City of Bowling Green, MO
Pike County
By using eCode360 you agree to be legally bound by the Terms of Use. If you do not agree to the Terms of Use, please do not use eCode360.
Table of Contents
Table of Contents
[CC 1996 §130.070; Ord. No. 1030 §1, 12-8-1997; Ord. No. 1041 §I, 4-6-1998; Ord. No. 1073 §I, 1-15-1999; Ord. No. 1078 §I, 2-9-1999]
The following words and phrases shall have the meanings indicated throughout this Chapter except where the context clearly indicates otherwise.
The effective date of completion of one (1) year of service shall constitute an employee's initial anniversary date for purposes of determining length of service in calculating employee benefits relating to years of service. When an employee is promoted, his/her original anniversary date remains in effect for purposes of employee benefits. The promotion date becomes the date that is used for performance reviews and merit salary increases.
The City Administrator has the power of appointment and removal of subordinate positions in any office or department of the City except as follows:
City Clerk is elected by the Board of Aldermen.
City Treasurer, City Attorney, Municipal Court Clerk, Fire Chief, Chief of Police and sworn Police Officers are appointed by the Mayor by and with the consent and approval of a majority of the Board of Aldermen.
Two (2) Deputy Fire Chiefs are appointed by the Fire Chief.
One (1) or more positions sufficiently similar in respect to assigned work duties and responsibilities that the same class title may be reasonably and fairly used to designate each position allocated to the class, that the same minimum education and work experience qualifications may be required and the same salary range may apply with equity.
The arrangement in sequence of classes that are alike in type of work, but not at the same level of difficulty and responsibility.
A written statement of the characteristic duties, responsibilities and qualification requirements that distinguish a specific class from another class. Another term frequently used is job description.
The original assignment of a position to an appropriate class on the basis of type, difficulty and responsibility of work to be performed.
The movement of an employee from a position in one class to a position in the same or other class having a lower maximum salary rate because of disciplinary reasons, incapacity to perform the work, inefficiency or unsatisfactory work performance. A demotion may also be implemented by reducing an employee's salary to a lower pay step in his/her present pay grade.
Any of the departments under the jurisdiction of the City.
The officially appointed head of any department including the City Clerk, Police Chief, Public Works Supervisors and Fire Chief are considered department heads as used in this Chapter.
A sudden and unforeseen happening that requires the unscheduled services of an employee to protect the health, welfare and safety of the community.
Exempt employees are those who meet the criteria for exemption from the Fair Labor Standards Act as elected officials, members of the personal staff of an elected official, appointees of an elected official serving on a policy making level, professional employees, executive employees, administrative employees and certain seasonal employees as defined by FLSA. These employees are not eligible for overtime. All other employees of the City are considered non-exempt for purposes of the FLSA.
Language as to gender is considered inclusive of both male and female. The use of male and female pronouns includes both sexes.
Any dispute regarding the meaning, interpretation, application or alleged violation of the terms and conditions of these policies and procedures.
The separation of an employee which has been made necessary by lack of work or funds or other reasons not related to fault, delinquency or misconduct on the part of the employee.[1]
A group of current duties and responsibilities assigned or delegated by competent authority requiring the full-time, part-time or temporary appointment of one (1) person.
A position with the City which is regularly scheduled and works an average of forty (40) hours per week or two thousand eighty (2,080) hours per budget year.
A position that is scheduled for less than a standard workday, workweek or tour of duty which may be of a regular or intermittent nature. No part-time employee shall exceed one thousand five hundred (1,500) hours annually.
A position comprising duties which occur, terminate and recur seasonally, intermittently and according to the needs of the City and department.
A ninety (90) day test period for all employees other than Police Officers and a one (1) year test period for Police Officers, during which a newly appointed or promoted employee or Police Officer is required to demonstrate his/her fitness for the position by the actual performance of the duties and responsibilities of the position as well as being evaluated regarding his/her work habits, abilities, attitude, promptness and other pertinent, job-related characteristics.
The movement of an employee from one position of one class to a position of another class having a higher pay grade.
The official determination by the appointing authority that a position be assigned to a class different than the one to which it was previously classified.
The length of continuous service with the City from the first (1st) day of employment by the City in a full-time position.
Police and Fire Department personnel who take an oath of office and meet applicable State and local requirements are considered sworn personnel.
The movement of an employee from one department to another; or movement to another class in the same department having the same pay grade and involving the performance of similar duties and requiring essentially the same basic qualifications.
A duly created position which is not occupied and for which funds have been budgeted.
Editor’s Note: Former definitions for Pay Grade and Pay Step, which immediately followed, were repealed 7-17-2017 by Ord. No. 1843.