Section 101-510 Ord. 16618; Amending Chapter 19 RE: Personnel Policies, Procedures, Rules and Regulations


Ordinance No.             16618             Council Bill No.           B 313-00            

AN ORDINANCE

amending Chapter 19 of the City Code relating to Personnel Policies, Procedures, Rules and Regulations; and fixing the time when this ordinance shall become effective.

BE IT ORDAINED BY THE COUNCIL OF THE CITY OF COLUMBIA, MISSOURI, AS FOLLOWS:
    SECTION 1.  Chapter 19 of the Code of Ordinances of the City of Columbia, Missouri, is hereby amended as follows:

    Material to be deleted in strikeout; material to be added underlined.

Sec. 19-87. Merit increases.

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(d)    Required minimal dates for annual or semi-annual performance and/or salary reviews (as prescribed by the city manager for a given classification) shall be computed from the date the employee was last considered for such review. conducted as follows:

(1)    Employees, other than police officers and firefighters, shall receive performance and/or salary reviews at mid-point and completion of probationary and qualifying periods, on the first day of the pay period one year after completion of the probationary/qualifying period, then annually thereafter.

    (2)    Police officers shall receive performance reviews every six (6) months for three (3) years from date of hire, then annually thereafter.  Merit pay increase eligibility begins one year from date of hire, then annually thereafter.

    (3)    Firefighters shall receive performance reviews every six (6) months during the eighteen-month probationary period.  Merit pay increase eligibility begins one year from date of hire and annually thereafter.
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Sec. 19-98. Minimum call-in compensation.

(a)    Employees having in positions eligible for overtime pay who have left their normal place of work for their residence or elsewhere having and have completed at least one full, normal shift of work (time on the job) and who are called back to work shall be credited a minimum of three (3) hours pay at the overtime rate for the first occurrence of call-back. If more than one call is received, the employee shall continue to earn overtime in addition to the first three (3) hour minimum. However, if the employee is required to work a total of three (3) hours or more, the standard overtime pay provisions shall apply. Only one minimum three (3) hour call-in allowance shall be provided per day. Employees called in from outside the city limits shall not have call-in travel time reimbursed or included in the three (3) hour allocation to the extent such travel time is outside the city limits. An employee actually working more than three (3) hours shall not receive any special travel-time pay.

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Sec. 19-110. General benefits.

(a)    Employee health care plan. The city shall pay into the employee benefit fund two hundred seventy-nine dollars and fifty-one cents ($279.51) per month (or the total cost of the employee's health care plan coverage, if less) toward the cost of employee health care plan coverage of each eligible permanent employee who participates in the plan. The city manager shall designate the amount to be paid into the employee benefit fund toward the cost of employee health care plan coverage for each eligible temporary employee who participates in the plan. These payments by the city shall begin when the employee becomes an eligible employee under the health care plan and end at the date of the employee's termination of employment with the city. Employees choosing not to participate in the health care plan shall not be entitled to receive the amount the city would have contributed toward the cost of such employees' health care plan coverage. During the period before an employee becomes an eligible employee under the health care plan, the city manager in the manager's sole discretion and on a case-by-case basis, may increase the employee's compensation in an amount equal to payments that the employee makes for health insurance; provided that the amount paid under this sentence shall not exceed the amount the city pays into the employee benefit fund for each employee under this subsection.

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(f)    Post Employment Health Plan. The city shall contribute twenty-one dollars ($21.00) per month to the Post Employment Health Plan for public employees on behalf of each eligible permanent employee. The city shall make sick leave conversions to the health care insurance premium reimbursement subaccounts of each eligible employee leaving city employment if the employee has been employed by the city for ten (10) years or more, or if the employee is retiring pursuant to the terms of a city-sponsored retirement plan (based on either age or disability). Such sick leave conversions shall be made at the rate of two dollars ($2.00) for every hour of final accumulated sick leave.

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Sec. 19-121. Holidays.

    Following local and national custom in order to allow city employees to celebrate certain holidays by having a day off work without loss of pay, the following provisions shall apply:

(a)    Permanent employees and temporary employees in positions designated by the city manager as eligible for holiday leave shall be entitled to the following designated paid holidays:

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(b)    Permanent employees and temporary employees in positions designated by the city manager as eligible for holiday leave shall be entitled to a paid holiday, to honor Martin Luther King, Jr., on the third Monday in January. Rather than time off, fire department shift employees shall receive additional compensation in the amount of eleven and two-tenths (11.2) hours at their regular pay. All other permanent employees and temporary employees in positions designated by the city manager as eligible for holiday leave shall receive time off or their regular compensation in accordance with the terms of this section.

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Sec. 19-124. Compensatory time leave.

(b)    Compensatory time accruals shall not exceed eighty (80) hours per individual (one hundred sixty (160) hours annual accumulation/use limit for power plant utility (relief) workers and parks services workers assigned to athletic field and golf course operations), subject to further restrictions pursuant to department rule and regulations; and compensatory time accruals shall be paid upon separation, as much as possible at the rate earned rather than at the prevailing rate of pay.

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Sec. 19-129. Vacation leave.

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(h)    Whenever separation from the city occurs prior to the completion of the probationary period first six months of employment, the employee shall forfeit accrued vacation leave. Otherwise, an employee is entitled to reimbursement for unused, unexpired, accrued vacation leave; provided that, in case of resignation, required notice of such intention has been given. (See section 19-202).

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Sec. 19-130. Sick leave.

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(e)    Sick leave shall accrue from the date of appointment, but may not be used until after successful completion of the first thirty (30) days of permanent employment. If an employee utilizes sick leave during the probationary period first six months of employment, and does not complete probation leaves city service within that six months, the employee's final pay will be reduced by the number of sick leave days utilized, provided final pay does not fall below minimum wage rate for hours worked.

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(i)    Any employee who is indebted to the city for sick leave advanced but not accrued at the time of his separation shall, whenever possible, have his final pay deducted sufficiently to offset the indebtedness, provided final pay does not fall below minimum wage rate for hours worked.

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Sec. 19-157. Employee placements.

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(b)    Employees hired into temporary positions, whether full or part-time, are not eligible for fringe benefits except the health care plan, holiday leave and LAGERS retirement benefits as provided for in this chapter. If a temporary employee is appointed to a permanent position, a probationary period and fringe benefits will be computed from the effective date of initial appointment to the permanent position.

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Sec. 19-160. Publicity.

    The director shall determine the nature and extent of publicity required to obtain a reasonable number of qualified applicants for each vacancy, consistent with the EEO affirmative action program. All positions open to general competition (non-promotional) shall be announced to the public (through standard announcement form, newspapers, and/or other mass media) for at least seven ten (710) calendar days in advance of the last date for filing applications. Promotional vacancies, when requested by a department head shall be announced to eligible current city employees on city bulletin boards for at least seven ten (710) calendar days prior to the application closing date. Job announcements with "open" application submission dates must remain open at least seven ten (710) calendar days, and may be closed by the director when sufficient applicant response has been achieved.

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    SECTION 2.  This ordinance shall be in full force and effect from and after  October 1, 2000.

    PASSED this 18th day of September, 2000.