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BULLET St. Louis City Ordinance 68711

St. Louis City Ordinances have been converted to electronic format by the staff of the St. Louis Public Library. There may be maps or illustrations (graphics) that are not available in this format. This electronic version has been done for the interest and convenience of the user. These are unofficial versions and should be used as unofficial copies.

Official printed copies of St. Louis City Ordinances may be obtained from the Register's Office at the St. Louis City Hall.



FLOOR SUBSTITUTE

BOARD BILL NO. [10] 121

INTRODUCED BY ALDERMAN STEPHEN GREGALI

An ordinance to regulate employer and employee working relationships between the City of St. Louis and all employees under the Classified Service, including a compensation plan, terms and conditions of employment, benefits, leaves of absence, and authorization for a Deferred Compensation Plan; repealing Ordinance 68540; allocating certain other employees to a grade with rate and including an emergency clause. The provisions of the sections contained in this ordinance shall be effective with the start of the first pay period following approval by the Mayor.

BE IT ORDAINED BY THE CITY OF ST. LOUIS AS FOLLOWS:

SECTION 1.
ALPHABETICAL LIST OF CLASSES

(a) Beginning with the effective date of this ordinance, the following positions in the City Service with bi-weekly rates are hereby allocated as listed below in accordance with the classification plan by the Director of Personnel to a grade and overtime code in the following section with rates established in Section 2 of this ordinance in accordance with Section 3(a) and Section 9(e) of Article XVIII of the City Charter.

