AN ORDINANCE ESTABLISHING WORK RULES AND PROCEDURES FOR EMPLOYEES OF THE CITY OF RICH HILL.
BE IT ORDAINED BY THE BOARD OF ALDERMAN OF THE CITY OF RICH HILL, MISSOURI AS FOLLOWS:
City of Rich Hill
Rich Hill, Missouri
These work rules are made for the purpose of establishing conditions of employment. The City Council reserves the right to modify these work rules and procedures from time to time as circumstances warrant.
Article 1 Definitions
(a) Part time employees – Any employee that is hired to work on an “as needed” basis with no guarantee of a certain number of hours in any given pay period. Part-time employees are not eligible for any benefits.
(b) Full time employees – Any employee that is hired to work at least 40 hours a week. To maintain fulltime status employees must work 40 hours per week or use qualified leave except for employees who are exempt.
(c) Probationary employees – All new employees hired to work will be required to be on probation for at least 6 months.
(d) Temporary employees- employees hired to complete a designated time of work but not more than 6 months. Temporary employees are not eligible for any benefits.
(e) Seniority – An employee’s total length of continuous employment.
(f) Exempt employee shall be an employee designated as such by the Board of Alderman pursuant to Federal Fair Labor Standards.
Article 2 Regular Scheduled Working Hours
The City of Rich Hill business hours are Monday through Friday from 8:00 a.m. to 5:00 p.m. Regular working hours are from 8:00 a.m. to 5:00 p.m. unless otherwise scheduled. All supervisors will do monthly schedules and turn a copy of that schedule into the Mayor.
Article 3 City Council / Employee Relationship
The City Council has the right to enforce discipline, employ, suspend, promote, or to discharge employees and to direct its working forces. The City Council reaffirms that all employees are employed at the will.
- The City Council will continue their policy of non-discrimination against any employee of applicant from employment because of the employee’s race, color, religion, sex, age, national origin, or any other basis prohibited by state statues.
- References to “he” or “his” or “she” or “her” are not intended to refer to one gender but are equally applicable to both sexes. In addition, any reference to sex, age, race, religion, or physical condition in these work rules is not intended to indicate a preference for one group over another and such information will be used as permitted by local, state and federal laws in a policy of providing equal opportunities in all aspects of employment.
- The Rich Hill Police Department will follow all state laws regarding racial profiling. The Rich Hill Police Department will not make any traffic stop or arrest for the purpose of race, creed, religion, sex, age, national origin or any other prohibited state statues.
The work rules have been documented to establish acceptable conduct while in the work place, but are not an all-inclusive list.
- It is each employee’s responsibility to control his or her conduct in a manner that promotes harmony in the work place. Common sense, an awareness of others feelings, knowledge of City procedures, and personal integrity should be a guide to all actions. Employees should do what they know is right, and if they don’t know they should ask their supervisor for guidance.
- Now more than ever before, the actions of City employees are closely scrutinized by the public. It is, therefore, essential that Rich Hill City employees behave so as to present a positive image of both the City and themselves. Many of our employees work in areas where members of the public constantly observe their actions. It is important that our customers have the utmost confidence in the skill and honesty of Rich Hill City
- As good citizens and productive workers, our employees are expected to observe the law, as well as generally accepted standards of conduct. Any behavior, which violates any law or contradicts any of these standards, hurts the image of the individual, as well as the City. Employees are expected to deal courteously, openly and fairly with each other and with the public and to maintain proper standards of behavior.
- Listed below are a number of rules, which all Rich Hill City employees are expected to obey
- Falsification of City records, including employment applications, medical records and time tickets.
- Intentional destruction or damage of City property or property of employees.
- Fighting during working hours (including lunch or break periods). .
- The theft of City property or energy.
- The use by an employee of the employee’s position to steal or aiding another employee or member of the public through the employee’s position in stealing.
- Reporting for work under the influence of alcohol or an unlawful or controlled substance, or the possession or use of alcohol or an unlawful or controlled substance during working hours. The City will follow the drug policy.
- Immoral or indecent conduct.
- Intimidation or coercion or attempted intimidation or coercion of other employee’s.
- Willful disobedience, insubordination or intentional failure to carry out instructions.
- Acts of deception, dishonesty or fraud, including the misuse or the employee’s position in manipulating the employee’s account or service, or the intentional mishandling or the account of a fellow employee, friend, relative or member of the public.
- The use of abusive, threatening or profane language to supervisors or members of the public.
- Abuse of sick leave.
- The disclosure of confidential information regarding the City, employees or customers.
- Sleeping during working hours.
- Gross negligence or conduct which could result in damage to City property or personal injury.
- Curb reading meters.
- Operating a motor vehicle on city business without a valid driver’s license or violating the provisions of a restricted driving license.
- Excessive tardiness.
- Unsatisfactory job performance.
- Neglecting one’s job duties and responsibilities.
- Violation of dress code if applicable.
- Permitting unauthorized passengers to ride in city vehicles.
- Excessive use of city telephone for personal business.
- Unexcused absences
- If you drive a city vehicle and/or equipment you are required to provide a copy of your valid driver’s license to the City Clerk.
- Driving privileges suspended in any instance where a valid driver’s license is not presented. Upon approval, driving privileges reinstated upon submission of valid license. It is the responsibility of each employee to provide a copy of their driver’s license upon renewal to the City Clerk.
- It is the employee’s responsibility to notify the Mayor upon suspension or revocation of driver’s license. Disciplinary procedure as stated in (y) above will be enforced in this instance.
