[Ord. No. 18-07, 3-12-2018]
A. 
Grounds For Action. The following are declared to be grounds for discipline, suspension or termination of any City employee:
1. 
Conviction of a felony or other crime involving moral turpitude.
2. 
Acts of incompetence or inefficient performance of duties.
3. 
Absence without leave.
4. 
Acts of insubordination with one (1) appointed by the Mayor and Board of Aldermen to supervise operations.
5. 
Intentional failure or refusal to carry out instructions or orders by one (1) appointed by the Mayor and Board of Aldermen to supervise operations.
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. 
Employee subsequently becomes physically or mentally unfit for the performance of their duties with reasonable accommodation. This is not to be construed to mean during medical leave an employee can be disciplined.
9. 
Acts of misconduct while on duty.
10. 
Employee giving City keys to anyone other than City employees.
11. 
Habitual tardiness and/or absenteeism.
12. 
Falsification of any information required by the City.
13. 
Failure to properly report accidents or personal injury.
14. 
Neglect or carelessness resulting in damage to City property or equipment.
15. 
Repeated convictions of misdemeanor and/or traffic charges, or conduct requiring intervention by police.
16. 
Introduction, possession or use of intoxicating liquors or controlled substances on City property, or proceeding to/from work under the influence of alcohol or a controlled substance.
17. 
Violation of this manual or Department procedure.
18. 
Violation of regulations.
B. 
Disciplinary Actions.
1. 
Oral Notice. An oral notice made to an employee should be noted by the supervisor and placed in the employee's personnel file by the City Clerk, specifying the date, time, and reason for the notice.
2. 
Written Notice. Any written notice shall be given to each employee stating the reason for the disciplinary action and the date it is to take effect. A copy of the notice is to be signed and dated by the employee and given to the City Clerk to place in the personnel file.
3. 
Suspension. The Mayor or Supervisor may suspend any employee, with pay, pending disciplinary investigation. Any employee may be suspended without pay and/or reduced in pay by the Mayor, with the advice of the Supervisor. (Suspension shall not exceed thirty (30) working days.) These actions shall be reported to the Board of Aldermen at the meeting immediately following such action.
4. 
Termination Of Non-Mayor Appointments. The Mayor or Supervisor with the Mayor's approval, may terminate any employee for just and reasonable cause, including violation of this Manual. (All full-time employees shall be dismissed by written notice). Any terminations of employees will be reported to the Board of Aldermen at the meeting immediately following termination.
5. 
Termination Of Mayor Appointments. Employees of the City that are appointed by the Mayor with the advice and consent of the Board of Aldermen or directly by the Board (City Clerk) may be dismissed by the Mayor with the advice and consent of the Board of Aldermen for cause, or upon a two-thirds (2/3) vote absent the Mayor's recommendation for no cause, or for any cause, or may not be reappointed by the Mayor at the time of appointment following the election of the Mayor.
6. 
Meeting With Board Of Aldermen. Any employee discharged by the Mayor or Supervisor may request a meeting with the Board of Aldermen to state his/her side of the case. The employee must make this request, in writing, and be given to the City Clerk within three (3) days of discharge. The City Clerk must respond within three (3) days from receipt of the request with an appeal hearing schedule.
7. 
Evidence. Following such meeting, the Mayor, with the advice and consent of the Board of Aldermen may take any action or no action at all. Following such meeting, the employee shall have no further appeal rights with the City.
[Ord. No. 18-07, 3-12-2018]
A. 
Minimum qualification for the operation of City owned motor vehicles and privately owned vehicles while conducting official business:
1. 
Any employee whose work requires that he/she drive City vehicles must hold a valid driver's license. Certain positions or departments within the City may require additional or specialized licensing requirements as would be necessary to carry out the duties of the position.
2. 
All new employees who will be assigned work entailing the operating of a City vehicle will be required to submit to a Department of Motor Vehicles driving record check as a condition of employment. Such checks shall be processed by the City Clerk's office. A report indicating a suspended or revoked license status may be cause to deny or terminate employment.
3. 
Prior to acceptance for employment with the City, an employee's motor vehicle operator's record may be requested from the State Department of Motor Vehicles. If a Department of Motor Vehicles review indicates three (3) or more moving violations within three (3) years of the date of review, the employee may be denied authorization to operate a vehicle while representing the City. If the employment is incumbent upon the ability to operate a vehicle, the prospective employee may be denied employment.