GRADE/
TITLE CODE SCHEDULE OVTM
Abatement and Exemption Analyst 1424 15 M 1
Account Clerk I 1141 10 G 3
Account Clerk II 1142 11 G 3
Accountant I 1441 13 G 2
Accountant II 1442 14 G 2
Accounting Coordinator 1444 15 P 1
Accounting Manager I 1445 16 M 1
Accounting Manager II 1446 17 M 1
Accounting Officer 1447 16 M 1
Accounting Supervisor 1443 15 P 1
Administrative Assistant I 1621 13 G 3
Administrative Assistant II 1622 14 M 1
Administrative Assistant III 1623 15 M 1
Administrative Assistant to the Mayor 1721 14 M 1
Air Pollution Engineer I 4251 14 P 2
Air Pollution Engineer II 4252 15 P 1
Air Pollution Engineer Supervisor 4253 16 P 1
Air Pollution Inspection Supervisor 3925 14 M 1
Air Pollution Inspector I 3921 12 G 3
Air Pollution Inspector II 3922 13 G 3
Air Pollution Specialist I 3926 12 G 3
Air Pollution Specialist II 3927 14 P 2
Air Pollution Technical Services Manager 3928 16 M 1
Airfield Maintenance Foreman 3322 14 G 3
Airfield Maintenance Supervisor 1638 15 G 2
Airfield Maintenance Worker 3324 12 G 3
Airfield Maintenance Worker (Lead) 3327 13 G 3
Airfield Operations Specialist 1631 13 G 3
Airfield Operations Specialist (Lead) 1635 14 G 3
Airfield Painter/Maintenance Worker 3247 36 T 3
Airfield Painter/Maintenance Worker (Lead) 3248 37 T 3
Airport Assistant Director Air Service and
Business Development 1688 19 M 1
Airport Assistant Director Community Programs 1655 19 M 1
Airport Assistant Director Finance and Accounting 1651 19 M 1
Airport Assistant Director Planning and Engineering 1653 19 M 1
Airport Assistant Director/Operations & Maintenance 1634 19 M 1
Airport Building Maintenance Supervisor 1684 14 G 2
Airport Deputy Director Finance and Administration 1686 21 M 1
Airport Deputy Director Planning and Development 1652 21 M 1
Airport Emergency Preparedness Coordinator 1630 14 G 3
Airport Engineering Contracts Manager 1633 18 M 1
Airport Facilities Maintenance Manager 1685 16 M 1
Airport Facility Inspector 3951 37 T 3
Airport Fleet Maintenance Manager 3273 16 M 1
Airport Operations Supervisor 1636 15 M 1
Airport Planning Manager 1656 18 M 1
Airport Police Captain 2145 15 M 1
Airport Police Chief 2147 17 M 1
Airport Police Lieutenant 2144 14 P 2
Airport Police Officer 2141 12 P 3
Airport Police Sergeant 2143 13 P 3
Airport Power Plant Manager 1687 15 M 1
Airport Properties Division Manager 1654 18 M 1
Airport Properties Inspector 4221 11 G 3
Airport Properties Inspector (Lead) 4222 13 G 3
Airport Properties Specialist 1681 14 G 2
Airport Properties Supervisor 1682 15 P 1
Airport Risk Manager 1683 15 M 1
Airport Senior Deputy Director 1657 22 M 1
Airport Traffic Officer 2172 9 G 3
Animal Care and Control Officer 2113 11 G 3
Animal Regulation Center Supervisor 2116 14 G 2
Arborist 3654 15 P 1
Architect I 4431 13 P 2
Architect II 4432 14 P 1
Architect III 4433 15 P 1
Architectural Manager 4434 17 M 1
Assessor 1439 20 M 1
Asset Manager I 1485 17 M 1
Asset Manager II 1486 19 M 1
Assistant Fire Chief 2235 81 F 1
Assistant Mechanical Maintenance Worker 3412 9 G 3
Attorney I 2361 15 P 1
Attorney II 2362 17 P 1
Attorney III 2363 18 P 1
Attorney IV 2367 20 M 1
Attorney Manager 2364 20 M 1
Audit Manager 1475 17 M 1
Audit Supervisor 1473 16 P 1
Auditor I 1471 13 G 2
Auditor II 1472 14 G 2
Battalion Fire Chief 2227 77 F 1
Benefits Clerk 1541 10 G 3
Benefits Specialist 1545 12 G 3
Billing Supervisor 1192 14 G 2
Blacksmith 3231 36 T 3
Budget Analyst 1461 14 G 3
Budget Analyst (Senior) 1462 15 P 3
Budget Director 1468 21 M 1
Building Inspection Manager 3857 17 M 1
Building Inspection Supervisor I 3855 39 T 3
Building Inspection Supervisor II 3856 15 M 1
Building Inspector I 3851 36 T 3
Building Inspector II 3852 37 T 3
Building Maintenance and Operations Supervisor 3753 14 G 2
Building Maintenance Worker 3411 10 G 3
Building Records Clerk 1114 9 G 3
Buyer 1223 14 G 2
CAD Technician 4422 12 G 3
Capital Improvement Project Liaison 4344 15 P 2
Carpenter 3211 36 T 3
Carpenter (Lead) 3212 37 T 3
Carpenter Foreman 3213 39 T 3
Cashier 1182 9 G 3
Cashier Supervisor 1184 11 G 3
Chemist I 3551 13 P 2
Chemist II 3552 14 P 2
Chemistry Supervisor 3553 16 P 1
Chief Deputy Marshal 2123 14 M 1
Chief Horticulturist 3638 17 M 1
Chief of Staff 1737 23 M 1
Chief Paramedic 5721 17 M 1
Chief Parole and Probation Officer 2322 15 M 1
Chief Plan Examiner 4233 17 M 1
Chief Staff Officer 1483 21 M 1
City Counselor 2368 22 M 1
City Court Administrator 1676 16 M 1
City Court Judge 2369 17 P 1
City Marshal 2129 15 M 1
City Planning Executive 4143 19 M 1
City Register 1661 14 M 1
City Surveyor 4293 15 P 2
Civil Engineer I 4241 14 P 2
Civil Engineer II 4242 15 P 1
Civil Engineer III 4243 16 P 1
Civil Engineer III/Computer Network Coordinator 4244 16 P 1
Civil Engineer Supervisor 4245 16 P 1
Clerical Aide 1111 5 G 3
Clerical Supervisor 1115 13 G 2
Clerk I 1112 8 G 3
Clerk II 1113 9 G 3
Clerk Typist I 1121 8 G 3
Clerk Typist II 1122 9 G 3
Clerk Typist III 1123 10 G 3
Client Service Coordinator I 6147 13 G 3
Client Service Coordinator II 6148 14 G 3
Clinical Nurse Specialist 5656 15 P 1
Commissioner of Buildings 3858 20 M 1
Commissioner of Communications 1811 17 M 1
Commissioner of Corrections 2373 20 M 1
Commissioner of Emergency Management 2181 17 M 1
Commissioner of Equipment Services 3277 19 M 1
Commissioner of Excise 2193 17 M 1
Commissioner of Facilities Management 3755 19 M 1
Commissioner of Forestry 3644 19 M 1
Commissioner of Health 5688 21 M 1
Commissioner of Parks 3645 19 M 1
Commissioner of Recreation 7137 19 M 1
Commissioner of Refuse 3135 19 M 1
Commissioner of Streets 4248 19 M 1
Commissioner of Supply 1229 18 M 1
Commissioner of Traffic 4283 19 M 1
Commissioner of Water 4329 20 M 1
Commissioner on the Disabled 6163 17 M 1
Communications Center Coordinator 2161 14 G 3
Communications Regulatory Manager 1813 16 M 1
Community Development Planner I 4121 13 G 3
Community Development Planner II 4122 14 G 2
Community Development Planner III 4126 15 P 1
Community Development Research Analyst 4184 15 P 1
Community Development Specialist I 4123 13 G 3
Community Development Specialist II 4124 14 G 2
Community Development Supervisor 4127 15 M 1
Community Health Aide 5624 10 G 3
Community Program Aide 6171 10 G 3
Comptroller 1489 2 E 1
Computer Operations Supervisor 1327 13 M 1
Computer Operator I 1323 10 G 3
Computer Operator II 1324 11 G 3
Computer Programmer I 1331 13 G 3
Computer Programmer II 1332 14 G 3
Computerized Graphics Typesetter 2411 11 G 3
Concrete Finisher 3283 36 T 3
Construction and Maintenance Manager 3759 17 M 1
Construction and Maintenance Superintendent 3758 16 M 1
Construction Equipment Foreman I 3328 39 T 3
Construction Equipment Foreman II 3329 40 T 2
Construction Equipment Operator I 3332 35 T 3
Construction Equipment Operator II 3333 36 T 3
Construction Project Leader 4346 15 P 2
Contract and Inventory Specialist 3754 16 M 1
Contract Compliance Officer 1662 14 G 2
Contract Specialist 1663 11 G 3
Contract Supervisor 1664 15 M 1
Correctional Case Worker 2337 12 G 3
Correctional Case Worker Assistant 2336 11 G 3
Correctional Center Superintendent 2372 19 M 1
Correctional Chief of Security 2338 15 M 1
Correctional Classification Assistant 2333 11 G 3
Correctional Investigator 2339 12 G 3
Correctional Officer I 2331 11 G 3
Correctional Officer II 2332 12 G 3
Correctional Program Manager 2374 16 M 1
Correctional Program Supervisor 2342 13 G 2
Correctional Shift Supervisor 2335 14 G 3
Correctional Training Coordinator 2381 14 G 2
Correctional Unit Manager 2375 15 M 1
Counseling and Testing Coordinator 5641 14 P 2
Court Officer 2334 10 G 3
Court Room Clerk 1118 9 G 3
Court Room Clerk Coordinator 1119 10 G 3
Cultural Resources Director 1674 18 M 1
Custodian 3711 6 G 3
Custodian (Lead) 3712 7 G 3
Customer Service Manager 1726 16 M 1
Customer Service Representative I 1116 10 G 3
Customer Service Representative II 1117 11 G 3
Customer Service Supervisor 1185 13 G 2
Data Entry Operator 1312 8 G 3
Data Entry Operator (Lead) 1314 10 G 3
Data Entry Supervisor 1315 11 G 3
Data Processing Manager 1365 18 M 1
Deputy Airport Police Chief 2146 16 M 1
Deputy Assessor 1435 17 M 1
Deputy Budget Director 1467 17 M 1
Deputy City Counselor 2366 21 M 1
Deputy City Engineer 4316 21 M 1
Deputy Commissioner of Buildings 3859 19 M 1
Deputy Commissioner of Equipment Services 3275 17 M 1
Deputy Commissioner of Parks 3646 17 M 1
Deputy Commissioner of Refuse 3134 17 M 1
Deputy Commissioner of Streets 4247 17 M 1
Deputy Commissioner of Supply 1228 17 M 1
Deputy Comptroller 1488 21 M 1
Deputy Director of Civil Rights Enforcement Agency 6138 16 M 1
Deputy Director of Community Development 4145 20 M 1
Deputy Director of Employment and Training 6228 18 M 1
Deputy Director of Personnel 1528 20 M 1
Deputy Director of Planning and Urban Design 4188 19 M 1
Deputy Director of Public Safety 2152 20 M 1
Deputy Fire Chief 2231 78 F 1
Deputy Marshal 2121 10 G 3
Detention Center Superintendent 2371 18 M 1
Director of Airports 1658 23 M 1
Director of Civil Rights Enforcement Agency 6139 18 M 1
Director of Community Development 4144 22 M 1
Director of Employment and Training 6229 20 M 1
Director of Health and Hospitals 5589 23 M 1
Director of Human Services 6169 21 M 1
Director of Information Technology 1367 21 M 1
Director of Parks, Recreation and Forestry 3649 21 M 1
Director of Personnel 1529 22 M 1
Director of Planning and Urban Design 4186 20 M 1
Director of Public Safety 2151 22 M 1
Director of Public Utilities 4349 21 M 1
Director of Streets 4249 21 M 1
Disabled Services Representative 6173 11 G 3
Document Specialist I 5643 11 G 3
Document Specialist II 5644 12 G 3
Drafting Supervisor 4425 13 G 3
Duplicating Equipment Operator 2412 31 T 3
Electrical Engineer 4261 15 P 1
Electrical Engineer (Senior) 4262 16 P 1
Electrical Inspection Supervisor 3815 15 M 1
Electrical Inspector I 3811 36 T 3
Electrical Inspector II 3812 38 T 3
Electrical Supervisor 3226 15 G 2
Electrician 3223 36 T 3
Electrician (Lead) 3224 38 T 3
Electrician Foreman 3225 39 T 3
Electronic Control Systems Technician 3442 36 T 3
Electronic Instrument Technician 3443 36 T 3
Electronic Technician Supervisor 3444 39 T 3
Emergency Management Specialist 2183 15 M 1
Emergency Management System Technician 2182 36 T 3
Employee Benefits Manager 1526 18 M 1
Employment and Training Representative 6211 12 G 3
Employment and Training Specialist I 6213 13 G 3
Employment and Training Specialist II 6214 14 G 3
Employment and Training Specialist III 6215 15 P 3
Employment and Training Specialist IV 6218 17 P 1
EMS Chief 5726 16 M 1
EMS Communications Supervisor 5723 14 G 2
EMS Deputy Chief 5725 15 M 1
EMS Dispatcher 5731 11 G 3
EMS Inventory Supervisor 5722 12 G 3
EMS Lead Dispatcher 5732 12 G 3
EMS Training Specialist 5719 14 G 3
EMT (Emergency Medical Technician) 5714 11 G 4
Engineering Manager I 4312 17 M 1
Engineering Manager II 4313 18 M 1
Engineering Technician I 4224 13 G 3
Engineering Technician II 4225 14 G 3
Engineering Technician Supervisor 4226 15 P 2
Environmental Court Coordinator 3881 15 M 1
Environmental Health Officer 5622 13 G 3
Environmental Health Specialist 5628 13 G 3
Environmental Health Supervisor 5638 14 G 2
Environmental Regulatory Compliance and Safety Manager 1659 19 M 1
Epidemiologist 5642 16 P 1
Equipment Operator 3321 9 G 3
Estimator 4223 13 G 3
Executive Assistant I 1628 16 M 1
Executive Assistant II 1629 17 M 1
Executive Assistant to the Mayor 1725 20 M 1
Executive Director for Development 1728 23 M 1
Executive Director for Operations 1736 23 M 1
Executive Director of the Affordable Housing Commission 1722 19 M 1
Executive Secretary I 1134 12 G 3
Executive Secretary II 1135 14 G 2
Executive Secretary to the Comptroller 1136 14 G 2
Executive Secretary to the Mayor 1727 21 M 1
Financial Analyst 1482 15 P 1
Financial Supervisor/Information Systems Coordinator 1484 16 M 1
Fire Alarm Manager 2216 74 F 1
Fire Captain 2226 72 F 3
Fire Chief 2239 83 F 1
Fire Equipment Dispatcher 2212 69 F 3
Fire Private 2222 69 F 3
Fiscal Manager 1448 18 M 1
Fiscal Officer 1490 16 P 1
Fiscal Operations Support Manager 1491 19 M 1
Fleet Maintenance Foreman I 3266 38 T 3
Fleet Maintenance Foreman II 3267 39 T 3
Fleet Maintenance Manager 3274 16 M 1
Fleet Maintenance Parts Specialist 3287 31 T 3
Fleet Maintenance Parts Supervisor I 3284 33 T 3
Fleet Maintenance Parts Supervisor II 3285 35 T 3
Fleet Maintenance Technician I 3261 31 T 3
Fleet Maintenance Technician II 3262 35 T 3
Fleet Maintenance Technician III 3263 36 T 3
Fleet Maintenance Technician IV 3265 37 T 3
Food Establishment Inspector 5631 13 G 3
Forest Park Executive 3642 17 M 1
Forestry Foreman 3641 11 G 3
Forestry Supervisor 3622 13 G 3
Gardener 3632 10 G 3
Gardener Supervisor 3633 11 G 3
GED Instructor/Employer Job Profiler 6219 13 G 2
Gerontologist 6146 15 P 2
GIS Specialist I/Graphic Designer 4111 13 G 3
GIS Specialist II/Graphic Designer 4112 14 G 3
GIS/Graphic Design Manager 4113 15 M 1
Government Services Administrator 1627 17 P 1
Government Services Analyst 1625 16 P 1
Grants Administrator 1453 15 M 1
Grants Manager 1455 17 M 1
Grants Specialist 1452 10 G 3
Grants Writer 1451 13 G 3
Graphic Artist 4181 11 G 3
Graphic Arts Technician 4187 37 T 3
Graphic Designer 4182 12 G 3
Health Care Compliance Specialist 5515 14 G 3
Health Education Planner 5696 12 G 3
Health Marketing Administrator 5685 16 P 1
Health Planning Executive 5571 17 M 1
Health Services Manager I 5681 17 M 1
Health Services Manager II 5682 18 M 1
Heavy Equipment Operator I 3325 10 G 3
Heavy Equipment Operator II 3326 11 G 3
Historic Preservation Planner I 4192 13 G 3
Historic Preservation Planner II 4193 14 P 2
Horticulturist 3637 13 P 2
Housekeeping Manager 3719 14 G 2
Housekeeping Supervisor I 3715 11 G 3
Housekeeping Supervisor II 3716 13 G 3
Housing Development Analyst 4125 14 G 2
Housing Development Analyst (Senior) 4128 15 P 1
Human Relations Specialist 6131 13 G 3
Human Resources Assistant 1511 11 G 3
Human Resources Generalist I 1518 14 P 3
Human Resources Generalist II 1519 16 P 1
Human Resources Manager 1523 18 M 1
Human Resources Specialist I 1513 13 G 3
Human Resources Specialist II 1514 14 G 3
Human Resources Specialist III 1515 15 P 3
Human Resources Specialist IV 1516 16 P 1
HVAC Foreman 3418 39 T 3
HVAC Mechanic 3417 36 T 3
Industrial Hygienist 5629 14 P 2
Information Security Administrator 1369 17 P 1
Information Systems Administrator 1362 20 M 1
Information Systems Audit Supervisor 1474 17 P 1
Information Systems Coordinator 1322 13 P 2
Information Systems Support Manager 1363 19 M 1
Internal Audit Executive 1476 20 M 1
Internet Services Manager 1368 18 M 1
Interpreter for the Deaf 6174 12 G 3
Inventory Control Specialist 1214 8 G 3
Inventory Control Technician I 1211 8 G 3
Inventory Control Technician II 1212 9 G 3
Inventory Coordinator 1215 10 G 3
Inventory Supervisor 1213 11 G 3
Ironworker 3232 36 T 3
Labor Foreman I 3121 12 G 3
Labor Foreman II 3125 13 G 3
Labor Supervisor 3128 14 G 2
Laboratory Aide 5421 8 G 3
Laboratory Assistant 5422 11 G 3
Laboratory Director 3555 17 M 1
Laboratory Supervisor 5463 16 M 1
Laboratory Technician 3554 11 G 3
Laborer 3111 8 G 3
Laborer (Lead) 3112 9 G 3
Land Acquisition Specialist 3952 11 G 3
Landscape Manager 3635 15 M 1
Lead Abatement Inspector 5626 13 G 3
Lead Abatement Worker 5625 11 G 3
Lead Abatement Worker (Lead) 5627 12 G 3
Lead Program Aide 5611 9 G 3
Legal Investigator I 2351 13 G 3
Legal Investigator II 2352 14 G 2
Legal Secretary 1151 12 G 3
Licensed Practical Nurse 5181 11 G 3
Lifeguard 7111 5 G 3
Lifeguard Supervisor 7112 7 G 3
Liquor Control Officer 2191 11 G 3
Liquor Control Supervisor 2192 14 G 3
Machine Shop Foreman 3238 38 T 3
Machinist 3233 36 T 3
Mail Room Supervisor 1186 14 G 3
Maintenance/Bulk Labor Foreman 3126 13 G 3
Mayor 1739 3 E 1
Mechanical Engineer 4271 15 P 1
Mechanical Engineer (Senior) 4272 16 P 1
Mechanical Equipment Inspection Supervisor 3845 15 M 1
Mechanical Inspector I 3841 36 T 3
Mechanical Inspector II 3843 38 T 3
Mechanical Maintenance Foreman 3415 38 T 3
Mechanical Maintenance Worker 3413 35 T 3
Mechanical Maintenance Worker (Lead) 3414 37 T 3
Medical Record Administrator 5513 13 G 3
Medical Service Coordinator 6149 14 G 3
Medical Technologist 5461 13 G 3
Medical Technologist (Lead) 5462 14 G 3
Messenger/Mail Clerk 1181 5 G 3
Microcomputer Support Specialist 1328 11 G 3
Municipal Parking Garage Manager 3133 14 M 1
Neighborhood Development Executive 3872 17 M 1
Neighborhood Improvement Specialist 3871 14 G 2
Network Systems Manager 1364 18 M 1
Nurse Practitioner 5131 16 P 1
Nutrition Program Coordinator 5664 14 P 2
Nutritionist 5663 14 P 2
Operations Assistant-Security 2341 11 G 3
Outreach Worker 5698 11 G 3
Painter 3242 36 T 3
Painter (Lead) 3243 37 T 3
Painter Foreman 3245 39 T 3
Paralegal 2365 12 G 3
Paramedic 5717 13 G 4
Paramedic Crew Chief 5718 14 G 4
Paramedic Supervisor 5716 15 G 4
Park Facilities Maintenance Superintendent 3617 16 M 1
Park Maintenance Manager 3618 16 M 1
Park Ranger 2132 10 G 3
Park Ranger Manager 2135 14 M 1
Park Ranger Supervisor I 2133 11 G 3
Park Ranger Supervisor II 2134 12 G 3
Park Supervisor I 3612 12 G 3
Park Supervisor II 3613 13 G 3
Parking Garage Attendant 3114 6 G 3
Parking Garage Attendant (Lead) 3115 8 G 3
Parkkeeper 3611 11 G 3
Parole and Probation Officer 2321 13 G 3
Parole and Probation Officer (Lead) 2323 14 G 3
Parole and Probation Supervisor 2324 15 M 1
Paving Machine Assistant 3119 9 G 3
Payroll Manager 1449 16 M 1
Payroll Specialist I 1171 10 G 3
Payroll Specialist II 1172 11 G 3
Payroll Supervisor 1173 14 M 1
Permit Supervisor 1673 14 M 1
Personal Property Appraisal Manager 1415 15 M 1
Personal Property Appraisal Supervisor 1413 14 G 2
Personal Property Appraiser I 1411 11 G 3
Personal Property Appraiser II 1412 12 G 3
Pest Control Worker 5699 9 G 3
Physician 5553 18 P 1
Physician Manager 5554 21 M 1
Plan Examiner 4232 14 P 2
Planning and Programming Executive 4318 19 M 1
Plumber 3251 36 T 3
Plumber Foreman 3253 39 T 3
Plumbing Inspection Supervisor 3824 15 M 1
Plumbing Inspector I 3821 36 T 3
Plumbing Inspector II 3822 38 T 3
President, Board of Aldermen 1748 1 E 1
President, Board of Public Service 4348 23 M 1
Printing and Duplicating Graphics Manager 2413 15 M 1
Printing Supervisor 2414 13 G 2
Probationary Fire Equipment Dispatcher 2211 69 F 3
Probationary Fire Private 2221 69 F 3
Process Control Specialist 4265 15 P 1
Procurement/Purchasing Manager I 1226 16 M 1
Procurement/Purchasing Manager II 1227 17 M 1
Procurement Specialist 1225 13 G 2
Program Aide 7311 10 G 3
Program Architect 4435 16 P 1
Program Coordinator 1698 14 P 2
Program Engineer 4345 17 P 1
Program Manager I 1693 15 M 1
Program Manager II 1694 16 M 1
Program Specialist I 1696 11 G 3
Program Specialist II 1691 12 G 3
Program Supervisor 1692 13 M 1
Program Worker I 7312 5 G 3
Program Worker II 7313 6 G 3
Program Worker III 7314 7 G 3
Programmer/Analyst I 1341 15 P 2
Programmer/Analyst II 1342 16 P 2
Programmer/Analyst III 1343 17 P 2
Public Health Counselor 5645 13 G 2
Public Health Education Coordinator 5648 15 P 2
Public Health Educator 5695 15 P 1
Public Health Intake Supervisor 5646 15 G 2
Public Health Intake Worker 5647 12 G 3
Public Health Nurse I 5651 14 G 3
Public Health Nurse II 5653 15 G 3
Public Health Nurse III 5654 16 P 2
Public Health Nursing Supervisor 5655 17 M 1
Public Health Program Representative 5693 13 G 3
Public Health Program Specialist 5691 14 G 3
Public Health Program Supervisor 5694 15 G 2
Public Information Assistant 1612 12 G 3
Public Information Manager 1617 18 M 1
Public Information Officer I 1614 13 G 2
Public Information Officer II 1615 15 P 1
Public Information Officer Supervisor 1616 15 M 1
Public Information Officer to the Comptroller 1618 15 P 1
Public Information Officer to the Mayor 1613 16 M 1
Public Nuisance Inspector 3861 10 G 3
Public Safety Specialist 2136 15 P 1
Real Estate Development Specialist 1665 14 G 3
Real Estate Records Clerk I 1666 9 G 3
Real Estate Records Clerk II 1668 10 G 3
Real Estate Records Manager 1426 14 M 1
Real Estate Specialist 1667 13 G 3
Real Property Appraisal Manager 1429 16 M 1
Real Property Appraisal Supervisor 1428 15 M 1
Real Property Appraiser I 1421 13 G 3
Real Property Appraiser II 1422 14 G 3
Receptionist 1161 8 G 3
Receptionist to the Mayor 1162 9 G 3
Records Retention Supervisor 1187 14 G 2
Recreation Area Manager 7118 16 M 1
Recreation Assistant 7116 7 G 3
Recreation Leader 7117 10 G 3
Recreation Supervisor I 7114 12 G 3
Recreation Supervisor II 7115 14 G 2
Refuse Route and Safety Coordinator 3931 11 G 3
Refuse Superintendent 3131 16 M 1
Registered Nurse I 5121 14 G 3
Registered Nurse II 5122 15 G 3
Research Analyst to the Mayor 1729 16 P 1
Safety Officer I 1531 13 G 3
Safety Officer II 1532 14 G 3
Safety Officer III 1533 15 P 1
School Crossing Guard 2174 5 G 3
Secretary and Stenographer to the Mayor 1175 11 G 3
Secretary I 1131 9 G 3
Secretary II 1132 10 G 3
Secretary to the Board of Estimate and Apportionment 1137 12 G 3
Secretary to the Board of Public Service 1671 14 M 1
Security Officer 2131 10 G 3
Senior Engineering Executive 4347 20 M 1
Senior Fire Equipment Dispatcher 2215 72 F 3
Senior Plan Examiner 4234 15 P 1
Senior Plan Examiner/Code Development Specialist 4235 16 P 1
Sign Shop Supervisor 3246 38 T 3
Solid Waste Route Foreman 3127 13 G 3
Soulard Market Manager 3757 15 M 1
Special Assistant for Development 1724 17 M 1
Special Assistant to the Comptroller 1672 16 M 1
Special Assistant to the Mayor 1723 17 M 1
Special Assistant to the Water Commissioner 3538 17 M 1
Special Events Program Executive 1697 18 P 1
Special Projects Manager 2382 17 M 1
Specialist on Aging I 6121 13 G 3
Specialist on Aging II 6122 14 G 2
Stationary Engineer 3423 36 T 3
Street and Traffic Inspection Supervisor I 3955 13 G 3
Street and Traffic Inspection Supervisor II 3956 14 M 1
Street and Traffic Inspector 3954 11 G 3
Street and Traffic Liaison 1643 14 M 1
Street Lighting Superintendent 3229 16 M 1
Street Maintenance Superintendent 3132 16 M 1
Superintendent of Soldiers' Memorial 3756 14 M 1
Supervising Deputy Marshal 2124 11 G 3
Supervising Stationary Engineer I 3427 39 T 3
Supervising Stationary Engineer II 3428 15 M 1
Supervisor-STD Intervention and Outreach Program 5649 15 P 2
Survey Projects Coordinator 4246 15 P 1
Surveyor 4292 14 G 3
Systems Analyst 1351 15 P 2
Systems Development Manager 1366 19 M 1
Systems Project Leader 1352 18 M 1
Technical Support Specialist I 1371 15 P 2
Technical Support Specialist II 1372 16 P 1
Telecommunications Inspector 1824 13 G 3
Telecommunications Maintenance Supervisor 1854 13 G 3
Telecommunications Specialist 1853 14 G 3
Telecommunications Supervisor 2173 12 G 3
Telecommunications Technician 1855 12 G 3
Telecommunicator 2171 10 G 3
Tow Truck Operator 3311 10 G 3
Towing Services Foreman 3313 11 G 3
Towing Services Manager 3317 15 M 1
Towing Services Supervisor 3314 14 G 2
Trades Helper 3281 31 T 3
Traffic Control Superintendent 3438 16 M 1
Traffic Engineer 4281 15 P 1
Traffic Engineer (Senior) 4282 16 P 1
Traffic Engineering Manager 4284 17 M 1
Traffic Violation Bureau Supervisor 1677 13 G 3
Transportation Center Operation Specialist 3752 11 G 3
Transportation Center Operation Supervisor 3751 16 M 1
Tree Trimmer 3621 10 G 3
Truck Tire Service Worker 3264 9 G 3
Urban Designer 4185 14 P 2
Urban Forester 3652 14 P 2
Urban Forestry Assistant 3651 11 G 3
Urban Forestry Superintendent 3656 16 M 1
Utility Worker 3117 9 G 3
Utility Worker (Lead) 3118 10 G 3
Veterans Service Officer 1695 14 M 1
Veterinarian 2119 16 P 1
Veterinarian Technician 2118 9 G 3
Video Engineer 1823 40 T 3
Video Production Manager 1812 16 M 1
Video Production Specialist 1822 36 T 3
Video Production Supervisor 1821 40 T 3
Water Department Liaison 3533 16 P 1
Water Distribution Executive 4314 19 M 1
Water Distribution Superintendent 3535 16 M 1
Water Distribution Supervisor 3534 14 G 2
Water Maintenance Foreman 3517 13 G 3
Water Maintenance Worker 3512 11 G 3
Water Meter and Tap Supervisor 3526 14 M 1
Water Meter Repair Foreman 3525 13 G 3
Water Meter Repair Worker 3523 10 G 3
Water Meter Worker 3521 10 G 3
Water Meter Worker Supervisor 3522 13 G 3
Water Plant Maintenance Foreman 3543 39 T 3
Water Plant Maintenance Manager 3531 17 M 1
Water Plant Maintenance Mechanic 3541 36 T 3
Water Plant Maintenance Mechanic (Lead) 3542 38 T 3
Water Production Engineer 3536 17 M 1
Water Production Executive 4315 19 M 1
Water Services Manager 3537 14 M 1
Water System Inspector 3524 11 G 3
Water Treatment Plant Operations Assistant 3511 32 T 3
Water Treatment Plant Operator 3515 36 T 3
Water Treatment Plant Supervisor I 3514 38 T 3
Water Treatment Plant Supervisor II 3519 39 T 3
Water Utility Worker 3513 10 G 3
Web Development Specialist I 1345 14 P 2
Web Development Specialist II 1346 15 P 1
Welder 3235 36 T 3
Workers Compensation Specialist 1543 13 G 3
X-ray Technician 5441 11 G 3
Zoning Administrator 4165 16 M 1
Zoning Inspector 4163 10 G 3
Zoning Specialist 4162 12 G 3
Zoning Specialist (Lead) 4164 14 G 3

