees will be
reimbursed at rates established and modified from time to time by
the standard allowable U.S. Internal Revenue Service (IRS) rate for
automobile use.
A.
Elected
officials and employees shall be reimbursed for official travel and
related expenses while carrying out official duties or attending conferences
and training seminars which will benefit both the employee and the
City. Employees will be reimbursed for reasonable and customary expense
actually incurred in connection with the business travel, including
food, lodging and travel expenses while away.
B.
Requests
for reimbursement, including all original receipts, shall be submitted
on an expense report signed by the employee and his/her supervisor.
The report, together with the receipts, should promptly be submitted
to the City Administrator who will review the expenses, sign off on
the expense report, and decide whether payment should be issued.
C.
All
efforts shall be made to keep travel expenses to a minimum and reasonable.
The following expenses for approved travel shall be reimbursed according
to established allowances or actual cost when accompanied by receipts
or other documentation as required and appropriate:
1.
Direct travel including air, bus and taxi fares;
2.
Direct travel by personal vehicle at the established IRS rate per
mile or at an amount equal to common carrier fare, whichever is less;
3.
Overnight lodging when travel extends beyond fifty (50) miles from
the City;
4.
Meals and reasonable tips;
5.
Other reasonable and related expenses;
[Ord. No. 1986, 4-26-2005]
A.
The
Board of Aldermen of the City of Eldon, a "political subdivision", as defined in Sections 70.600 through 70.755, RSMo., (2000), as
amended, hereby elects to become a participating political subdivision
of the Missouri Local Government Employees Retirement System and to
thereby provide retirement benefits to all its eligible general employees,
all Police Officers and all firefighters under Benefit Program L-1
(1.00% life allowance).
B.
The
Board of Aldermen of the City of Eldon hereby elects that one hundred
percent (100%) of prior employment be considered for "prior service
credit" in calculating benefits and contributions to LAGERS and further
elects that employees eligible to become members of LAGERS are those
employees employed in positions normally requiring at least one thousand
five hundred (1,500) hours of work a year, provided such employees
are not members of another governmental retirement plan or are otherwise
excluded from membership in LAGERS by State law.
C.
The
Board of Aldermen of the City of Eldon hereby elects to have the "final
average salary" of its employee members determined over a sixty (60)
consecutive month period.
D.
The
Board of Aldermen of the City of Eldon hereby elects to require employees
who become members of LAGERS to pay four percent (4%) of gross salary
and wages as employee contributions to LAGERS.
E.
The
Board of Aldermen of the City of Eldon hereby elects the regular retirement
age for all eligible employees.
F.
The
City Clerk or the Director of Human Resources is hereby authorized
and directed to deduct from the wages or salaries of each employee
member, the employee contributions, if any, required by Section 70.705,
RSMo. (2000), and to promptly remit such contributions to LAGERS,
along with the employer contributions required by Sections 70.705
and 70.730, RSMo. (2000), as amended. It is understood there is no
statutory provision for a participating political subdivision to terminate
its membership under LAGERS.
G.
The
City of Eldon's participation as a LAGERS political subdivision will
commence on the first (1st) day of May, 2005.
