This is a brief overview of the policies and procedures for the City of Jefferson. If you should have any further questions after reviewing these, please contact us.
Policies and Procedures
The City reviews across the board cost-of-living increases and may adjust salary ranges each November 1.
Absence Without Leave
Any employee who absents himself for three or more days without authorized leave shall be deemed to have resigned.
Alcohol, Drug and Controlled Substance Abuse
Use, possession or impairment of drugs or alcohol is strictly prohibited in the workplace. Random drug and alcohol screenings are required for all employees. Employees are also subject to drug and alcohol screening for reasonable cause and post-accident.
Attitude and Appearance
A friendly and courteous attitude by City employees toward the public and co-workers is required at all times.
There are 28 pay ranges with minimum and maximum salaries.
The process is as follows: Step 1) Oral report to immediate supervisor within 3 working days of the action or incident in question; Step 2) If the oral conflict resolution process fails to settle the conflict, the employee may, within 6 working days, submit a written complaint to their immediate supervisor; Step 3) If the written reply does not resolve the conflict, the employee may, within 5 working days after receiving reply, submit an appeal in writing to the department director; Step 4) If the appeal to the department director fails to resolve the conflict, the employee may, within 5 working days of receipt of the decision, submit an appeal in writing to the City Administrator (or the Parks and Recreation Director for Parks and Recreation employees).
May include oral reprimand, written reprimand, suspension, discharge and/or demotion.
Discrimination and Sexual Harassment
The City will not tolerate discrimination or sexual harassment. Incidents must immediately be reported to the department director or Director of Human Resources.
This is prohibited within the City. There is an occasional exception for part-time unrelated positions. Employees should check with their department director.
Employment at Will
An employee may resign employment at any time, for any reason, just as the City is free to conclude employment at any time.
Equal Opportunity Employer
The City does not discriminate based on political affiliation, race, color, religion, national origin, sex, age or disability.
Family and Medical Leave Act
Employees may receive up to 12 weeks leave for birth/adoption, serious medical condition of self, or a family member or for approved military reasons. FMLA protects the employee’s job and benefits. Requests must be submitted to Human Resources prior to or as soon as possible for protection of the act. The leave is unpaid, however, employees may use sick and/or vacation concurrently to get paid. FMLA leave may be used intermittently.
General employees have a 6 month intro/training period. Police and Fire employees have a 1 year intro/training period. However, for any police department personnel attending a law enforcement training academy after appointment, the introductory period shall be extended by one year from the date the employee is commissioned as an officer. During this time, employees are required to demonstrate their ability and reliability by actual performance of the duties to which they are appointed.
Jobs are posted on the City's website as they become available. Some positions are also advertised in local newspapers/specialty publications, on various Internet sites, or faxed/emailed to various organizations.
Smoking is not permitted in any City-owned buildings or City-owned vehicles.
May not interfere with an employee’s city position. Employees should notify their department director to ensure there is not a conflict of interest.
Hours worked over 40 hours in one week will be paid at a rate of time-and-one-half for non-exempt employees or by the award of compensatory time off equal to one and one-half times the overtime hours worked at the discretion of the department director. The work period for FLSA purposes in the fire department shall be work hours in excess of 204 in a 648 hour period during twenty-seven consecutive 24-hour periods.
Pay Period/Pay Days
Payday is every other Friday. The pay check covers a two-week period which ends the Saturday prior to Friday payday.
Appraisals are given at the end of an introductory/training period and on the employee's anniversary date each year. Employees in their introductory/training period must receive an appraisal of meets expectations or better to complete the introductory/training period.
Position Classification Plan
The plan is based upon and graded according to assigned work duties and responsibilities.
Residency may be considered when hiring or retaining employees if such residency affects the employees ability to perform all the responsibilities of the position, including but not limited to status as an on-call employee or required to respond to an emergency. The Department Director may adopt policies for residency to maximize the value of the individual positions. Department Directors shall reside within the corporate boundaries within six (6) months of hire. Any employee who is promoted from within the organization who, prior to employment as a Department Director, had established residency outside the City limits, shall be exempted from this requirement contingent upon their moving within the city limits should that employee move from their established residence thereafter. Such exemption may also be granted to candidates for employment who are not hired from within if the Council believes it to be in the best interest to the City.
The Police and Fire Departments have a residency requirement stating employees must live within 25 miles of the City of Jefferson City limits within 6 months of hire.
Must be given in writing with a two-week notice for non-exempt employees, four-week notice for exempt employees, and two-month notice for department directors.
Safety in the Workplace
Employees shall be responsible for performing work assignments in a safe manner. If a position requires driving, employees must report the loss or potential loss of their driver’s license to their supervisor. Workplace violence will not be tolerated. Employees must refrain from engaging in horseplay/ wrestling/ hazing of co-workers. A violation of workplace safety may result in disciplinary action up to and including termination.
The City provides uniforms and special clothing needs for applicable employees.
Employees are prohibited from bringing their political affiliations to bear on their official duties.
All employees are covered by Missouri State Workers' Compensation Act for injuries occurring on the job. An employee shall immediately report an accident or injury, regardless of its severity, to their immediate supervisor. The employee and immediate supervisor must complete required reports and return them to Human Resources within 24-hours of the incident. Medical assistance, if necessary, will be provided.