(b) ELECTED OFFICIAL STAFF POSITIONS:

The following non-competitive staff positions appointed by the President, Board of Aldermen are hereby allocated as listed below by the Director of Personnel to a grade with rates as established in Section 2 of this ordinance in accordance with Section 3(a) and Section 9(e) of Article XVIII of the City Charter.

GRADE/
TITLE CODE SCHEDULE
Secretary to the President, Board of Aldermen 1741 13 G
Administrative Aide to the President, Board of Aldermen 1743 14 M
Administrative Assistant to the President, Board of Aldermen 1745 16 M
Special Assistant to the President, Board of Aldermen 1746 17 M

SECTION 2.
OFFICIAL PAY SCHEDULE FOR CLASSIFICATION GRADES

The Civil Service Commission, in accordance with Section 7(b)(1) of Article XVIII of the City Charter, recommended pay schedules for all pay grades denoted in Section 1(a) of the classification plan prepared and revised by the Department of Personnel. The official pay schedules and their corresponding salary ranges as hereby adopted in this Section 2 are as follows: (a) - General, Professional, and Management Schedule, (b) - Trades Schedule, (c) - Fire Department Schedule, and (d) - Elected Official Schedule.

(a) GENERAL, PROFESSIONAL, AND MANAGEMENT PAY SCHEDULE:

The following bi-weekly pay schedule for all pay grades denoted with the suffix "G," "P," or "M" shall become effective beginning with the bi-weekly pay period starting the effective date of this ordinance:

BI-WEEKLY RANGE OF PAY IN WHOLE DOLLARS
GRADE MINIMUM MAXIMUM
5 713 1049
6 773 1140 7 840 1239
8 912 1347
9 989 1463
10 1074 1593
11 1169 1733
12 1270 1885
13 1400 2082
14 1605 2388
15 1839 2741
16 2110 3144
17 2421 3612
18 2777 4147
19 3189 4763 20 3662 5471
21 3951 5906
22 4263 6375
23 4601 6883

(b) TRADES PAY SCHEDULE:

The following bi-weekly pay schedule for all pay grades denoted with the suffix "T" shall become effective beginning with the bi-weekly pay period starting the effective date of this ordinance:

BI-WEEKLY RANGE OF PAY IN WHOLE DOLLARS
GRADE MINIMUM MAXIMUM
31 1119 1773
32 1171 1854
33 1223 1941
34 1281 2033
35 1340 2123
36 1403 2227
37 1470 2331
38 1536 2435
39 1609 2556
40 1685 2672

(c) FIRE DEPARTMENT PAY SCHEDULE:

The bi-weekly pay schedule for all pay grades denoted by the suffix "F" will be adopted in accordance with Section 31 of Article XVIII of the City Charter.

BI-WEEKLY RANGE OF PAY

 

Class Code

 

 

 

 

 

 

 

2211

2212

2215

2216

2227

2231

2235

2239

 

2221

2222

2226

 

 

 

 

 

Current
Years of Service

 

 

 

 

 

 

 

 

69F

69F

72F

74F

77F

78F

81F

83F

0

1442.85

 

 

 

 

 

 

 

1-2

 

1493.32

 

 

 

 

 

 

2-3

 

1540.03

 

 

 

 

 

 

3-4

 

1626.74

 

 

 

 

 

 

4-5

 

1669.63

 

 

 

 

 

 

5-6

 

1725.36

 

 

 

 

 

 

6-7

 

1781.10

 

 

 

 

 

 

7-8

 

1888.00

2421.86

 

 

 

 

 

8-9

 

1964.70

2519.74

 

 

 

 

 

9-10

 

2044.16

2620.86

2849.15

 

 

 

 

10-11

 

2051.25

2627.88

2856.21

 

 

 

 

11-12

 

2073.45

2634.86

2863.27

3125.59

 

 

 

12-13

 

2080.83

2641.96

2870.29

3132.65

3214.22

3835.07

3994.87

13-14

 

2087.81

2648.97

2877.35

3139.58

3321.12

3848.50

4008.86

14-15

 

2094.79

2655.99

2884.33

3146.65

3328.10

3861.97

4022.89

15-16

 

2101.89

2663.01

2891.34

3153.66

3335.20

3875.45

4036.93

16-17

 

2108.87

2669.98

2898.37

3160.73

3342.16

3888.96

4051.01

17-18

 

2115.97

2677.08

2905.42

3167.78

3349.28

3902.43

4065.04

18-19

 

2122.95

2684.11

2915.42

3174.72

3356.22

3915.87

4079.03

19-20

 

2129.92

2691.20

2919.45

3181.77

3363.23

3929.42

4093.15

20-21

 

2136.98

2698.15

2926.48

3188.84

3370.29

3942.93

4107.23

21-22

 

2144.00

2705.19

2933.48

3195.86

3377.30

3956.37

4121.22

22-23

 

2151.01

2712.26

2940.55

3202.83

3384.40

3969.84

4135.25

23-24

 

2158.07

2719.28

2947.61

3209.85

3391.34

3983.36

4149.34

24-25

 

2165.06

2726.33

2954.63

3216.87

3398.48

3996.75

4163.28

25-26

 

2172.11

2733.32

2961.69

3223.97

3405.41

4010.31

4177.41

26-27

 

2179.14

2740.33

2968.71

3230.99

3412.44

4023.82

4191.49

27-28

 

2186.23

2747.39

2975.68

3237.96

3419.54

4037.37

4205.60

28-29

 

2193.21

2754.41

2982.74

3244.94

3426.48

4050.85

4219.64

29-30

 

2200.18

2761.34

2989.76

3252.04

3433.58

4064.24

4233.59

30

 

2207.20

2768.44

2996.69

3259.06

3440.51

4077.79

4247.71

(d) ELECTED OFFICIAL PAY SCHEDULE:

(1) The following bi-weekly pay schedule for each Executive pay grade, denoted by the suffix "E," is currently in effect and extends through the term of office for each elected official:

GRADE BI-WEEKLY RATE
1E $3237
2E $4315
3E $5070

(2) The following bi-weekly pay schedule for each Executive pay grade, denoted by the suffix "E," shall become effective beginning with any term of office starting in 2011:

GRADE BI-WEEKLY RATE
1E $3491
2E $4315
3E $5070

(3) The salary of an elected official shall not be increased during the term of office.