- If you receive any mileage reimbursement for pre-approved use of your personal vehicle you are required to submit a copy of valid liability insurance on your vehicle to the City Clerk. Progressive disciplinary procedure will be suspension of approved use of personal vehicle and proof of valid liability insurance submitted within 30 days of warning. Use of personal vehicle reinstated, upon approval, once proof of insurance submitted.
- No employee will personally record audio conversations or statements or video tape the image of another employee or customer while “on duty” for the City of Rich Hill. The only exception will be police officers using a recording device in the course of an official investigation.
Article 6 Drug Policies
All employees of the City will be required to comply with the drug policy written by the agency the City is currently under contract with. The policy will be approved by the City Council. The following job descriptions are to be declared safety sensitive positions for the purpose of random drug testing; police department, electric, streets, water plant, water distribution, wastewater plant, wastewater collection and refuse.
The City wished to improve the health of its employees by encouraging smoking cessation, and by specifically eliminating smoking in enclosed environments unless posted as a smoking area. No person shall smoke or carry a lighted cigarette, cigar or pipe in any building owned or operated by the City of Rich Hill. Smoking will not be allowed in enclosed areas used by the general public or serving as a place of work, including open office area. All City owned vehicles operated by the City have been declared smoke free.
All computers used for City business will use software as designated by the Board of Aldermen. A backup of all computers will be stored on the main server daily or at least once a week. The City Clerk will take the most recent backup tape home each night and a weeks worth of tapes will be stored in the vault. A yearly backup tape for each fiscal year and a yearly backup tape of payroll shall be kept in the lock box of the City’s financial organization.
Article 9 Police Video Surveillance Equipment
The surveillance camera is to be used to record criminal activity based on citizen complaint or police department knowledge of criminal activity. The video records are to be used for determining prosecution and as evidence in court. The City Marshall may review tapes and Police Officers assigned to the investigation. The City Marshall will determine if further viewing by other law enforcement agencies or crime victims is warranted. Tapes are not open to public viewing and are considered investigative evidence. Tapes containing evidence will be kept as part of the case file until the case is disposed of.
Full-time employees will wear the city uniform. The City of Rich Hill will purchase 10 t-shirts per employee per year. The City will pay $2.00 a week for rental of jeans. City employees required to wear a uniform and police officers can be reimbursed up to $50.00 a year for a clothing / boot allowance. Uniforms for police officers will be purchased at the City Council’s discretion. Police officers and the City Marshall are required to maintain a professional appearance while they are on duty for the City of Rich Hill. All fulltime officers shall be dressed in approved uniform, specifications for the approved uniforms at the discretion of the Board of Aldermen.
All full-time employees will have the right, at the renewal date of the cities current health insurance policy, to have health and life insurance with the company the City is currently under contract with. The city will pay $300.00 per month of the cost of the health and life insurance of the employee; the employee will pay the remaining cost and any other insurance.
Hepatitis shots will be required for full-time permanent employees that work at the Wastewater Plant, as a Police Officer or the City Crew. The City will pay the costs. Any employee that chooses not to receive these shots will be required to sign a form declining the shots.
Article 14 Deferred Compensation Plan
All full-time employees will have the option of joining the deferred compensation plan. Any money put into this plan will be the employee’s money; the City will not contribute any money to this plan.
All employees will be required to give the City permission to run a criminal background check on them with the Missouri State Highway Patrol. The City will pay for the cost of the background check.
All employees who are Department Heads or Supervisors for the City will attend council meetings when it is part of their employment or when requested by the council. If a circumstance should arise where the employee feels he or she cannot meet this requirement an excuse must be given to the Mayor.
- All training and travel must be approved by the City Council.
- Meals will be reimbursed at no more than $22.50 per day. Reimbursement for meals will only be given with a dated receipt indicating the amount paid and the name of the establishment.
- Hotel lodging will be paid at the rate of the average rate for that area per day, per room. The employee must pay reservations made by the employee and then the City will reimburse the employee as long as they have a dated receipt indicating the amount paid and the name of the establishment. Hotel reservations made by City Hall, the check will be cut in advance.
- Employees who use their own vehicle for city business will be reimbursed according to federal mileage reimbursement for each mile provided they turn in a requisition to the City Clerk.
- Employees will receive comp time for all training hours that puts them over 40 hours for the week.
In accordance with State Law RSMo 590.040 all newly hired peace officers shall be required to complete the required training for certification by the Department of Public Safety.
- All City vehicles and equipment will be parked on city property at the end of the regular shift of the employee.
- Police Cars are to be locked at all times when unattended including when parked at any police officer’s residence. No person shall be allowed in the police vehicle unless on authorized police business.
- If the employee is called out after the end of their regular shift, they will report to their department, procure the needed vehicle or equipment and put the vehicle or equipment back when the duty is completed.
No televisions are allowed in City facilities. The only exceptions will be the television / VCR in the City Council Chambers which shall be used for training, educational, and information purposes related to City business. The employees at the water plant may have a television but the City will not purchase or maintain it.
- Weekly paychecks will be issued on Friday following the end of their pay period.
- Terminated employees will receive their paycheck within 2 working days of their notice of termination.
- Employees that resign will receive their final paycheck on Friday following the end of their employment as long as there is at least 2 working days for calculations otherwise it will be the following Friday.
- Work orders will be done in a timely manner.
- Work orders for water and electric service re-connections will be done the same day if posted on the board before 1:00 P.M. If posted after 1:00 P.M. it will be done the next working day. The other utility work orders will be done in a timely manner.
- The City Superintendent will pick up work orders (at least) when the workday begins and again at 1:00 P.M. for daily scheduling.