4. 
Employees operating City owned motor vehicles or privately owned vehicles while conducting official business shall observe all traffic laws, rules and regulations, and the dictates of common sense and good judgment.
5. 
If during the course of employment an employee exhibits a disregard for acceptable safe driving procedures, the responsible supervisor or City Administrator may deny further authorization to operate a vehicle while representing the City. If operation of a motor vehicle is required for the job position held by the employee, such denial may also result in the dismissal of the employee.
6. 
Any employee who operates a privately owned vehicle while conducting official business for the City must maintain automobile liability insurance in accordance with the State Financial Responsibility Law. Employees who do not maintain minimum liability coverage will not operate privately owned vehicles in an official capacity.
7. 
Periodic checks of employee's drivers' licenses through visual and formal Division of Motor Vehicles review checks shall be made. Any employee who does not hold a valid driver's license will not be allowed to operate a City vehicle until such time as he/she obtains a valid license. Continued employment is based upon approval of the Board of Aldermen.
8. 
Any employee performing work which requires the operation of a City vehicle must notify his/her immediate Supervisor or the Mayor in those cases where his/her license is expired, suspended or revoked and/or who is unable to obtain or has a required occupational permit suspended or revoked. The continued employment of an employee who fails to possess required licensure will be determined on a day to day basis.
9. 
City vehicles are for the exclusive use of City employees for City Business. There shall not be any unauthorized passengers in any City vehicle (except the transportation of prisoners by the Police Department and/or ride-along with a signed waiver) that are not employed by the City of Oronogo.
10. 
Take Home Vehicle Policy.
[Ord. No. 21-35, 8-24-2021]
a. 
Policy. It is the policy of the City of Oronogo and its Police Department and Public Works Department to assign police vehicles and public works vehicle to full-time sworn Police Officers and certain full-time public works employees, including but not limited to the Public Works Director, who reside within the designated range of the corporate limits of the City of Oronogo for use pursuant to the guidelines as stated in the Oronogo Police Department Policies and for public works employees (“Employee”) for the policies and procedures as follows.
b. 
Vehicle Assignment Categories.
(1) 
To be assigned such a vehicle, an employee must:
(a) 
Reside within twenty (20) miles of the corporate limits of the City of Oronogo (“City”). The length of mileage will be measured taking the shortest distance from the employee’s residence to the public works building for the City.
(b) 
Be a full-time employee within the Public Works Department for the City which requires the use of a vehicle for the employee to perform the required duties of his or her position and the required vehicle is specifically the vehicle assigned. Qualified required duties may include on-call responsibilities that create a need for faster response time and that a take home vehicle can facilitate compliance with the required responses.
(c) 
Probationary employees are not assigned a vehicle until they have successfully completed probation.
(d) 
Have and maintain a valid driver’s license issued by the State of Missouri or the State of residency of the employee.
(2) 
When an employee who is assigned a take home vehicle ends their residency within twenty (20) miles of the City, such employee must immediately notify the Director of Public Works and/or the Mayor of the change and turn in the assigned vehicle.
(3) 
The Director of Public Works and/or the Mayor may instruct the employee to return the take home vehicle temporarily or permanently, based on the needs of the City. If instructed to return the vehicle, the employee shall return the vehicle upon that employee’s next shift or at such time as agreed by the Director of Public Works and/or the Mayor, with such time not to exceed forty-eight (48) hours.
(4) 
Failure to return a vehicle as instructed will result in the loss of this take home privilege.
c. 
Vehicle Assignment Requirements.
(1) 
Any employee who has successfully completed probation and who in the absolute discretion of the Public Works Director and the Mayor are determined to perform the required duties that creates a need for assignment of a take home vehicle must meet the all the requirements herein to be assigned a vehicle.
(2) 
The Employee must have achieved a satisfactory or above rating and in all of the categories/dimensions on their most recent performance review. A satisfactory or above rating must be maintained throughout the employees rating period in order to continue to be eligible for this privilege.
(a) 
An employee must maintain a satisfactory or higher rating in all categories/dimensions in future performance reviews in order to continue being assigned a vehicle in any of the above categories.
