Series 103 2002 ORDINANCES/RESOLUTIONS
Section 103-498; Ord. 17442; Amending Chapter 19 RE: Personnel Policies, Procedures, Rules and Regulations
Ordinance No. 17442 Council
Bill No. B 307-02
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
SECTION 1. Chapter 19 of the Code of Ordinances of the City of Columbia,
hereby amended as follows:
Material to be deleted in
strikeout; material to be added underlined.
Sec. 19-25. Employee relations.
(a) The city manager shall have the authority
to recommend to the city council (following
certified elections or other assurances of interest deemed appropriate by the city manager and not
inconsistent with state legislation) recognition of appropriate representative units of employees
with a mutually acceptable community of interest for the purpose of meeting, conferring and
discussing salaries and other conditions of employment which are mutually agreed upon as
proper subjects for such discussions.
(b) The city manager shall designate representatives
of the city to meet and confer with
bargaining group representatives.
. . .
(d) The following timetable is established as
a guideline for the meet-and-confer process. It
is not intended to limit the right of employee groups to present proposals to the city relative to
salaries and other conditions of employment. Neither is it intended to establish absolute
. . .
(3) May and June.
(4) July. After July 1, any employee group
dissatisfied with the progress of the meet-and-confer sessions may present their views directly to the
city council at a work session meeting.
The council shall meet at least once with the employee group requesting the opportunity of
presenting its views directly to the city council.
(5) August. After August 1, the city's representatives
or any employee group dissatisfied
with the progress of the meet-and-confer sessions may request the services of a mediator from
the federal mediation and conciliation service or any other mediator mutually agreed upon by
employee group and the city's representative. The cost of any such mediation shall be borne
equally by the employee group and the city.
(6) September. After September 1, if discussions
have reached an impasse, any employee
group or the city's representatives may request the services of a fact finder
chosen by the
employee group and the city's representatives from a list provided by the federal mediation and
conciliation service and chosen by a process of alternate elimination mutually agreed upon
employee group and the citys representatives. The cost of any fact-finding shall be borne
by the employee group and the city.
Sec. 19-26. Reserved management rights.
Specific areas of responsibility shall be reserved to management if the public
of the city is to function effectively and if rules and regulations are to be administered fairly,
consistently, equitably and without discrimination and these rights shall not be diminished by
action of labor organizations and any related working agreements. The management of the city
. . .
(9) Determine eligibility for employee participation
bargaining employee representative
unit activities in terms of the following exclusions: supervisory, confidential, or temporary
employees, or those employees lacking community of interest with the general orientation of
recognized representative bargaining unit activities, and where such community
of interest may
conflict with aforementioned management responsibilities ((1) through (8) above). This
provision shall not serve to prevent supervisory employees from participating in bargaining
representative unit activities as a separate unit with their own respective community of interest.
. . .
Sec. 19-110. General benefits.
(a) Employee health care plan. The city
shall pay into the employee benefit fund
hundred ninety-three dollars and fifty cents three hundred eight dollars and twenty cents
($ 293.50 308.20) 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. 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.
. . .
(e) Money purchase plans. Permanent employees
may, at their option, participate in the City
of Columbia, Missouri Money Purchase Plan, a defined contribution plan operating under section
401(a) of the Internal Revenue Code of 1986. Subject to the provisions of the plan and the
limitations imposed by section 401(a)(4) of the Internal Revenue Code of 1986, the city will
contribute to the plan trust fund on behalf of each participating employee who contributes to a
group deferred compensation plan (457 plan) at the minimum rate of
dollars ($ 3 2.00)
per pay period, an amount equal to the employee's contribution to the 457 plan up to a maximum
of three two ( 32) per cent of the employee's compensation.
. . .
Sec. 19-113. Reimbursement for use of personal vehicles.
. . .
(c) Employees in the classification of superintendent
or above who are required to own and
regularly use a vehicle in the course of their employment will receive a vehicle allowance of up
to two hundred twenty-five dollars ($225.00) per month, as determined by the department head.
Such employees who drive more than eight thousand four hundred (8,400) miles per year on city
business will be required to keep a daily mileage report for review by their department head. An
annual adjustment will be made in those employees' monthly allowance for mileage over eight
thousand four hundred (8,400) miles per year at the current mileage reimbursement rate
established by the Internal Revenue Service per mile. Department heads are authorized to decide
which of their employees shall fall under this policy and which shall retain the use of a city
. . .
Sec. 19-122. Leave of absence without pay.
. . .
(f) During the leave of absence without pay, the employee:
. . .
(3) Must utilize all accumulated
leave accruals (except in case of
disciplinary action when such leaves may not be used to offset the action);
. . .
Sec. 19-202. Resignation.
All permanent employees are expected to give at least ten (10) working days'
notice prior to
the effective date of resignation in order to leave city service in good standing (thirty (30)
calendar days for professional and supervisory employees), unless other arrangements are
recommended by the department head and approved by the director. Less than the established
notice shall require forfeiture of accrued vacation and floating holiday leave payment if the
employee is eligible for such payment. Not leaving city service in good standing may be
considered just cause for disqualification for future reemployment.
SECTION 3. This ordinance shall be in full force and effect from and after
October 1, 2002.
PASSED this 16th day of September, 2002.