- Work orders that have not been completed within 14 days the City Superintendent will give a written report to the Mayor as to why they have not been completed and when it shall be done.
- All investments of city funds, in interest bearing accounts shall be approved by a majority of the City Council with Mayor casting the deciding vote in the event of a tie.
- The office staff will do the day-to-day deposits into the City’s Checking Account and make necessary expenditures.
- The City Clerk will move perpetual care interest on an annual basis to the cemetery fund.
Article 24 Holidays
- The city will observe all Federal Holidays and the day after Thanksgiving.
- New Year’s Day
- Martin Luther King Jr.
- Presidents Day
- Memorial Day
- Independence Day
- Labor Day
- Veteran’s Day
- Columbus Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Day
- When a holiday occurs on Sunday it will be observed the following Monday and when a holiday occurs on Saturday it will be observed the preceding Friday.
- Full Time employees will be paid 8 hours on said Holiday provided they have worked or taken vacation leave their scheduled day before and the scheduled day after the holiday (The employee will loose holiday pay if they call in sick the day before or the day after a holiday unless the employee has a doctor’s note.)
- Work by employees on holidays will continue to be limited to that which is deemed by the council to be essential to the performance of its obligations to furnish adequate service. The Mayor & Council will continue the practice of permitting employees whose services are not required on a holiday to be excused from work without loss of pay, such employees being credited with eight hours “Holiday Pay” if so excused, provided that if work is scheduled on a holiday and an employee is requested to report to work and does not do so, said employee shall automatically forfeit the employee’s pay for that holiday.
- An employee who works on a holiday as part of the employee’s basic workweek will be paid the employee’s regular time rate and holiday pay equal to the amount of hours of shift and starting at the beginning of the shift.
- Part-time employees will be paid 8 hours of Holiday Pay if the employee works on the holiday and meet the following requirements. The employee must have worked 500 hours the previous year to be eligible for Holiday Pay. Each year on December 31st City Clerk will check the hours worked for each part-time employee. If the part-time employee has worked 500 or more hours the employee will be eligible for Holiday pay when working the holiday for the next year.
All fulltime employees will receive vacations hours weekly. Full Time probationary employees will receive vacation hours weekly once the employee has been removed from probation.
Full time employees will receive vacation each week as follows:
6 months to 1-year 1-½ hours (39 hours per year)
1 Year of Service to 4 Years 1-¾ hours (91 hours per year)
5 Years of Service to 9 Years 2 ½ hours (130 hours per year)
10 Years of Service to 14 Years 2 ¾ hours (143 hours per year)
15 Years of Service to 19 Years 3 hours (156 hours per year)
20 Years of Service to 24 Years 3 ¼ hours (169 hours per year)
25 Years of Service to 29 Years 3 ½ hours (182 hours per year)
30 and more Years of Service 3 ¾ hours (195 hours per year)
Any hours that you have at the time of passage of this ordinance will be kept and the following hours added to.
Article 27 Scheduling Vacation Time
- An employee cannot schedule vacation on a holiday. (You cannot have vacation and holiday pay in the same day)
- You can use no more vacation time daily than you would normally be scheduled to work. Example: You work 12 hours a day; employees can use no more than 12 hours a day.
- Choice of vacation period shall be on a seniority basis, as far as practical, provided that if an employee splits the vacation the employee can exercise seniority rights only once.
- Vacation time must be scheduled and approved with your supervisor in writing and a copy submitted to the Mayor.
- Employee must schedule each absence at a time when it will not result in exceeding the number of employees permitted on vacation.
- Vacation will be paid at your regular rate of pay.
- Employees on a leave of absence will not earn vacation time.
- You will be allowed to carry a maximum of 180 hours of vacation time over into the next year. The cut off for the hours is done on the last check issued in December. Vacation schedules must be turned into City Hall by March 1st of each year.
Article 28 Vacation Allowance upon Termination/Resignation
Upon Termination or resignation of an employee, said employee shall be paid any unused accumulated vacation.
Police Officer-Regular working hours will be scheduled to cover a 40-hour week. A workweek will begin on Monday at 7:00 a.m. and end the following Monday at 6:59 a.m. Police Officers will be paid an hourly rate for 40 hours a week. Hours worked over the 40 hours a week the officer will be paid time and a half or the employee will have the option of receiving comp time at the rate of time and a half. Comp time may accrue to a maximum of 9 hours and must be used within 30 days of the date it was received.
Water Plant-Regular working hours will be scheduled to cover a 40-hour week. A workweek will begin on Monday at 7:00 a.m. and end on the following Monday at 6:59 a.m. Water Plant employees and the Water Plant Supervisor will be paid an hourly rate for 40 hours per week, anything over 40 hours a week the employee will be paid time and half or the employee will have the option of receiving comp time at the rate of time and a half. Comp time may accrue to a maximum of 9 hours and must be used within 30 days of the date it was received.
Wastewater Plant-Regular working hours will be scheduled to cover a 40-hour week. A workweek will begin on Monday at 7:00 a.m. and end the following Monday at 6:59 a.m. Wastewater Plant employees and the Wastewater Plant Supervisor will be paid an hourly rate for 40 hours per week, anything over 40 hours a week the employees will be paid time and half and will have the option of receiving comp time at the rate of time and a half. Comp time may accrue to a maximum of 9 hours and must be used within 30 days of the date it was received.
Office Personnel-Regular working hours will be scheduled to cover a 40-hour week. A workweek will begin on Monday at 7:00 a.m. and end the following Monday at 6:59 a.m. Office personnel will be paid an hourly rate for 40 hours per week, anything over 40 hours a week the employee will be paid time and half. The City Administrator will be a salaried employee and exempt from mandatory overtime other employees will have the option of receiving comp time at the rate of time and a half. Comp time may accrue to a maximum of 9 hours and must be used within 30 days of the date it was received.