(e) SHIFT DIFFERENTIAL: Shift differential shall be paid for certain work assignments. The Director of Personnel shall determine the work assignments for which shift differential will be paid. The assignment or removal of an employee from a work assignment having a shift differential shall be determined by the appointing authority and will not constitute a promotion, demotion, advancement or reduction in pay. The shift differential shall be added to the employee's regular bi-weekly rate.

(1) In order for an employee to be eligible for shift differential compensation for a work shift, the employee must regularly work a shift that requires the completion of four (4) hours of work between the hours of 4:00 p.m. and 8:00 a.m. the following morning. Employees who are regularly assigned to work schedules that require them to rotate among three shifts (day, evening, night) on a bi-monthly or more frequent basis shall be eligible for shift differential compensation for all three shifts worked.

For employees whose pay range is established in Section 2(a) or 2(b) the shift differential premium shall be one percent (1%) of the employee's regular base bi-weekly rate for each eligible shift worked in a bi-weekly pay period.

Shift differential premium shall be $2.00 per hour for each hour worked between 11:00 p.m. and 7:00 a.m. during an eligible shift to be paid to Overtime Code 3 Fire Equipment Dispatcher classifications whose pay range is established in Section 2(c).

(2) Except as otherwise provided in this ordinance, shift differential shall not be paid to employees compensated on an hourly or per performance basis, or bi-weekly paid employees who work part-time. Neither shall shift differential be paid to full-time regular employees docked for any portion of an eligible shift.

(3) An employee whose pay range is established in Section 2(a) or 2(b) shall receive shift differential for working a portion of an eligible shift. Shift differential shall only be paid for whole hours worked, providing the portion of the shift not worked is charged to paid leave. A fraction of an hour shall not be counted toward the payment of the differential. An employee whose pay range is established in Section 2(a) or 2(b) shall not receive shift differential compensation for any overtime worked that is not part of their regular schedule.

At the end of FY11 the shift for employees whose pay is established in Section 2(c) will revert back to Section 2(e)(1) and 2(e)(4) of Ordinance 68540.

(f) WEEKEND DIFFERENTIAL: When employees whose pay range is established in Section 2(a) or 2(b) work on a Saturday and/or a Sunday they may be eligible for weekend differential. This differential shall be one percent (1%) of an employee's base bi-weekly rate and shall not be paid for any overtime worked that is not part of an employee's regular schedule. An employee shall receive weekend differential for working any portion of an eligible day. This differential shall only be paid for whole hours worked, providing the portion of the day not worked is charged to paid leave. Weekend differential shall not be paid to employees compensated on an hourly or per performance basis or bi-weekly paid employees who work part-time. Neither will the weekend differential be paid to full-time regular employees docked for any portion of a day on which the differential would otherwise be paid.

(g) COMMUTING ALLOWANCE: Employees residing in the City of St. Louis who are regularly assigned to a position located in a City institution, agency, or facility located outside the corporate limits of the City of St. Louis, and who are regularly assigned to a five-day, forty-hour weekly work schedule, shall be entitled to a commuting allowance in the amount of one hundred forty-one dollars ($141.00) bi-weekly on the effective date of this ordinance. Eligible full-time employees who are assigned to an alternate form of work schedule which reduces the frequency of commuting to work shall be entitled to a commuting allowance which is reduced in proportion to the reduced frequency of commuting. City employees who are temporarily assigned duty to a facility located outside the corporate limits of the City of St. Louis shall be entitled to a per diem rate for the duration of the assignment.

Only full-time employees who are paid a bi-weekly rate and are regularly employed ten (10) or more working days in a bi-weekly pay period shall be eligible for the commuting allowance. A period of absence of ten (10) working days or more shall result in suspension of eligibility for the commuting allowance. Suspension of the commuting allowance shall begin during the pay period in which the tenth (10th) day of absence occurs and shall continue for any subsequent full or partial pay periods during the period of absence. Upon return to duty from such absence, an employee again shall be eligible for commuting allowance upon completion of the first full pay period of service for which the allowance would normally be paid.

Employees for whom any form of free transportation (car, truck, bus, etc.) is provided by the City from a place within the corporate limits of the City of St. Louis to the work site and back shall not be entitled to the commuting allowance.

(h) BOARD AND COMMISSION STIPENDS:

Title  Code  Stipend
Member, Airport Commission   1980-00-B $53 per meeting, up to 24 meetings a year
Member, Board of Adjustment   1981-00-B $75 per meeting
Member, Board of Air Pollution Appeals   1982-00-B $60 per meeting and Variance Review
Member, Board of Equalization   1983-00-B $150 per day
Member, Board of Engineers   1984-00-B $45 per meeting, up to 2 meetings a week
Member, Board of Examiners of Plumbers   1985-00-B $60 per month
Member, Board of Examiners of Fumigators   1986-00-B $45 per meeting, up to 3 meetings a month
Member, Board of Examiners of  Sign Erectors 1987-00-B $45 per meeting, up to 3 meetings a month
Member, Board of Tax Appeals   1988-00-B $60 per meeting
Member, Civil Service Commission   1989-00-B $55 per meeting, up to 30 meetings a year
Member, Board of Building Appeals   1990-00-B $60 per meeting, up to 50 meetings a year
Member, Board of Building Code Review   1991-00-B $60 per meeting, up to 1 meeting a week
Member, Boiler Rules Committee   1992-00-B $45 per meeting
Member, Committee of Electrical Examiners   1993-00-B $45 per meeting, up to 15 meetings a year
Member, Committee on Plumbing Review   1994-00-B $45 per meeting, up to 15 meetings a year
Member, Demolition Contractors'   1995-00-B $45 per meeting, up Certification Board to 15 meetings a year
Member, Board of Merchants' and Manufacturers' Tax Equalization 1996-00-B $83 per day in  session, up to 60 meetings during regular 12 week session, but not to exceed 105 meetings a year
Member, Board of Examiners of Sprinkler System Contractors 1997-00-B $83 per meeting, up to 15 meetings a year
Member, Board of Examiners for Mechanical Contractors 1998-00-B $45 per meeting
Member, Board of Noise Control Appeals   1999-00-B $53 per meeting


A person occupying a position as a member of a Board, Commission or Committee shall be paid at the per day, per meeting or per month rate established above.

(i) The Director of Personnel may establish per performance rates of pay, hourly rates of pay, or rates of pay for units of work and the conditions for making of any such payments. Such per performance, hourly, or unit-of-work rates may be computed from the bi-weekly scales established in this ordinance. Per performance, hourly, or unit-of-work rates shall be established considering the nature of employment, community practices in compensating similar employment, and the purpose of the program for which the rate is established. Employees paid per performance, hourly, or unit-of-work rates of pay shall not be entitled to vacation, medical leave or holiday leave with pay or other benefits accorded employees paid a bi-weekly rate except that an appointing authority, with the prior approval of the Director of Personnel, and when sufficient funds have been appropriated for the fiscal year, may establish a modified level or type of benefit program when the provision of such benefit is needed in order to attract and retain sufficiently qualified employees to work in specific per performance, hourly, or unit-of-work assignments.

Appointing authorities are not permitted to utilize per performance and hourly employees as a method of replacing bi-weekly rate employees who would be entitled to employee benefits. Therefore, per performance and hourly employees will be limited to an equivalent of ten (10) months of full time employment per year.

(j) The Director of Personnel may establish trainee rates of pay. Such trainee rates may be established on an hourly, per performance or bi-weekly basis and shall be less than the rate paid to a regular employee.

(k) The Director of Personnel, with the assistance of appointing authorities concerned, may establish rates and conditions under which compensation may be granted for periods of time during which an employee is away from the job site but restricted in his/her activities because of an assignment by the appointing authority to be available for a call to return to the work site to perform emergency duties. Pay rates and conditions established under the provisions of this Section 2(k) may include reasonable minimum pay guarantees for employees required to return to the work site to perform emergency duties.

The provisions of this Section 2(k) shall not be construed to restrict the right of an appointing authority to establish call back procedures for employees as an established condition of employment.

(l) The Director of Personnel may authorize payment of special recruitment bonuses, travel, moving and related expenses to recruit employees for positions when funds for this purpose are appropriated to the Department of Personnel.

(m) The Director of Personnel may approve the payment of hiring incentives to current employees to recruit qualified personnel for positions that are difficult to fill. Hiring incentives shall be in any amount up to twenty-five percent (25%) of the annual salary of the position for which the recruitment is made.

(n) (1) An appointing authority, with the prior approval of the Director of Personnel, may establish cash awards or other incentives for an employee or group of employees to recognize and reward increased productivity or effectiveness. The incentives offered may include cash, paid time off, and such other reasonable incentives as the Director of Personnel may determine. Cash awards shall be made from the personal services appropriation of the unit, the account from which the employee's salary is paid or from a general appropriation for this purpose.

(2) The Director of Personnel, upon the request of the appropriate appointing authority, may establish a program of cash awards or other incentives, not to exceed ten percent (10%) of annual salary, paid as an addition to pay, for the purpose of providing additional compensation for employees who are fluent in a foreign language and who use this skill in the necessary and regular recurring performance of the duties of their position. Cash awards shall be made from the personal services appropriation of the unit, the account from which the employee's salary is paid or from a general appropriation for this purpose. Cash awards and incentives under this program shall be made in accordance with guidelines established by the Director of Personnel.

(3) Notwithstanding any other provision in this ordinance, the Director of Personnel is authorized to establish a program of incentives not to exceed twenty-five percent (25%) of the maximum of the pay range for the purpose of compensating positions which are extremely hard to fill.

(4) The Director of Personnel may provide an Employee Suggestion Program, which grants cash and other awards to recognize employee suggestions, which improve City services, operations or facilities. Cash awards to employees for suggestions resulting in tangible savings to the City shall not exceed ten percent (10%) of the annual tangible net savings. Cash awards and payments for other awards shall be made from an appropriation for a suggestion program or other appropriate account. Additionally, cash awards for suggestions shall be granted as an addition to pay, which does not change an employee's bi-weekly rate. The Employee Suggestion Program shall be administered in accordance with regulations established by the Director of Personnel. The Director of Personnel may establish an authority to evaluate suggestions and determine awards; the decisions of this authority shall be final.

(o) (1) An appointing authority may, with the prior approval of the Director of Personnel, establish a program to reimburse, in whole or in part, expenses incurred by employees for the purchase of uniform apparel required in the performance of the duties of their positions, when funds have been budgeted therefore.

An appointing authority may exercise the option to furnish such uniform as may be required in the employee's performance of his/her duties.

The Director of Personnel may establish regulations relating to employees' eligibility for reimbursement for uniforms.

Further, when funds have been budgeted therefore, an appointing authority may authorize reimbursement to uniformed security or correctional employees of up to fifty dollars ($50) per incident for damage to personal property sustained while the employee was directly engaged in quelling a disturbance while performing assigned and/or authorized duties during a shift.

(2) In addition, an appointing authority who requires employees to provide and maintain their own tools shall provide a tool replacement program and/or annual maintenance allowance, with the prior approval of the Director of Personnel.

