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.

    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. 19-25. 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 employee 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 deadlines.

. . .

    (3)    May and June. Negotiations Discussion sessions proceed.
     (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 the 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 by the employee group and the city’s representatives. The cost of any fact-finding shall be borne equally 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 service mission 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 shall:

. . .

    (9)    Determine eligibility for employee participation in 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 two 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 three two 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 vehicle.

. . .

Sec. 19-122. Leave of absence without pay.

. . .

(f)     During the leave of absence without pay, the employee:
. . .

    (3)    Must utilize all accumulated vacation eligible 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.