City Crew-Regular working hours will be scheduled to cover a 40-hour week. A workweek will begin on Monday at 7:00 a.m. and end the following Monday at 6:59 a.m. City Crew employees and the City Superintendent will be paid an hourly rate for 40 hours per week, anything over 40 hours a week the employee will be paid time and half or the employee will have the option of receiving comp time at the rate of time and a half Comp time has a maximum of 9 hours and must be used within 30 days of the date it was received.
- Timesheets are due on Monday by 12:00 p.m. (Noon) if you wished to be paid that Friday.
- For the purpose of timekeeping, the date to which the basic workday is to be allocated shall be the date on which you started your shift.
- All hours are to be recorded on the timesheet, not kept on separate records by the employee or supervisor.
- Any employee who is placed on call is required to be available at the city’s service twenty-four hours a day while he is being paid on call.
- On call time shall be paid to an employee at the rate of $25.00 per day.
- On call time for a holiday will be paid to an employee at the rate of $50.00 per day.
- An hourly employee who is called out when on call shall be paid time and half for each hour worked.
- An hourly employee who is called out when on call on a holiday shall be paid double time for each hour worked.
- On-Call time does not apply to police officers.
- City Crew will have 2 people on-call each weekend and holidays.
The City of Rich Hill will comply with all regulations of the Family and Medical Leave Act. If an employee is qualified for FMLA the employee is required to take FMLA Leave (No excuses). Employees must use available sick leave to cover the time off. Each employee is allowed up to 12 weeks per year of FMLA. Each employee’s year will begin with the 1st day the employee is eligible for FMLA. Employees will be required to submit a written release before returning to work.
- Definition- “Personal illness” as used herein shall mean the incapacity of an employee because of sickness or accidental or other injury not arising out of and in the course or city employment or outside gainful occupation.
- Qualify for Sick Leave
All full time employees will receive sick leave hours each pay period. Full time probationary employees will receive sick leave hours each pay period but will not be allowed to use them until they are taken off probation.
- Accumulation of Sick Time
Full time and probationary full time employees will receive 2 hours of sick leave per week.
- Use of Sick Leave
- No employee shall be entitled to sick leave privileges unless the employee shall have notified his or her supervisor prior to the starting time of the employees next regular work schedule, unless the delay of notification can be shown to have been unavoidable.
- Beginning December 31, 2007 the maximum number of hours you can carry forward will be 480 hours. For every hour you have over the 480 hours at the end of each year the employee will receive 25% (twenty-five percent) to be paid to the individual employee’s retirement fund or paid out to the employee with the employee paying the required taxes.
- At the time of resignation from employment with at least 14 days notice the employee will be paid 25 % (twenty-five percent) of the hours they have with the employee paying the required taxes.
- An employee off on sick leave three consecutive working days or more will be required to provide necessary information from their personal physician to the Mayor before returning to work. The city will not pay for transportation cost; cost of personal physician or lost time except the employee may charge lost time to accumulated sick leave when appropriate.
- An employee physically disabled from performing work due to pregnancy, maternity, or childbirth shall have the same sick leave privileges, provided the employee continues to work until disabled from performing and returns to work as soon as physically able. If the employee elects for personal wishes, convenience or any other reasons to begin or end leave from work at any other time unrelated to physical capacity to perform, then the absences will be treated as a leave of absence. This section will be applied in accordance with all applicable Federal, State, and Local Laws.
- Should serious illness occur in your immediate family, which requires your presence, you may charge these absences to sick leave. Immediate family is defined as employee’s mother, father, son, daughter, husband or wife. An employee who charges their absence due to family illness to their sick leave must provide necessary information from a qualified physician in the event they are absent from work three or more days due to the illness of an immediate family member. An employee found to have abused this sick leave privilege would be discharged.
- Sick leave will be paid at the employee’s regular rate of pay.
- You cannot use any more sick leave than you would normally work in a day. Example: If you are scheduled to work 12 hours a day you can only use 12 hours of sick leave for a day.
- Employees will not be paid sick leave and overtime in the same workweek unless the employee was on-call when the overtime pay was accumulated. Exception to this rule would be if an employee was called out after regular working hours.
- Employees will not accumulate sick leave while on a leave of absence.
- If a holiday occurs during sick leave the employee will receive “Holiday Pay” instead of being charged sick leave when the employee has been on an extended sick leave period and has a doctor’s note. The employee cannot call in sick the day before the holiday or the day after. If the employee should call in and does not have a doctors note the employee will loose the holiday pay or the employee can choose to use vacation leave for that day.
- An employee will be allowed to donate Sick Leave hours to a fellow employee during a period of extreme emergency such as a terminal disease or major injury. The fellow employee will receive the number hours donated at minimum wage.
- If an employee is unable to complete a basic work day because of an injury resulting from an accident arising out of and in the course of city employment the employee shall suffer no loss of pay for such day. If the employee is incapacitated because of such injury for a period extending beyond the day of the accident, accumulated sick leave privileges will be available to cover loss of pay on basic work days during the waiting period specified in the applicable state compensation law. If an employee is incapacitated because of a such injury or illness beyond the waiting period specified in the applicable state compensation laws and is entitled to receive compensation payments therefore, the employee’s sick leave privileges will be available to cover the difference between such payments and the straight time pay of such employee; provided that the availability of such privileges will terminate at such time as the City’s physician determines that the employee is able to return to work. Charges against accumulated sick leave privileges used under this provision will be made by deducting the number of hours paid for from the employee accumulation of sick leave privileges on an hour-to-hour basis. The employee will continue to receive full wages until the employee’s accumulated sick leave privileges have been exhausted.