(p) An employee who is appointed to a position requiring advanced technical skills or professional qualifications may be paid at a rate up to ten percent (10%) higher than prescribed for the class in Section 2 of this ordinance on recommendation of the appointing authority with the prior approval of the Director of Personnel. Such advancement shall be made solely on the basis that the employee possesses exceptional academic qualifications related to the duties of the position or that the employee is registered or certified by an organization or board recognized by the Director of Personnel to be especially suited, considering the duties of the position, and when such academic qualification, registration, or certification is not deemed a necessary qualification for the class of position.

The Director of Personnel may also establish other bonus, incentive, or reimbursement programs to encourage current employees to attain registration, licensure, certification, or proof of professional mastery when it is deemed to be in the best interest of the Classified Service, or when such credentials are clearly recognized as adding to the capability of individuals in that area. Incentives, bonuses, or reimbursements awarded under such programs do not result in an employee being ruled ineligible for bonuses or salary increases permitted under other sections of this pay ordinance.

(q) (1) Contingency Assignment Differentials will be paid for certain assignments when immediate position coverage is needed for any reason (e.g. separations, extended vacation, leave of absence, etc.) in a higher pay grade, and shall be granted at the onset of the assignment, not to extend more than one pay period. The Director of Personnel will determine the assignments for which Contingency Assignment Differential will be paid. The assignment of an employee to said assignment having a contingency assignment differential will be determined by the appointing authority from an existing eligible list and will not constitute a promotion or advancement in pay. In addition, the removal of an employee from said assignment shall not constitute a demotion or reduction in pay. If an eligible list is not available, an appointing authority may submit to the Director of Personnel the name of the employee being considered for the assignment to determine if they meet the necessary minimum qualifications for the position being considered.

For an employee whose pay range is established in Section 2(a), 2(b) or 2(c), with the prior approval of the Director of Personnel, the contingency assignment differential will be ten percent (10%) of the employee's regular base bi-weekly rate added as an addition to pay for each bi-weekly period worked or one percent (1%) of the employee's regular base bi-weekly rate for each shift assignment covered, not to exceed one (1) pay period.

(2) Temporary assignment differential will be paid for certain assignments when a vacancy exists for any reason (e.g., separations, extended vacation, leave of absence, military leave, etc.) in a position with a higher pay grade, and shall be granted for at least one (1) pay period but not more than thirteen (13) pay periods. The Director of Personnel will determine the assignments for which the temporary assignment differential will be paid. The assignment or removal of an employee from said assignment having a temporary assignment differential will be determined by the appointing authority and will not constitute a promotion, demotion, advancement, or reduction in pay. The intended employee must meet the minimum qualifications for the position to be assigned. The temporary assignment differential shall be computed as an addition to pay and not affect the employee's regular bi-weekly rate.

For an employee whose pay range is established in Section 2(a), 2(b) or 2(c), with the prior approval of the Director of Personnel, the temporary assignment differential will be ten percent (10%) of the employee's regular base bi-weekly rate added as an addition to pay for each bi-weekly period worked, not to exceed thirteen (13) pay periods.

(r) City employees who are required by their appointing authority to routinely use their personal vehicle in the performance of their duties shall be compensated by using a vehicle maintenance and use allowance of two-hundred seventy dollars ($270.00) per month.

SECTION 3.
SUBSISTENCE AND MAINTENANCE CHARGES

Except as otherwise provided in this ordinance, a deduction shall be made on the payroll or a cash charge shall be collected for subsistence and maintenance provided to employees at a rate to be determined by the employee's department or agency head and the Comptroller of the City of St. Louis. The department or agency head shall establish reasonable charges or deductions which have been calculated and assessed with due consideration for all identifiable costs, including labor and overhead, but shall not exceed the actual cost of the items to the City. When the Department of Personnel determines that the duties and responsibilities of a position require an employee to occupy a room or apartment, there shall be no charge for such accommodations.

Employees residing in City-owned houses or apartments shall be charged for housing and maintenance at the rate established by the Comptroller of the City of St. Louis and deductions at the rate established by the Comptroller shall be made on the payroll. The Comptroller, upon request of the Director of Personnel, shall immediately provide the rates established for City-owned houses or apartments and/or maintenance for employees in the Classified Service. All such charges shall be deducted from the employee's salary on the regular payroll.

SECTION 4.
SALARY RANGE LIMITATIONS

No employee in the Classified Service shall be paid at a rate lower than the minimum or higher than the maximum of the salary range established for the class to which his/her position has been allocated, except as otherwise provided in this ordinance.

SECTION 5.
STARTING SALARY

(a) The rate of pay for an excepted position to be paid upon original appointment to the class shall be determined by the appointing authority for the excepted position.

(b) Except as otherwise provided in this ordinance, the minimum rate of pay for a position shall be paid upon original appointment to the class unless the Director of Personnel finds that it is difficult to secure the services of persons with minimum qualifications or experienced qualified persons at the minimum rate.

The Director may establish a recruitment rate for a single position or all positions in a class and authorize employment at an amount above the minimum but within the regular range of salary established for the class. When a recruitment rate is established for an entire class, employees in such class may have their salaries adjusted to appropriate rates in the new range resulting from the establishment of the recruitment rate.

In the event that the Director of Personnel finds that it is difficult to secure the services of sufficient numbers of employees for a class or occupational series after a diligent recruitment effort, the Director of Personnel may, with the approval of the Civil Service Commission, establish a new maximum rate for the class(es) which is not more than twenty-five percent (25%) above the maximum established in this ordinance.

(c) In Skilled Trades classes, defined as those that have bona fide apprenticeship programs registered with the Department of Labor, new hires who have completed such apprenticeship programs and attained journeyman status shall start at the recruitment rate for the class. New hires in classes in the Trades Pay Schedule who have completed alternative training programs established and approved by the Director of Personnel, and attained journeyman status shall also be eligible for a starting salary at the recruitment rate.

(d) Employees with permanent status who are eligible for reemployment as determined by the Rules of the Department of Personnel and Civil Service Commission shall be reemployed at an appropriate rate within the new salary range which takes into consideration the employee's prior service in the position, as determined by the Director of Personnel.

SECTION 6.
PROMOTION, DEMOTION, REALLOCATION,
TRANSFER AND TEMPORARY PROMOTION

An employee who is transferred, promoted, demoted, or whose position is reallocated after the effective date of this ordinance, shall have his/her rate of pay for the new position determined as follows:

(a) Promotion: This shall be defined as a change of an employee in the Classified Service from a position of one class to a position of another class with a higher pay grade or a higher starting minimum salary.

(1) When an employee is promoted to a position in the General, Professional, Management, or Trades Pay Schedule, the employee's current salary shall be set at a rate which is five percent (5%) higher than the rate received immediately prior to the promotion. An appointing authority, with the prior approval of the Director of Personnel, may pay an employee up to twenty percent (20%) when such action is needed to attract experienced, qualified candidates for a position. Such salary determinations shall take into consideration the nature and magnitude of the accretion of duties and responsibilities resulting from the promotion. However, no employee shall be paid less than the minimum rate nor more than the maximum rate for the new class of position, except as otherwise provided in this ordinance.

(2) Temporary Promotion: When an employee, whose salary range is established in Section 2(a) or 2(b), is certified and temporarily promoted to a vacant position, for a limited duration, the employee's current salary shall be adjusted as provided in Paragraph (a)(1) of this Section. Upon expiration of the temporary promotion, the employee shall be returned to his/her former rate of pay, adjusted by any increases the employee may have received in the absence of the temporary promotion. In no case shall the employee's salary be above the maximum of the salary range, unless otherwise provided for in this ordinance.

Employees whose salary ranges are established in Section 2(c) of this ordinance, upon receipt of a temporary promotion, shall be granted the new rank with a salary adjustment based on appropriate years of service in accordance with procedures established for a regular promotion. At the end of the temporary promotion, the employee shall be returned to the rank held immediately prior to the temporary promotion. The employee's new rate of pay shall be based on the appropriate years of service.

(b) Demotion: This shall be defined as a change of an employee in the Classified Service from a position of one class to a position of another class which has a lower pay grade and a lower starting minimum salary.

(1) If an employee is demoted for disciplinary reasons in accordance with the Rules of the Department of Personnel and Civil Service Commission and established disciplinary procedures, his/her rate of pay shall be established at a rate within the range for the new position to be determined by the appointing authority, with the approval of the Director of Personnel.

(2) If an employee accepts a voluntary demotion, his/her current rate of pay shall be reduced to a rate within the range for the new position which is five percent (5%) lower than the rate received immediately prior to demotion, except that employees who are in a working test period and demote to their previous class of position or pay grade, will return to the rate received immediately prior to the promotion, plus any adjustments as otherwise provided in this ordinance. No employee shall be paid less than the minimum nor more than the maximum rate for the new class of position, except as otherwise provided in this ordinance.

(3) When an employee is demoted for reasons in the best interest of the City Service as determined by the Director of Personnel, his/her salary shall not be reduced by reason of the new salary range and grade. If the salary of such employee is above the maximum for the new position the employee's salary shall not be increased so long as he/she remains in the position, except as otherwise provided by this ordinance.

(c) Reallocation:

(1) If the employee's position is reallocated to a class in a lower pay grade and the employee's rate of pay for the previous position is within the salary range of the new position, his/her salary shall remain unchanged.

(2) The salary of an employee whose position is allocated to a class in a higher pay grade shall be determined in accordance with the provisions of this Section 6 (a)(1) relating to salary advancement on promotion.

(d) Transfer: The salary rate of an employee who transfers to a different position in the same class, or from a position in one class to a position in another class in the same pay grade, shall remain unchanged, provided that no employee shall be paid less than the minimum rate nor more than the maximum rate for the new class of position, except as otherwise provided in this ordinance.

(e) Over Maximum: The salary of an employee, which is in excess of the maximum of the range prescribed by this ordinance for the class and grade to which his/her position has been allocated or may be reallocated, shall not be reduced by reason of the new salary range and grade. The salary of such employee shall not be increased so long as he/she remains in the class of position, except as otherwise provided by this ordinance.

SECTION 7.
SALARY ADJUSTMENT

Salary adjustments for all employees in competitive positions shall be based on considerations of merit or success in fulfilling predetermined goals and objectives as herein provided.

(a) Competitive positions for which salary is established in Section 2(a) - General, Professional, and Management Schedule; or Section 2(b) - Trades Schedule:

(1) Any employee whose salary is established in the General, Professional, and Management Pay Schedule; or Trades Pay Schedule shall receive a service rating in accordance with the City's Service Rating Manual.

(2) Employees who are appointed to a position at the recruitment rate in their respective pay range in the Trades Pay Schedule as a result of the completion of a bona fide apprenticeship program and attainment of journeyman status or alternative training program established and approved by the Director of Personnel, shall be advanced to the advanced salary rate of their respective grade upon completion of the working test period with satisfactory service as determined by the standards established in the Service Rating Manual.

(3) A non-exempt (Overtime Code 3 or 4) employee whose pay is established in Section 2(a) or 2(b) of this ordinance who receives an Overall Rating of "Unsuccessful" as defined by the City's Service Rating Manual, shall have his/her salary reduced as determined by the standards established in the City's Service Rating Manual, but not less than the minimum of the pay grade range.

(b) As used in this ordinance, "anniversary date" means the date following fifty-two (52) weeks of continuous service from the date of original appointment or from the date of the last salary adjustment, if other than a temporary reduction in pay for disciplinary reasons, a demotion or an across-the-board ordinance increase, an increase resulting from an authorized incentive program, or an upgrade of the classification concurrent with adoption of the ordinance. Absence from service as a result of any authorized paid leave, suspensions, military leave, or family/medical leave will not interrupt continuous service. Absence from service for any other cause shall result in breaking continuity of service and establishment of a new anniversary date, except as otherwise provided in this ordinance. The Director of Personnel may authorize different anniversary dates for an employee or groups of employees.

(c) An appointing authority may evaluate the performance of an employee whose salary is established in Section 2(a) or 2(b) of this ordinance for the purpose of a salary adjustment only at intervals as described above except in the case of:

(1) Exceptional performance of duties:

The appointing authority, with the prior approval of the Director of Personnel, of an employee who demonstrates exceptional performance of duties or outstanding qualifications may, with the approval of the department or agency head, advance the employee by not more than ten percent (10%) after twenty-six (26) weeks of employment at the same rate in the salary range, which may be in addition to any merit increase received.

(2) Substandard performance of duties:

An appointing authority may reduce the salary of an employee whose level of performance is significantly diminished and no longer warrants payment at the current rate within the range as provided in the City's Service Rating Manual; providing the employee's salary is above the minimum of the range, established in Section 2(a) or 2(b) and allocated to Overtime Code 3 or Overtime Code 4.