(b) 
Failure to meet this requirement will result in the employee having to relinquish the assigned vehicle until the performance review rating requirement is met.
(3) 
Before being considered for an assigned vehicle in any of the above categories, an employee must not have been suspended for more than three (3) days during the twelve (12) months prior to the assignment of the vehicle.
(a) 
Upon assignment of a vehicle, an employee who incurs three (3) days of suspension during a 12-month period will relinquish the vehicle for a period of one (1) year.
(b) 
If, during the one (1) year period of not being assigned a vehicle, the employee does not incur any additional suspension time, the employee will be assigned another vehicle.
(c) 
If, during the one (1) year period of not being assigned a vehicle, the employee incurs any additional suspension days, the employee will not be eligible to be considered for an assigned vehicle for five (5) years.
d. 
Vehicle Usage.
(1) 
Employees assigned take-home vehicles must comply with the guidelines and/or rules set forth in this policy. At all times, whether on-duty or off-duty, all traffic laws must be adhered to. Non-compliance or violations of the guidelines and/or rules will result suspension or termination of the take-home vehicle assignment as well as possible disciplinary action.
(2) 
All City-owned vehicles must be well maintained and be kept in a clean condition with all required maintenance completed.
(3) 
The following vehicle off-duty use will apply:
(a) 
No person other than the assigned employee or another employee of the City’s Public Works Department will operate the vehicle.
(b) 
GPS monitoring devices for City vehicles will be left on during any use, whether on-duty or off-duty.
(c) 
The vehicle must not be used outside the City limits unless the employee is conducting approved and authorized business on behalf of the City.
(4) 
Nothing in this policy will prohibit the Director of Public Works and/or the Mayor from authorizing any member the use of a take-home vehicle for a limited period of time to address any identified need, such as commuting to authorized training or court appearances.
[Ord. No. 18-07, 3-12-2018]
A. 
Employee Personnel Records Are Confidential. The City of Oronogo is required to comply with valid court orders and other government requests directing the City to provide information from an employee's personnel records, generally speaking, without specific written authorization from an employee. In the absence of legal orders or written authorization, only an employee's job title, salary, and verification of employment dates will be released.
B. 
When an employee moves, changes their telephone number, or has other changes in their personal information, they must keep the City Clerk's office informed of such changes so the City can keep employee records accurate and up-to-date. It is the employee's responsibility to see that the City has their address and other information so that the City may communicate with them as needed.
C. 
Personnel records belong to the City, not to employees. Therefore, there is no right to a copy of an employee's personnel file in the absence of Federal or State laws to the contrary.
[Ord. No. 18-07, 3-12-2018]
A. 
City offices and activities shall remain open and in operation during established working hours. All employees should make every attempt to report for work on a timely basis during emergency conditions. If employees are unable to report to work, the following criteria shall apply:
1. 
The employee is responsible for contacting his/her Supervisor by telephone to indicate anticipated absence from work or late arrival to work and the reason.
2. 
If an employee is unable to report to work during these conditions, the absence may be charged as vacation or personal leave, or the employee may elect to take this time off without pay.
B. 
The Mayor shall be authorized to close City offices to protect the safety and welfare of City employees. In this event employees will receive full pay, and no vacation or personal leave allowances shall be affected.
[Ord. No. 18-07, 3-12-2018]
The City is required to examine documents and verify the identity and employment eligibility of all employees. Whenever there is a change in an employee's eligibility status, they must notify their immediate Supervisor.
[Ord. No. 18-07, 3-12-2018]
These rules amend the prior personnel policies applicable to employees of the City. The City reserves the right to modify these rules and regulations from time to time or to supplement them with bulletins or rules or policies when appropriate. The City of Oronogo Board of Aldermen reserves the right to make the final interpretation of these rules; to make final decisions with respect to their application in any particular situation; and to determine whether to dispense with the rules in any particular case.
[Ord. No. 18-07, 3-12-2018]
The City intends these policies to be general guidelines to be finally approved by the Board of Aldermen with the advice of legal counsel. Any provision of these policies which are deemed to be inconsistent with any Statute, regulations, law or precedent shall be considered severable from the other policy provisions herein, and shall be construed so as to allow the remaining policies to be lawful.