- Sick leave paid in situations where it is later determined that the employee was not eligible or qualified for said pay shall be repaid to the City or deducted by the City from subsequent earnings of the employee.
The council has a concern about the attendance record of every employee. Furthermore, under normal conditions, the City provides every full time employee a basic forty-hour workweek. The council’s responsibility to provide a dependable continuously available service to its citizens, upon their demand, places an obligation on every employee to be on the job performing his duties every day he or she is scheduled to work. Absence of employees weakens the city’s ability to furnish essential service to the public and to do so at reasonable rates. Good attendance is an important job requirement.
Where an employee appears to have abused sick leave privileges the council may require a physician’s certificate, which will certify both the fact and cause of the illness. If the employee is found to have abused the sick leave privileges he or she shall be discharged.
If any employee is absent from work on a scheduled workday because of jury service, the employee shall be paid the employee’s regular rate of pay by the city.
If any employee accepts a call to serve as pallbearer for a member of the immediate family (as defined under use of sick leave) or the immediate family of a fellow employee he will be paid the employees regular rate of pay by the city if the funeral is on a regular scheduled workday.
The council will permit any employee to be absent from work without loss of pay for three days for the death of the employee’s wife, husband, child, father, mother, brother, sister. The employee will be permitted to miss one day of work without loss of pay for the death of a father-in-law, mother-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, grandfather, and grandmother. The same days will be given to the employee as listed above if the relationship is adoptive or step. If the employee needs to take additional time off for such reason, the employee may do so and charge the time to available sick leave.
The council will recognize the moral and legal responsibilities to employees serving in the armed forces of the United States.
Article 39 Leave of Absence
- A maximum of ninety days leave of absences, without loss of accumulated seniority, may be granted an employee in any calendar year for reasons other than illness or accident, with written permission of the council, and provided the employee can be spared from duty. Such leave of absence may be extended without the accumulation or seniority during such extended period, for total absences of not more than six months, with the written approval of the council. In cases of permitted absences, employees shall be permitted to return to work only if they are physically qualified to do so. If such an employee remains away for more than six months, or if the employee accepts other employment during the leave of absences without the specific sanction of the council, the employee’s employment with the city shall be deemed to have terminated and all seniority rights forfeited.
- No other benefits except seniority shall occur during a leave of absence under this section.
There will be the issuance of a service award certificate for every five (5) years of continuous service by any full time employee for the City of Rich Hill or any other volunteer or employee at the discretion of the Mayor and City Council.
If placement cannot be made for an employee who attains five or more years of city service, and thereafter is scheduled for layoff, the employee shall be entitled to a severance allowance in accordance with the following:
- The employee must make the request for the severance allowance in writing within three months from the effective date of the layoff.
- An employee who elects to receive the severance allowance shall forfeit all seniority rights and any other privileges, rights, or benefits to which the employee may then or thereafter be entitled. If any employee is offered re-employment with the city before the council has received the request for severance allowance referred to in this subsection (a) above, the employee shall have forfeited the employee’s right to the severance allowance.
- Any employee being laid off shall have the right to elect within said three month period, by written notice to the council, not to receive the seniority rights and any other privileges to which the employee may be entitled under other provision of the work rules.
- No severance allowance will be paid to employees who resign, who are discharged for cause, or who leave service of the city because of physical disability.
- At the time the employee elects to receive severance allowance the employee will notify the council of any severance allowance not paid in the event of the employee’s death.
- The rate of pay to be used in computing the amount of the severance allowance shall be the established rate of pay of the employee in effect at the time of the employee’s layoff.
- The scheduled amounts of the severance allowance are as follows:
Years of Seniority Severance Allowance
At least 5 yrs. but less than 10 yrs. 1 month pay
At least 6 yrs. but less than 15 yrs. 2 months pay
At least 15 years or more 3 months pay
Article 42 Workers Compensation
All employees will be covered by workers compensation. It is the employee’s responsibility to report all accidents and injuries to their supervisor. The employee will contact the City Clerk and fill out an accident report within 24 hours of the incident. The City of Rich Hill will require any one that is submitting an accident report to be evaluated at a Medical Facility designated by the City. The City of Rich Hill will pay for any medical expense up to $1,000.00 before asking the insurance company for compensation. Reports will be filed with insurance company on all incidents or injuries. Employees will be required to submit a written release when returning to work. Employees must use all safety equipment provided by the City or their workers compensation benefits may be reduced.
Article 43 Police Department
- The City Marshall will honestly and faithfully discharge all the duties of his office as required by the laws governing cities of the fourth class, this Code and other ordinances of the City and at the end of the term of office, surrender all money, books, papers, vouchers, or other property belonging to the City in good order.
- The City Marshall shall in the discharge of his duties, be subject only to the Mayor, and all other members of the Police Department shall be subject only to orders of their superiors in the Police Department and the Mayor.
- All person appointed to the Police Department shall be entitled to hold office during good behavior and efficient service.
- Every member of the Police Department shall have the powers prescribed by law and shall perform the following duties:
- The City Marshall shall prescribe the hour and work schedule of the members of the police personnel.
- The police officers whether special or regular, including the City Marshall, shall at all times appear in approved uniform when on duty.
- Any police officer, whether regular or special, who shall become intoxicated while on duty for the City shall immediately be dismissed from the force.