The granting of any such increase or decrease in salary shall be made at the beginning of a payroll period, as determined by the Director of Personnel, following approval of such salary action.

(d) Competitive positions for which salary is established in Section 2(c) - Fire Department Schedule:

All employees in the Fire Department Pay Schedule shall have a service rating completed in accordance with the City's Service Rating Manual.

Probationary Fire Private shall be advanced to the rate for Fire Private at the beginning of the first bi-weekly pay period following one year of service. Probationary Fire Equipment Dispatcher shall follow the same schedule. All other employees whose salaries are established in Section 2(c) of this ordinance will be frozen at their Current Years of Service effective the first pay period after passage of this pay ordinance for one year.

(e) Excepted Positions: The pay of an employee in an excepted position shall be adjusted to any rate within the pay range at the discretion of the appointing authority for the excepted position.

(f) The Director of Personnel may approve, at the request of an appointing authority, adjustments to correct or mitigate serious and demonstrable internal pay inequities. Salary adjustments under this provision shall preclude adjustments to compensate or reward employees for long-term or meritorious service.

(g) The pay of any employee may be decreased as a disciplinary action by an appointing authority to a lower rate within a salary range. Any such decrease shall be made in accordance with the Civil Service Rules and established disciplinary procedures. The decrease shall not be greater than fifteen percent (15%) of the current salary rate. In no case shall the decrease be below the minimum of the pay range for the class. The appointing authority may determine that the pay decrease shall be effective for a specific number of bi-weekly pay periods provided, however, that such decrease shall not be effective for more than thirteen (13) bi-weekly pay periods.

(h) An employee who is temporarily promoted shall be eligible for within range salary adjustments under provisions of this Section 7.

(i) The Director of Personnel may approve a within range salary adjustment or other incentives to retain employees in positions that are difficult to fill, or because of their unique requirements. Said adjustment may only be granted once during a twenty-six (26) week period.

SECTION 8.
INCOME SOURCES

Any salary paid to an employee in the Classified Service shall represent the total remuneration for the employee, excepting reimbursements for official travel and other payments specifically authorized by ordinance. No employee shall receive remuneration from the City in addition to the salary authorized in this ordinance for services rendered by the employee in the discharge of the employee's ordinary duties, of additional duties which may be imposed upon the employee, or of duties which the employee may undertake or volunteer to perform.

Whenever an employee not on an approved paid leave works for a period less than the regularly established number of hours a day, days a week or days bi-weekly, the amount paid shall be proportionate to the hours in the employee's normal work week and the bi-weekly rate for the employee's position. The payment of a separate salary for actual hours worked from two or more departments, divisions or other units of the City for duties performed for each of such agencies is permissible if the total salary received from these agencies is not in excess of the maximum rate of pay for the class.

SECTION 9.
CONVERSION

(a) All pay schedules in Ordinance 68540 shall continue in effect until the beginning of the bi-weekly pay period starting concurrently with or after the effective date of this ordinance, and then the rates to be paid to employee in positions of any classes for which a rate is established or changed in Section 2(a) and 2(b) of this ordinance shall become effective and be adjusted as follows:

(1) The salary of each employee whose pay range is established in Section 2(a) or 2(b) of this ordinance whose class has been allocated to a higher pay grade in the appropriate pay schedule as determined by the Director of Personnel shall have their current salary increased to a rate, rounded to the nearest whole dollar, which provides a five percent (5%) adjustment in accordance with Section 6(a)(1) of this pay ordinance, but not less than the minimum of the pay range, whichever is the greater.

(b) No employee shall be reduced in salary by reason of the adoption of the new pay schedules in this ordinance.

(c) The salary of an employee serving in a trainee position, which remains above the new trainee rate for his/her position, shall remain unchanged.

(d) The Director of Personnel may establish a special conversion procedure for a class or position in the event that the Director determines that a serious inequity would be created by the application of the conversion procedures established in this Section 9.

(e) The Director of Personnel shall establish such procedures as needed to place this ordinance into effect and interpret its provisions.

SECTION 10.
PAYMENT OF SALARIES

All compensation for positions in the Classified Service shall be paid bi-weekly. The Director of Personnel and Comptroller shall establish the procedure for listing employees on the various payrolls. The payment due each employee for service, except as otherwise provided, shall be made not later than sixteen (16) days after the end of the bi-weekly pay period. In the event that an employee is dismissed or has been employed for occasional or emergency work, the Comptroller may immediately pay the employee upon termination of service without waiting for the regular bi-weekly pay date of the Department, Division, Section, Office, Agency, Board or Commission where the employee worked.

SECTION 11.
CHANGES TO CLASSIFICATION PLAN

Whenever the Department of Personnel finds it necessary to add a new class to the classification plan, the Director of Personnel shall allocate the class to an appropriate grade and schedule in this ordinance, recommend such change to the Civil Service Commission, and notify the Board of Aldermen of this action.

Whenever the Department of Personnel finds it necessary to change the pay schedule of an existing class within the classification plan, the Director of Personnel shall allocate the class to the appropriate schedule in this ordinance, recommend such change to the Civil Service Commission, and notify the Board of Aldermen of this action.

The pay grade allocated to a class of position within the classification plan shall remain unchanged for the duration of the existing compensation ordinance. Whenever the Department of Personnel considers it necessary to change the pay grade of an established class of position, such adjustment can only be made concurrent with the adoption of a new compensation ordinance. Recommendation for the allocation of a new pay grade shall be made by the Director of Personnel to the Civil Service Commission for final approval by the Board of Aldermen.

SECTION 12.
PAYROLL FORMS

The Director of Personnel shall prescribe forms on which appointing authorities shall certify to the fact that a vacancy exists in a lawfully created position and to the lawful appointment of a person to fill the position. The Director of Personnel shall indicate on these forms the proper allocation of the position and the rate at which payment is to be made. When approved by the Director of Personnel and submitted to the Comptroller, these forms shall constitute authorization for the initial placing of a person's name on the payroll. The Comptroller shall not authorize any change in the rate of pay of an individual on the payroll unless approved by the Department of Personnel. The Comptroller shall provide the Department of Personnel with a copy of each payroll audited and found correct within twenty-one (21) days after audit and approval of the payroll by the Comptroller's Office.

SECTION 13.
CERTIFICATION OF PAYROLL

The appointing authority shall certify on each payroll or a subsidiary document that each person whose name appears on the payroll has been lawfully appointed at a salary provided by this ordinance and that the employee has actually worked the time for which he/she will be paid, subject to the provisions of this ordinance governing hours of work and leaves of absence in the Classified Service.

SECTION 14.
MINIMUM WORK HOURS

Each appointing authority shall establish procedures to assure that the employees under his/her supervision are actively engaged in the performance of the duties of their positions in accordance with the provisions of this section.

(a) Employees whose salaries are established in Section 2(a) or 2(b): Forty (40) hours shall constitute the average minimum required weekly hours of service in an employment cycle under regular full-time employment for all City employees paid on a bi-weekly basis occupying competitive positions in the Classified Service. The minimum daily and annual service required of such employees shall be in proportion to the average minimum weekly hours established.

Appointing authorities shall so arrange the time for reporting for work, for luncheon intermission, and for quitting work of the various employees under their jurisdiction so that the employees will actually be engaged in active performance of their duties for not less than the average minimum number of hours required.

(b) Management and Professional Employees: Appointing authorities for employees occupying full-time positions whose salaries are established in Section 2(a) of this ordinance shall initiate procedures to see that such employees are engaged in the performance of their duties on a full-time basis. Full-time employment for any employee whose classification is denoted in the Management Schedule or Professional Schedule shall be defined as an average of forty (40) hours per week of time devoted to the duties of the position on an annual basis.

(c) Uniformed Fire Personnel: Fifty-two (52) hours shall constitute the average required weekly hours of service in an employment cycle under regular full-time employment for all employees in the Division of Fire and Fire Prevention whose salaries are established in accordance with the provisions of Section 31 of Article XVIII of the City Charter, except that the appointing authority, with the approval of the Director of Personnel, may determine that the minimum work hours provision of Section 14(a) shall apply to employees in certain positions due to the nature of the assignment and/or scheduling requirements. The appointing authority shall so arrange the time for reporting for work and for quitting work of the various employees under the appointing authority's jurisdiction so that the employees will actually be engaged in the active performance of their duties for not less than the average number of hours required.

Each appointing authority shall submit to the Department of Personnel the work schedule established for each position in the work unit. Work schedule reports shall be submitted upon request of the Director of Personnel or whenever the appointing authority proposes to change the work schedule of a position. The work schedule submitted by the appointing authority shall constitute the normal work schedule for the position when approved by the Director of Personnel.

All employees in the Classified Service shall be in attendance at their work in accordance with schedules established under the provisions of this Section 14, subject to other provisions of this ordinance with respect to hours, holidays, vacation, medical leave, furloughs, sick leave, military, and special leaves of absence with or without pay herein stated.

SECTION 15.
OVERTIME

(a) The Department of Personnel shall determine those positions in the Classified Service of the City of St. Louis which are exempt from overtime compensation and those positions which are not exempt from overtime compensation. The overtime codes established for each class in Section 1(a) of this ordinance shall be interpreted as follows:

OVERTIME CODE (OVTM):

1 These classes are primarily managerial in nature, but may also include some professional or administrative classes that are ineligible for overtime pay under all but emergency conditions as described in Section 15(d) of this ordinance.

2 These are supervisory, professional, and administrative classes that are exempt from overtime compensation, but which the City compensates for overtime at the straight (1.0x) time rate.

3 These are non-exempt classes that receive overtime compensation at the one and one-half (1.5x) time rate.

4 These non-exempt classes work an average bi-weekly work schedule of 84 hours and, therefore, receive overtime compensation at the one and one-half (1.5x) time rate.

Any employee in a class which has been allocated to Overtime Code 3 (non-exempt) in this ordinance shall be compensated for overtime work in accordance with the provisions of this section. Each appointing authority shall designate and submit to the Director of Personnel the official work week and schedule or work cycle for all non-exempt positions in the work unit. The average number of scheduled hours in a bi-weekly pay period shall not be less than eighty (80) for full-time employment. Whenever an Overtime Code 3 employee works hours in excess of the maximum established for an official work week or work cycle, usually forty (40) hours in a work week, such hours shall be paid at the one-and-one-half time (1.5x) rate. In addition to the actual hours worked, authorized scheduled paid time off (vacation, compensatory time, holidays), and any incurred furlough on a regularly scheduled work day shall count as hours worked for the purpose of determining eligibility for overtime compensation. Medical leave, sick leave, compassion leave, jury leave, and any unscheduled time off (call in) will not count toward actual hours worked in determining eligibility for overtime compensation.

Any employee in a class which has been allocated to Overtime Code 4 (non-exempt) in Section 1(a) of this ordinance shall be compensated for overtime by granting the employee pay or compensatory time off at the one-and one half (1.5x) time rate. Each appointing authority shall designate and submit to the Director of Personnel the official work week or work cycle for all non-exempt (Code 4) positions in the work unit. Whenever a non-exempt (Code 4) employee works in excess of forty (40) hours in a work week, the employee will be paid at the one and one half time (1.5x) rate. The average number of scheduled hours in a bi-weekly pay period shall not be less than eighty-four (84) for full-time employment. The regular hourly rate of pay for a non-exempt (Code 4) bi-weekly paid employee shall be determined by dividing the employee's regular bi-weekly rate of pay by the average number of regularly scheduled hours of work in a bi-weekly pay period. In addition to the actual hours worked, authorized scheduled paid time off (vacation, compensatory time, holidays) and any incurred furlough on a regularly scheduled work day shall count as hours worked for the purpose of determining eligibility for overtime compensation. Medical leave, sick leave, compassion leave, jury leave, and any unscheduled time off (call in) will not count toward actual hours worked in determining eligibility for overtime compensation.

Appointing authorities are prohibited from changing employee work schedules to avoid the payment of overtime.

For purposes of determining overtime pay rates for non-exempt employees, the regular hourly rate of pay shall be used.

Overtime Code 3 employees under Section 2(c) of this ordinance who are working a nineteen (19) day work cycle are eligible to receive overtime after one hundred forty-four (144) hours are worked in a work cycle, except that the Fire Department shall pay overtime for emergency work at the end of a shift or emergency work required on a separate, non-scheduled day, even if the total number of hours worked in the work cycle is not in excess of one hundred forty-four (144) hours. However, these employees shall not receive additional compensation for regularly scheduled hours in excess of one hundred forty-four (144) hours if they do not actually work more than one hundred forty-four (144) hours in the work cycle because of paid leave. Days scheduled off to reduce average work week to fifty-two (52) hours, compensatory time, vacation, and holiday time shall be scheduled consistent with a reasonable vacation and holiday leave policy to avoid the necessity of actually working more than one hundred forty-four (144) hours during any work cycle.

