City of Warsaw, MO
Benton County
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Table of Contents
Table of Contents
[Ord. No. 194 §1, 7-20-2015[1]]
A. 
The purpose of this employee policy manual is to serve as a ready reference for all employees of the City of Warsaw. The manual will provide you with answers to many questions that will make your job easier. Reference to gender within this manual is not intended to be gender specific: therefore, he/she is she and she is he.
B. 
Because of the many areas with the employment by the City of Warsaw, it is not possible to cover every aspect of our personnel policies. Rather, the manual should allow you to quickly become informed of certain basic rules under which we operate. However, the Board of Aldermen may sometimes find it necessary to expand or change some of these policies. When this is done, written notices outlining the changes will be sent to you as guidance.
[1]
Editor's Note: Former Chapter 140, Personnel, derived from Per. Man. Rev. §§1.010 — 19.010, Ord. No. 2004-28 §1, 7-19-2004, Ord. No. 2006-3 §§1 — 4, 3-1-2006, Ord. No. 2006-31 §§1 — 4, 9-11-2006, Ord. No. 2007-24 §1, 6-18-2007, Ord. No. 2008-07 §1, 3-3-2008, Ord. No. 2010-4 §1, 5-17-2010, Ord. No. 105 §1, 3-18-2013, Ord. No. 138 §§1 — 2, 2-3-2014, all as amended, was repealed 7-20-2015 by §1 of Ord. No. 194.
[Ord. No. 194 §1, 7-20-2015]
A. 
Our purpose in the manual is to communicate the policies and procedures which establish clear expectations between the Board of Aldermen and employees. These guidelines are intended to provide a framework from which the City can deal fairly with all employees. We see this manual as a living document which will be reviewed periodically.
B. 
Our entire organization is dedicated to serving the needs of the citizens of Warsaw. We must deliver our services to the citizens and visitors of Warsaw in a professional and courteous manner, always remembering that above all the business of government is providing for people what they cannot affordably or practically provide for themselves.
[Ord. No. 194 §1, 7-20-2015]
A. 
Upon promotion or appointment to any position, the employee will be notified of his/her status of employment. All employee positions will be in one (1) of the following categories:
1. 
Full-time. A minimum of forty (40) regular hours per week/fifty-two (52) weeks a year with the accumulation of all City benefits.
2. 
Part-time. A maximum of thirty-two (32) regular hours per week/fifty-two (52) weeks a year or less with no accumulation of any City benefits.
[Ord. No. 194 §1, 7-20-2015]
All employees within City service may, under Section 79.240, RSMo., be removed by a two-thirds (2/3) vote of all the members elected to the Board of Aldermen at will. The Board of Aldermen may pass ordinances regulating the manner of impeachments and removals.
[Ord. No. 194 §1, 7-20-2015]
The minimum age for employment of full-time employees shall be eighteen (18) years of age. The minimum age for employment of part-time employees shall be sixteen (16) years of age.
[Ord. No. 194 §1, 7-20-2015]
Employees of the City of Warsaw shall not be required to live within the City limits, but they are encouraged to do so. At the time of appointment, promotion, etc., if all other factors are equal, City residents shall be given favorable preference.
[Ord. No. 194 §1, 7-20-2015]
No members of an immediate family shall be employed under a supervisor of the same family; neither shall two (2) members of an immediate family 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. This policy applies to promotions, transfers, reinstatements and new appointments. The provisions of this Section shall not be retroactive and no action is to be taken concerning those members of the same family employed at the time of the adoption of this Section. "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.
[Ord. No. 194 §1, 7-20-2015]
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.
[Ord. No. 194 §1, 7-20-2015]
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, including the posting of election signs or billboards on employee's property.
[Ord. No. 194 §1, 7-20-2015]
Failure to comply with the requirements of Sections 140.140 and 140.150 shall be grounds for immediate dismissal.
[Ord. No. 194 §1, 7-20-2015]
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. Any employee who accepts employment outside of service to the City must never wear any uniform or clothing bearing the City's name or provided by the City during the pursuit of said outside employment.
[Ord. No. 194 §1, 7-20-2015]
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 would 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 elect the cooperation and good will of the employee. Whenever possible, oral and/or written warnings with sufficient time for improvement shall precede formal discipline.
[Ord. No. 194 §1, 7-20-2015]
Upon confirmation of an allegation of harassment, brutality, improper force, abuse or other improper action or improper inaction, whether threatened or occurring, the employee shall be immediately suspended by the Mayor and City Administrator, without pay, pending a complete and thorough investigation of the matter and a closed hearing before the Board of Aldermen. If the allegation deemed to be false then pay would be paid retroactive for the period of suspension.
[Ord. No. 194 §1, 7-20-2015]
A. 
The standard workweek for hourly employees shall be five (5) days (Monday through Friday) for a total of forty (40) hours per week.
B. 
Department heads and supervisors should work those hours necessary to assure the satisfactory performance of their departments, but not less than forty (40) hours per week. The department head or supervisor shall be considered an hourly employee and shall be entitled to overtime pay under this Section.
C. 
Employees shall begin work at a time set by management for the department that shall provide the most effective productivity for that department and shall take into consideration weather extremes. The time set shall be consistent and changed no more than three (3) times during the year.
D. 
Employees shall be expected to work an eight-hour day with a thirty-minute lunch approximately four (4) hours after the start of work. Should the work load not afford the thirty-minute break at the approximate time, then the employee shall be afforded the thirty-minute break at the earliest convenient time. In the case of an emergency repair, and no convenient time is available after six (6) hours have been worked due to the emergency, the employee shall be paid through the thirty-minute lunch break.
E. 
Any other breaks afforded the employee shall be at the discretion of the supervisor and shall be no more than fifteen (15) minutes in length and no more than twice a day.