- It shall be unlawful and punishable as a misdemeanor for any officer under suspension or dismissed to be seen in public wearing the official uniform.
Article 44 Residency Requirements
The City Clerk will be required to live inside the City Limits of Rich Hill, Missouri. Any person required to meet this rule will have 6 months from the date of hire to comply with this rule.
Article 45 Employee evaluations
- The evaluation process will encourage employees to improve their performance and job skills.
- All new employees will be evaluated at the end of their probationary period by written or verbal comments from their supervisor to the Mayor and the Board of Aldermen.
- Supervisors will perform ongoing evaluations of employees year round, addressing problems and recognizing outstanding service as these situations arise.
Article 46 Safety Plan
It is the policy of the City of Rich Hill that every employee is entitled to a safe and healthy place in which to work. To this end, every reasonable effort will be made in the interest of Accident Prevention, Fire Protection, and Health Preservation.
Tile management concept of The City is not production and safety; it is production with safety. When production with safety is achieved, production with efficiency is attained simultaneously.
The City has a basic responsibility to make the safety of human beings a part of our daily, hourly concern. City will be counting on you to do your part in making our program an effective one.
The successful operation of The City will depend not only on service, but also how safely each job is performed. There is no job so important, not any service so urgent, that we cannot take time to work safely. City considers the safety of our personnel to be of prime importance. The city expects your full cooperation in making our program effective.
Section 1 IDENTIFICATION OF PLAN ADMINISTRATION
The following persons are responsible for implementing the accident prevention plan for the employees they supervise for the City of Rich Hill.
Director of Public Safety City Administrator City Superintendent Water Plant Supervisor Wastewater Plant Supervisor
Section 2 RESPONSIBILITIES
The City’s supervisors are the foundation of the safety program. Their responsibilities are to:
1) Familiarize themselves with The City safety policies, programs and procedures.
2) Provide complete safety training to employees prior to the assignment of duties.
3) Consistently and fairly enforce all The City safety rules.
4) Investigate injuries to determine cause, and then take action to prevent repetition.
5) See that all injuries, no matter how minor, are treated immediately and referred to City Hall to ensure prompt reporting to the insurance carrier.
6) Inspect work areas often to detect unsafe conditions and work practices. Utilize The City self-inspection checklists as required.
Section 3 EMPLOYEES
Employee responsibilities for safety include the following:
1) Adhere to all safety rules and regulations.
2) Wear appropriate safety equipment as required.
3) Maintain equipment in good condition, with all safety guards in place when in operation.
4) Report all injuries, no matter how minor, immediately to a supervisor.
5) Encourage co-workers to work safely.
6) Report unsafe acts and conditions to the supervisor.
Section 4 SAFETY RULES
For the protection and safety of all employees, The City has established the following rules designed to prevent accidents and injuries. Compliance with these rules is mandatory. Documentation will be made when the rules are distributed to new employees.
1) Proper footwear, clothing and personal protection equipment will be worn at all times.
2) Do not wear loose clothing, jewelry or keep long hair in a down position where there is danger of catching such articles in moving machinery.
3) Horseplay, running, fighting or any activity that may result in injury or waste will not be tolerated.
4) Eye protection is required when performing any task that could produce flying particles. The City of Rich Hill will provide protective eyewear for employees that perform tasks requiring eye protection. For those full-time employees requiring prescription safety glasses, the City of Rich Hill will reimburse the employee or the vendor up to $300.00 for 1 pair of prescription safety glasses, excluding the cost of the eye exam, every two (2) years, after the employee has submitted a copy of the paid invoice for employee reimbursement or an invoice from the vendor for vendor reimbursement to the City Clerk.
5) Operate machinery with all guards in place. Tampering with safety devices is cause for immediate disciplinary action.
6) Do not operate any machine you are not familiar with.
7) Machines must never be cleaned, adjusted or repaired until after the machine is turned off. Follow lockout, tag-out procedures.
8) Any defects in materials, machinery, tools and equipment must be reported immediately to a supervisor.
9) Do not leave tools, materials or other objects on the floor, which might cause others to trip and fall.
10) Do not block exits, fire doors, aisles, fire extinguishers, electrical panels or traffic lanes.
11) Avoid risk of rupture, internal injury or back injury in attempting to lift or push excessive loads. If an object is too heavy to move without strain-ASK FOR
12) Observe the correct position for lifting. Stand with your feet slightly apart, assume a squatting position with knees bent and tuck your chin. Tilt head forward, grasp the load with both hands and gradually push up with your legs, keeping your back straight and avoiding any abrupt movement.
13) Do not distract others while working.
14) Do not allow oil, wax, water, or any other material to remain on the floor where you or others may slip.
15) When handling hazardous materials, insure you follow prescribed safety procedures and use required safety equipment.
16) Use appropriate gloves when handling materials with sharp or jagged edges, which may result in lacerations.
17) Do not attempt to perform any specific task for which you are not trained.
18) Unnecessary and excessive haste is the cause of many accidents. Exercise caution at all times. WALK-DO NOT RUN!
19) All work related injuries and accidents, no matter how minor, must be reported.
It is imperative that all employees become thoroughly familiar with the above safety rules. Failure to comply with safety rules or procedures, or failure to wear the appropriate safety equipment, will result in disciplinary action up to and including termination.
Section 5 DISCIPLINARY PROCEDURES
Employees who fail to comply with safety rules will be subject to disciplinary action up to and including termination. Supervisors will follow the normal disciplinary procedures as follows:
1) Verbal Counseling-the first step. Must be documented in the employee’s personnel file.