(b) Any employee in a class which has been allocated to Overtime Code 2 in Section 1(a) of this ordinance shall be compensated for overtime by granting the employee pay or compensatory time off at the straight (1.0x) time rate. Each appointing authority shall designate and submit to the Director of Personnel the official work week or work cycle, which is usually forty (40) hours, for all exempt (Code 2) positions in the work unit. Whenever a full-time employee in an exempt (Code 2) position is directed by management, with the approval of the appointing authority, to work hours in excess of the maximum established for an official work week or work cycle it shall be considered overtime. In addition to the actual hours worked, authorized paid time off (vacation, compensatory time, holidays) shall count as hours worked for the purpose of determining eligibility for overtime compensation. Medical leave, sick leave, compassion leave, jury leave and any unscheduled time off (call in) will not count for actual hours worked in the calculation of overtime. Straight time (1.0x) overtime shall be compensated at the employee's regular hourly rate of pay, or by granting the eligible employee compensatory time off at the rate of one hour for each hour of overtime worked. The average number of scheduled hours in a bi-weekly pay period shall not be less than eighty (80) for full-time employment. The regular hourly rate of pay for an exempt (Code 2) bi-weekly paid employee shall be determined by dividing the employee's regular bi-weekly rate of pay by the average number of regularly scheduled hours of work in a bi-weekly pay period.

(c) Part-time bi-weekly paid employees and employees paid on an hourly or per performance basis shall be compensated for overtime work in accordance with the overtime provisions of this section and with consideration for community practices in compensating similar employment.

(d) An appointing authority may compensate Overtime Code 1 employees at the straight-time (1.0x) rate, when both of the following conditions exist: 1) the Mayor of the City of St. Louis declares an emergency due to serious and protracted conditions which threaten continuous City Service, preservation of public peace, health, or safety, and 2) the appointing authority directs an employee or group of employees to work in excess of forty (40) hours per week. The appointing authority shall maintain attendance records of the assignment(s) and submit such records at the request of the Director of Personnel.

(e) Pay shall be the regular method of compensation for recorded overtime hours of work for employees in classes with Overtime Code 3 and Overtime Code 4. An appointing authority may compensate a non-exempt bi-weekly paid employee for overtime work by granting the employee compensatory time off in lieu of pay only if the employee requests compensatory time.

Employees engaged in public safety, emergency response or seasonal activity may have a maximum balance of two hundred forty (240) hours of compensatory time; all other employees are allowed a maximum balance of one hundred twenty (120) hours of compensatory time. These maximum balances of compensatory time shall apply to employees working an average work week of forty (40) hours; the maximum balance of compensatory time for employees whose average work week is more or less than forty (40) hours shall be proportionate. No provision of this section establishing a maximum balance of compensatory time shall serve to cancel any compensatory time due to an employee or to deny an employee payment for recorded compensatory time earned in accordance with the provisions of the compensation ordinance in effect at the time the compensatory time was earned.

Each appointing authority shall establish procedures to assure that non-exempt employees are promptly granted time off when such employees request to use their earned compensatory time. Appointing authorities may not deny non-exempt employees' requests for earned compensatory time off except when such approval would create an extreme business hardship. When an appointing authority determines that the work schedule of the organization will not permit the granting of such time off, the appointing authority shall pay the employee in that same pay period for all or a portion equivalent to the time requested of the employee's accrued compensatory time. This provision requiring the prompt granting of requested time off applies only to compensatory time that is earned as a result of the employee working overtime; it does not apply to compensatory time earned as a result of an incentive program or bonus award program.

Compensatory time earned by exempt employees shall be granted to an employee at the discretion of the appointing authority in one of the following ways: 1) on request of the employee; 2) on termination of services with the City.

(f) Before an employee is transferred, promoted or demoted from a position under one appointing authority to a position under another appointing authority or to another unit with a different appropriation, all compensatory time shall be granted or paid. Upon the death of an employee, the person or persons entitled by law to receive any compensation due to the employee shall be paid any amount due to the employee on the date of death.

(g) All departments shall keep daily attendance records of classified employees and shall submit periodic reports of: 1) unexcused absences and leaves; 2) reports of overtime earned, granted, and paid; or 3) the nonoccurrence of same to the Director of Personnel in the form and on the dates specified.

At the end of FY11 Section 15 Overtime of this Ordinance will revert to Section 15 Overtime of Ordinance 68540 but all references in Ordinance 68540 shall be changed from sick leave to medical and/or sick leave.

SECTION 16.
HOLIDAYS

(a) Classified employees working full-time who are paid a bi-weekly rate shall be entitled to leave with pay, pay, or compensatory time off in lieu of pay or paid leave for regularly scheduled work on the following days:

DATE HOLIDAY
Third Monday in January Rev. Martin Luther King Jr. Day
February 12 Lincoln's Birthday
Last Monday in May Memorial Day
July 4 Independence Day
First Monday in September Labor Day
November 11 Veterans' Day
Fourth Thursday in November Thanksgiving Day
December 25 Christmas Day

At the end of FY11 the holiday schedule will revert back to the original ten (10) holidays as designated in Ordinance 68540.

In addition to the above enumerated holidays, full-time classified employees shall be entitled to leave with pay, pay, or compensatory time off in lieu of pay as established by this Section 16 on any day or partial day the Mayor declares by proclamation the closing of City offices.

Employees working full-time and paid a bi-weekly rate whose pay is established in Sections 2(a) or 2(b) of this compensation ordinance shall receive leave with pay, pay or compensatory time off in lieu of pay as holiday compensation in an amount that is proportionate to the number of hours the employee is regularly scheduled to work in a day or shift. For example: Employees working an average of forty (40) hours a week, five (5) days a week, eight (8) hours a day shall receive eight (8) hours of compensation for the holiday; employees working an average of forty (40) hours a week, four (4) days a week, ten (10) hours a day shall receive ten (10) hours of compensation for the holiday.

When the day of observance of a holiday is changed by State or Federal law, it will be so observed by the City of St. Louis. When the day of observance of a holiday is changed by State or Federal executive action, the Mayor shall determine the day of observance by the City of St. Louis. When one of the above enumerated holidays occurs on Sunday, the following Monday shall be observed as the holiday. When one of the above holidays occurs on Saturday, the preceding Friday shall be observed as the holiday.

(b) Each appointing authority shall determine the manner of granting holidays and shall report his/her determination to the Department of Personnel, if required by the Director of Personnel. When full-time employees are required to work on a holiday they shall be entitled to compensation for the holiday and the hours actually worked. Compensation for the holiday shall be in an amount proportionate to the number of hours an employee is regularly scheduled to work in a day or shift.

Except as otherwise provided in this section, when a City holiday falls on an employee's regularly scheduled day off, the employee shall be entitled to have compensatory time added to his/her balance in an amount proportionate to the number of hours regularly scheduled in a day or shift.

Employees of the EMS Service, whose position are classified as EMS Dispatcher, EMS Lead Dispatcher, EMT, Paramedic, or Paramedic Crew Chief, will be compensated with pay in lieu of compensatory time for all holidays.

If an employee is docked from the payroll for one hour or more on the full scheduled workday preceding a holiday, the full scheduled work day following a holiday, or on a scheduled holiday, the employee shall not be compensated for the holiday.

The holiday compensation procedures established by this Section 16 shall apply to full-time classified employees paid a bi-weekly rate. Part-time bi-weekly paid employees shall be compensated for holidays in proportion to the percentage of time they are regularly scheduled to work. Employees paid on an hourly or per performance basis shall not be entitled to holiday compensation, except as otherwise provided in this ordinance.

In the event that the holiday schedule established in this Section 16 is revised, employees who are granted compensatory time in lieu of all holidays shall have their leave benefits adjusted accordingly. The Director of Personnel may establish additional or alternate holiday leave policies for employees occupying public safety positions which qualify for the special overtime pay provisions under Federal law or for employees with official work schedules authorized by the Director of Personnel which exceed the normal forty (40) hour weekly work schedule. Procedures developed in compliance with this Section 16 shall be designed to treat employees in the same manner who work substantially equivalent work schedules.

(c) Employees whose pay is established in Section 2(c) of this ordinance and are Overtime Code 3 shall be entitled to seventy-two (72) hours of leave with pay or compensatory time off in lieu of all holidays occurring in a calendar year. Employees whose pay is established in Section 2(c) of this ordinance and are Overtime Code 1 or 2 shall be entitled to thirty-two (32) hours of leave with pay or compensatory time off in lieu of all holidays occurring in a calendar year. Because of the necessity of maintaining the work schedule of such employees, the Director of Personnel, in cooperation with appointing authorities concerned, shall establish procedures for holiday compensation for such employees who are regularly required to work on holidays. Such procedures shall be designed to treat all employees in the class who work a substantially equivalent schedule in the same manner.

At the end of FY11 the employees whose pay is established in Section 2(c) will revert back to one hundred twelve (112) hours of leave with pay or compensatory time off in lieu of holiday in Section 16 of Ordinance 68540.

Employees whose pay is established in Section 2(c) of this ordinance shall receive five (5) days of paid leave which shall be referred to as "O" Days.

SECTION 17.
VACATION

Vacation leave with pay shall be granted to employees paid a bi-weekly rate in permanent competitive positions working fifty percent (50%) time or more. The Director of Personnel may establish additional guidelines and policies to govern the administration of vacation leave benefits in the Classified Service.

(a) Vacation shall be granted to employees with appointment date before April 23, 1989, as follows:


PAY ESTABLISHED PAY ESTABLISHED
IN SECTION IN SECTION
2(a) or 2(b) 2(c)
Length of Bi-Weekly Annual Bi-Weekly Annual
Cumulative Service Accrual Rates Equivalent Accrual Rates Equivalent
1 but less than 5 years 5 130 3 78
5 but less than 10 years 6 156 5 130
10 but less than 15 years 7 182 6 156
15 but less than 20 years 8 208 7 182
20 or more years 9 234 8 208

Employees employed before the passage of this ordinance whose pay is established in Sections 2(a), 2(b) or 2(c) of this ordinance completing five (5) years of cumulative service, ten (10) years of cumulative service, fifteen (15) years of cumulative service, or twenty (20) years of cumulative service shall have forty (40) hours of vacation added to their existing balance.

(b) Vacation shall be granted to employees with appointment date on or after April 23, 1989, as follows:

PAY ESTABLISHED
IN SECTION
2(a) or 2(b) or 2(c)
Length of Bi-Weekly Annual
Cumulative Service Accrual Rates Equivalent
1 but less than 5 years 3 78
5 but less than 10 years 5 130
10 but less than 15 years 6 156
15 but less than 20 years 7 182
20 or more years 8 208

Employees employed before the passage of this ordinance whose pay is established in Sections 2(a), 2(b) or 2(c) of this ordinance completing five (5) years of cumulative service, ten (10) years of cumulative service, fifteen (15) years of cumulative service, or twenty (20) years of cumulative service shall have forty (40) hours of vacation added to their existing balance.

(c) Vacation shall be accrued by employees whose pay is established in Section 2(c) January 1, 2010, through December 31, 2010, as follows:

PAY ESTABLISHED PAY ESTABLISHED
IN SECTION 2(c) IN SECTION 2(c)
OVTM 3 OVTM 1
Length of Bi-Weekly Annual Bi-Weekly Annual
Cumulative Service Accrual Rates Equivalent Accrual Rates Equivalent
1 but less than 5 years 1.82 47.3 .64 16.64
5 but less than 10 years 3.82 99.3 2.64 68.64
10 but less than 15 years 4.82 125.3 3.64 94.64
15 but less than 20 years 5.82 151.3 4.64 120.64
20 or more years 6.82 177.3 5.64 146.64

Employees employed before the passage of this ordinance whose pay is established in Section 2(c) of this ordinance completing five (5) years of cumulative service, ten (10) years of cumulative service, fifteen (15) years of cumulative service, or twenty (20) years of cumulative service shall have forty (40) hours of vacation added to their existing balance.

Effective January 1, 2011, employees whose vacation was accrued in accordance with this Section 17(c) shall, based on their appointment date, revert to and accrue vacation as established in Section 17(a) or 17(b).

(d) All references in this ordinance to accrual rates, additions to, and accrual maximums for vacation are for employees working a scheduled work week of forty (40) hours. Vacation rates, additions and maximums shall be computed on a proportionate basis for employees whose average work week is more or less than forty (40) hours. When an eligible employee's scheduled work week is changed, the employee's rate of accrual shall be changed proportionately. All references in this ordinance to cumulative service for vacation shall mean cumulative service without a break in service of more than one year, except as provided otherwise in this ordinance. No employee who works less than fifty percent (50%) time or who is serving in a limited-term position shall be eligible to accrue vacation.