2) Written warning-outlining nature of offense and necessary corrective action.
3) Suspension without pay-the third step or a separate disciplinary action resulting from a serious violation.
4) Termination-if an employee is to be terminated, specific and documented communication between the supervisor and the employee, as outlined, must have occurred.
Supervisors will be subject to disciplinary action for the following reasons:
1) Repeated safety rule violation by their department employees.
2) Failure to provide adequate training prior to job assignment.
3) Failure to report accidents and provide medical attention to employees injured at work.
4) Failure to control unsafe conditions or work practices.
5) Failure to maintain good housekeeping standards and cleanliness in their departments.
Supervisors who fail to maintain high standards of safety within their departments will be demoted or terminated after three documented warnings have been levied during any calendar year.
Section 6 INSPECTIONS
Inspection works because it is an essential part of hazard control. It is an important management tool, not a gimmick. The City will view inspections as a fact-finding process, not fault finding. The City will emphasize locating potential hazards that can adversely affect safety and health.
All personnel will be responsible for continuous, ongoing inspection of the workplace. When uncovered, potentially hazardous conditions will be corrected immediately or a report will be filed to initiate corrective action.
Periodic, planned inspections will be made by the safety committee (or other designated individuals) utilizing the City self-inspection form. The safety committee will review the report and action will be taken to eliminate uncovered potential hazards. Assignments, target dates for completion and actual completion dates will be documented in the minutes of the safety committee.
Section 7 ACCIDENT INVESTIGATIONS AND REPORTS
It is the policy of The City to carry out a thorough program of accident investigation. Supervisory personnel will be primarily responsible for making an investigation of all accidents in their areas of responsibility. Accidents involving fire, the Supervisor, the Mayor, and the City Council will investigate death, serious injury, or extensive property damage jointly.
The primary goal of the accident investigation program is the prevention of future similar accidents through the use of knowledge derived from the investigations. Additionally, the investigation will be used to prepare reports required by Federal and State law as well as the Worker’s Compensation Insurance Carrier. These reports are critical in establishing The City’s and the Supervisor’s liability under the law.
When an employee is injured at work, the supervisor is responsible for taking emergency action to have first aid administered, to obtain professional medical attention as soon as possible and protect other employees and equipment. The supervisor must then begin to investigate the circumstances of the accident. The following procedures have been found to be effective when investigating accidents:
- Go to the scene of the accident at once.
- Talk with the injured person, if possible. Talk to witnesses. Stress getting the facts, not placing blame or responsibility. Ask open-ended questions.
- Listen for clues in the conversations around you. Unsolicited comments often have merit.
- Encourage people to give their ideas for preventing a similar accident.
- Study possible causes – unsafe conditions, unsafe practices.
- Confer with interested persons about possible solutions.
- Write your accident report giving a complete, accurate account of the accident.
- Follow up to make sure conditions are corrected. If they cannot be corrected immediately, report this to your supervisor.
- Publicize corrective action taken so that all may benefit from the experience. In order for the Supervisor’s report to be effective, it should contain as a minimum a detailed answer to the following questions:
- What was the employee doing? Explain in detail the activity of the employee at the time of the accident.
- What happened? Indicate in detail what took place; describe the accident, the type of injury, the part or parts of the body affected and whether the employee was wearing appropriate safety equipment.
- What caused the accident? Explain in detail the condition, act, malfunction, etc., that caused the accident. Remember that it is possible to have more than one reason or cause for an accident.
- What can be done to prevent a similar accident? Indicate corrective action to prevent recurrence.
The supervisor’s report, along with the employee report, must be submitted to City Hall not later than 24 hours after the accident.
Section 8 HAZARDOUS MATERIALS MATERIAL SAFETY DATA SHEETS (MSDS)
The management of The City is responsible for obtaining or developing a MSDS for each chemical used in the workplace. Each MSDS will include the specific identity of the chemical involved and the common names.
Each data sheet will provide information on the physical and chemical characteristics of the chemical; known acute and chronic health effects and related health information; exposure limits; whether the chemical is considered to be a carcinogen; precautionary measures; emergency and first aid procedures; and the identification of the organization responsible for preparing the sheet.
Each department supervisor will be responsible for maintaining the MSDS sheets describing chemicals used in his/her department and for keeping them readily available to employees. The City Hall will maintain a master file for all departments.
Our employee-training program will include instruction on how to read and interpret information on a MSDS, and how employees can obtain and use the available hazard information.
Section 9 EMPLOYEES TRAINING
It is the goal of The City to provide hazard communication training during the first 30 days of employment and whenever a new chemical is introduced to a given work area. Training will be done in a classroom or other applicable setting and will be conducted by the Department Supervisor who has been properly trained.
The training program will consist of:
- how the hazard communication program is implemented, how to read and interpret information on labels, and MSDS, and how employees can obtain and use the available hazard information.
- the hazards of the chemicals in the work area.
- Measures employees can take to protect themselves from the hazards.
- Specific procedures put into effect by The City to provide protection, such as personal protective equipment.
- Methods and observations, such as visual appearance or smell, workers can use to detect presence of a hazardous chemical they may be exposed to.
Section 10 EMERGENCY ACTION PLAN
Major disasters must be anticipated and procedures must be developed and mastered if the well being of our personnel is to be protected and if we are ready to serve our community.
The following pages detail the organizational structure of our plan and outlines emergency measures to be taken in the event of fire or other emergency.
Remember, your conduct and actions during the first few minutes of any emergency may not only save your life, but the lives of your fellow workers and other members of the community as well.
Section 11 GENERAL INFORMATION
Two important telephone calls need to be made if the facility is to be evacuated for any of the following reasons:
- A fire or disaster within the facility.
- An external hazardous condition threatening the facility.
- If either of these two situations occurs, notify these agencies:
- Rich Hill Fire Department at 395-2222.
- Civil Defense Coordinator at 395-2222.
Section 12 RESPONSIBILITIES
The Safety Committee will:
- Coordinate the Emergency Evacuation Plan throughout the facility.
- Make certain the Program is familiar to all personnel and that all new employees are promptly oriented.
- Schedule fire classes as necessary.
- Arrange and execute fire drills within the facility.
- Maintain a log of fire drills conducted. The log shall include the date and time of each drill, the time required evacuating the area, and the initials of the person making the recording.
- Report any deficiencies noted during the fire drill.
- Correct any deficiencies noted during the fire drill.
The Safety Committee will be aided by Supervisors who will:
- Facilitate the Emergency Evacuation Plan.
- Keep constant check on all personnel to be sure that they are completely familiar with all phases of the Plan, which they are required to know.
- See that all personnel participate in ALL fire drills, fire classes, and other practice sessions.
- Be certain that all personnel are familiar with, and make thorough fire prevention inspections when they are assigned to do so.
- Take the necessary steps required to correct any fire hazards discovered.
It is the duty of every employee to:
- Be completely familiar with the Emergency Evacuation Plan and his or her duties and responsibilities in the program.
- Participate in all fire drills and practice sessions.
- Attend all fire-training classes when assigned.
- Learn the location of and how to operate fire alarm systems and all fire extinguishing equipment.
- Report any fire and/or safety hazard located any place on The City proper
Section 13 FIRE PROCEDURES
“Keep Calm…Report all fires and smoke.
Personnel have been assigned to:
- Sound internal fire alarm.
- Notify office staff.
- Remove personnel from the area.
- Close all doors and windows in the fire area, ONLY if this can be done safely.
- Notify the fire department.
The person reporting the fire to the fire department will provide them with the following information:
- Name of caller.
- Address of fire.
- What is burning (machine, paper, etc?)
- Location of fire (roof, plant, office, etc.)
- Type of fire (electrical, liquid, etc.)
Additional assignments have been made to:
- Attempt to extinguish the fire with the use of on-premises equipment (extinguishers, hoses, etc.). A minimum of two persons is required to fight a fire. To ensure employee safety, this is to be done only during the early stages of the fire.
Working away from the involved area, personnel will be assigned to:
- Clear the aisles, hallways and other areas, of personnel and visitors.
- Close all doors and windows.
- Check driveways to see that they are clear for entry of fire fighting equipment. See that gates are unlocked and open.
- Wait at the front entrance for arrival of fire fighting equipment. Direct the firemen to the fire if necessary.
The local fire/law enforcement officials will not permit re-entry onto the property until it is declared safe to do so by someone with Executive authority.
Section 14 EARTHQUAKES
In the event of an earthquake the following procedures shall be followed:
- Assess damage and injuries.
- Give first aid as needed. Remember, after an earthquake, utilities, police and fire agencies may not be readily available. DO NOT ATTEMPT TO TELEPHONE UNLESS ESSENTIAL.
- Call the Fire Department only in the case of fire.
- The nearest hospital for treatment is:
Bates County Memorial Hospital
615 West Nursery
(660) 679-4266 (Ambulance service)
- Have damaged or potentially damaged utilities shut off at the main controls.
- Personnel are to be instructed during orientation that they are to take shelter under a sturdy table or equipment during an earthquake and remain there until all shaking stops.
- Evacuate as necessary. Supervisors shall be responsible for seeing that employees are evacuated to a safe area outside the building and clear of overhead electrical lines, utility post, block walls, etc., which might fall during aftershocks. Supervisors are cautioned to be alert for fallen high-tension lines, which may be touching metal objects on the ground.
- Have all areas of the building and grounds inspected for damage before allowing personnel to return to these areas.
- Have gas, electrical, water and fuel systems checked for damage before allowing personnel to return to the work areas.
- Drinking water should be checked to determine that it is not contaminated. Water contained in toilet tanks can be boiled and used if absolutely necessary for drinking or treating injuries.
Article 47 LONGEVITY PAY
Longevity pay is to establish a rate of pay in addition to regular salary for
Employees who work full or part-time or volunteer for over 1 year. This
is intended to supplement but not replace any applicable state and federal
laws governing conflict of interest applicable to nonprofit and charitable
Section 1. Definitions
Full Time employee is any individual that is regularly scheduled and in fact
works at least forty (40) hours a week consecutively in a calendar year.
Part Time employee is any individual that is regularly scheduled and in fact
works less than forty (40) hours a week consecutively in a calendar year.
Section 2. Compensation
A full time employee with 400 hours per year will receive an additional
$100.00 added to their pay in December. A part time employee with 100
hours will receive an additional $50.00 added to their pay in December.
All volunteer firemen with ten (10) years or more of service will receive
$100.00 pay in December. All volunteer firemen with one through nine (1-9)
years of service will receive $50.00 pay in December
ALL ORDINANCES OR PARTS OF ORDINANCES OR POLICIES IN CONFLICT WITH THIS ORDINANCE ARE HEREBY REPEALED.
1ST READING 2/25/14
2ND READING 3/11/14
THIS ORDINANCE WAS READ AND PASSED THIS 11th DAY OF March 2014.
APPROVED THIS 11th DAY OF March 2014.
Justin Moreland, Mayor
Tonya Perryman, City Clerk
Ayes: Moreland, Pilcher, Perkey-Ewing, Buesing