(e) The maximum vacation balance for those working an average work week of forty (40) hours shall be six hundred (600) hours. Vacation accrual maximums for those working more or less than forty (40) hours per week, but at least fifty percent (50%) time, shall be established in accordance with Section 17 of this ordinance.

When an employee's full-time average work week is changed, the maximum vacation balance shall be changed proportionately. In addition, the employee shall have his/her current vacation balance adjusted so that the vacation shall maintain the same position relative to the new maximum balance as existed with the employee's previous maximum balance. Accrual of vacation shall cease when an employee accumulates the maximum vacation balance established for the assigned work schedule and shall not resume until the vacation balance is less than the maximum amount.

(f) Accrual of vacation shall begin with the first bi-weekly pay period:

(1) of appointment;

(2) of return to duty from leave of absence;

(3) of restoration to employment of one-half (50%) time or more.

Vacation leave shall be granted in whole hour units. On termination of service, any fractional hour shall be made whole. The accrual of vacation leave shall cease at the beginning of terminal leave.

(g) Appointing authorities shall be responsible for establishing all vacation leave schedules, but may not discipline employees by imposing unusual vacation schedules. Vacation shall be granted to the employee at the discretion of the appointing authority as provided by this ordinance in one of the following ways:

(1) When the employee requests vacation leave in accordance with departmental policies.

(2) When directed to take paid time off by the appointing authority.

(3) When an employee is terminated or resigns from the Classified Service.

(4) When an employee whose salary is established in Sections 2(a), 2(b) or 2(c) reaches the established maximum accrual and would cease accruing vacation, the employee may notify the appointing authority in writing of his/her intention to schedule vacation. Such notice shall be at least seven (7) days prior to the first work day the employee intends to take off. If the appointing authority fails to establish a different vacation schedule, the employee may, at will and without assuming liability for disciplinary action, take the paid leave, which was proposed in writing.

(5) All employees may request payment from the appointing authority for forty (40) hours of vacation accrual in lieu of scheduling paid leave provided that the full vacation allowance for that year is not exceeded. This may be done a maximum of once in each calendar year. Management employees may request payment from the appointing authority for up to an additional forty (40) hours of their vacation accrual balances in lieu of scheduling paid leave if their schedules do not permit them to be absent from work. Employees whose pay is established in Section 2(c) of this ordinance may request payment for up to ninety-six (96) hours of vacation.

(h) During the first twelve (12) months of employment, accrued vacation may be granted to an employee provided that the employee has completed six (6) months of continuous service. When the service of an employee is terminated after twelve (12) months of continuous service, any accumulated vacation that is due the employee shall be paid. When employment is terminated before completing twelve (12) months of continuous service, any previously advanced vacation leave shall be deducted from the employee's final pay.

(i) Employees who separate from the Classified Service, who are certified from a reemployment list, and who return to the Classified Service within twenty-four (24) months of the separation, will be given credit for prior continuous service in determining the vacation accrual rate in accordance with Section 17(a), 17(b) or 17(c) of this ordinance and based on the date of the employee's original appointment.

(j) Employees who move to the Classified Service from the Unclassified Service shall be given credit for the years of service in the Unclassified Service in determining the vacation accrual rate in accordance with Section 17(a), 17(b) or 17(c) of this ordinance and based on the date of the employee's original appointment.

(k) Employees who return to work from a "reemployment from layoff" eligible list shall be eligible to use vacation as soon as it is accrued provided the employee has completed six (6) months of continuous service prior to the layoff and with approval of the appointing authority. An employee who has completed less than six (6) months of continuous service will be required to complete the remaining portion of the six (6) months period before being eligible to use vacation.

Any such reemployed worker shall be given credit for prior continuous service in determining the employee's vacation accrual rate in accordance with the schedule established in Section 17(a), 17(b) or 17(c) of this ordinance and based on the employee's original appointment.

(l) Appointing authorities shall be responsible for the management of their vacation schedules so as to most effectively administer their organizations and fulfill the desire of employees in the establishment of leave schedules.

(m) Accrued vacation shall be carried with an employee when transferred, promoted, or demoted from a position under one appointing authority to a position under another appointing authority without a break in service or change in method of pay. Upon the death of an employee, the person or persons entitled by law to receive any compensation due the employee shall be paid the amount due the employee for accrued vacation.

(n) With the approval of the appointing authority, a retiring employee may be paid on the payroll for accrued vacation in the month prior to retirement without inclusion in the employee's final average compensation. An appointing authority may pay previously accrued vacation off in a lump sum to an employee whose service with the City has terminated. Such payment shall be made on the employee's last regular paycheck. The lump sum payment shall include compensation for any holidays occurring during the employee's terminal vacation leave period.

(o) Employees occupying excepted positions in the Classified Service shall be granted vacation at the discretion of their appointing authority. An employee whose term in an excepted position ends and who is then appointed to a permanent competitive position working fifty percent (50%) time or more shall become eligible to accrue vacation leave with pay upon appointment to the competitive position. Length of cumulative service for the purpose of determining rate of vacation leave accrual shall be based on the employee's original date of appointment to the excepted position, providing there was no break in service between expiration of the excepted position and appointment to the permanent competitive position. The date of appointment to the permanent competitive position shall be used to determine the appropriate rate of vacation accrual for the corresponding length of cumulative service in accordance with the schedule established in Section 17(b).

(p) Appointing authorities shall report leave with pay for vacation and such other authorized absences as the Director of Personnel shall designate to the Department of Personnel and/or the Comptroller in such form and at such time as the Director of Personnel may require.

SECTION 18.
SICK LEAVE

Employees will cease accruing sick leave with the start of the first pay period following approval by the Mayor of this ordinance. Thereafter, an employee may choose, but may not be required, to use his/her sick leave in accordance with regulations established by the Director of Personnel.

An active employee who is a member of the Employees Retirement System or the Firemen's Retirement System of the City of St. Louis, and who applies for retirement and immediately retires from active service, shall receive payment for his/her sick leave balance less any sick leave credited or paid to a member or used in the calculation of retirement benefits under this or any other ordinance(s). If the Employees Retirement System or Firemen's Retirement System provides for sick leave to be credited or paid to a member or used in the calculation of retirement benefits, this payment shall be limited to a maximum of fifty percent (50%) of the value of the employee's sick leave balance.

If a member of the Employees Retirement System or the Firemen's Retirement System of the City of St. Louis who had been otherwise eligible for Normal or Early Service Retirement dies his/her estate may receive payment based on the calculation above on the employee's sick leave balance, if any. Payment shall be made in accordance with the procedures established by the Director of Personnel.

An employee who is reemployed from an authorized layoff shall have his/her prior sick leave balance if any restored, provided this balance has not be used in the determination of pension benefits paid to the retiree.

SECTION 19.
MEDICAL LEAVE

(a) Medical leave with pay shall be granted to bi-weekly rate employees in permanent competitive positions working fifty percent (50%) time or more in accordance with regulations and procedures established by the Director of Personnel.

(1) All employees shall accrue three (3) hours of medical leave for each bi-weekly pay period of employment. This accrual rate is established for employees working an average work week of forty (40) hours. Medical leave shall be computed on a proportionate basis for employees whose average work week is more or less than forty (40) hours. An eligible employee may be granted paid medical leave by his/her appointing authority after completing twenty-six (26) weeks of continuous service.

(b) The Director of Personnel may establish a system of cash awards, paid time off or other incentives to reward employees for perfect and near perfect attendance.

(c) An appointing authority shall remove an employee from the payroll for unexcused absence in accordance with regulations and procedures established by the Director of Personnel. When an employee is docked from the payroll under the provisions of this section, the amount deducted from his/her regular bi-weekly rate of pay shall be one times (1.0x) the regular hourly rate as defined in this ordinance for each hour of unexcused absence. If an employee is docked from the payroll for one (1) hour or less in a bi-weekly pay period, he/she will continue to accrue medical leave.

If management decides to send their employees or a group of employees home due to inclement weather, they will not lose their medical leave accrual for that pay period.

(d) All leave with or without pay for illness, injury, or physical inability to perform assigned duties shall be recorded on the payroll or a subsidiary document in the manner established by the Director of Personnel. Compensation for periods of absence from work when an employee sustains an injury by accident on the job shall be governed by the provisions of Section 26 (Workers' Compensation and Disability Leave) of this ordinance.

(e) An employee who is reemployed from an authorized layoff shall have his/her prior medical leave balance and sick leave balance restored if any, provided any sick leave balance has not been credited to the employee's length of service in determining pension benefits paid to the retiree. An employee who is reemployed from an authorized layoff and who has a medical and/or sick leave balance and who completed twenty-six (26) weeks of continuous employment prior to the layoff may take approved medical and/or sick leave upon reemployment.

(f) Each appointing authority shall institute procedures, in accordance with regulations established by the Director of Personnel that will discourage the improper use of medical leave with pay. When an employee is removed from the payroll for absence not approved by the appointing authority, the employee shall be notified promptly in writing.

(g) Employees shall not receive payment for any medical leave balance and it shall not be used in the calculation of retirement benefits or payments under this ordinance or any other ordinance.

SECTION 20.
MILITARY LEAVE

The City of St. Louis will follow all applicable state and federal laws on the granting of military leave and reemployment rights.

Before military leave without pay is authorized, the employee shall present to the employee's appointing authority evidence of such military service.

Upon the expiration of military leave of absence, the employee shall be reinstated to the class of position he/she occupied at the time the leave was granted without breaking continuity of service. Failure of an employee to report for duty within the time pursuant to state or federal law shall be just cause for dismissal. The employee's accumulated leave balance(s) shall be restored to the employee upon his/her return.

SECTION 21.
EDUCATION REIMBURSEMENT

An appointing authority may, with the prior approval of the Director of Personnel, authorize salary payments, payments of tuition expenses, fees, books and related material in whole or in part to employees to permit them to attend school, visit other governmental agencies or in any approved manner to devote themselves to improvement of knowledge or skills required in the performance of the duties of their position.

The Department of Personnel may reimburse, in whole or in part, expenses incurred by employees in the pursuit of improvement of the knowledge and skills required in the performance of their positions or in higher positions, when funds have been budgeted therefore.

An appointing authority, with the approval of the Director of Personnel, may establish a program to reimburse, in whole or in part, expenses incurred by employees in the pursuit of improvement of the knowledge and skills required in the performance of the duties of their positions or to improve their professional, technical or managerial knowledge or skill.

SECTION 22.
LEAVES OF ABSENCE AND FAMILY/MEDICAL LEAVE

An employee may request a leave of absence, or an appointing authority may request a leave of absence for an employee, for any reason under the City's general leave policy, or a "Family/Medical Leave of Absence" for certain qualifying reasons under provisions of "The Family and Medical Leave Act of 1993" as provided in this ordinance and under additional provisions and regulations as determined by the Director of Personnel.

(a) An appointing authority, with the approval of the Director of Personnel, may grant an employee in a competitive position a general leave of absence without pay for a period of one year, which may be extended, with the prior approval of the Director of Personnel.

Upon the expiration of such leave of absence, the employee shall be reinstated to the competitive position he/she occupied at the time the leave was granted provided the position is still in existence and he/she is able to perform the duties of the position. The employee shall be reinstated to the competitive position at the same relative rate in the salary range the employee occupied at the time the leave was initiated. Failure of an employee to report for duty promptly at the expiration of the leave shall be just cause for dismissal. If necessary to the efficient conduct of the business of the City, an employee on leave other than military leave or qualifying family/medical leave may be notified by the appointing authority, with the approval of the Director of Personnel, to return prior to the expiration of such leave. Failure of the employee to return within ten (10) days after receipt of such notice shall terminate his/her leave of absence and be just cause for dismissal, subject to any applicable federal, state or local regulations.

(b) The City of St. Louis will follow all applicable state and federal laws on the granting of family/medical leave.

The Director of Personnel shall establish additional rules, guidelines and procedures for the effective administration of the City's "Family/Medical Leave Policy." The policy shall comply with all provisions of the "Family/Medical Leave Act of 1993" and any amendments thereafter.

(c) Any employee in a competitive position who is appointed to an excepted position in the Classified Service shall be granted an in-service leave without pay from the competitive position during the term to which he/she is appointed to the excepted position. Such leave shall be for the term of the appointment to the excepted position and until his/her successor qualifies. Upon the expiration of the appointment to the excepted position, the employee shall be reinstated to the competitive position he/she occupied immediately prior to the in-service leave. The employee shall be reinstated to the competitive position as a temporary promotion pursuant to Section 6(a)(2) of this ordinance. Employees who are returned to a competitive position shall retain any vacation, compensatory time or medical leave balance in effect at the time of granting of the leave of absence for appointment to the excepted position. Employees shall be given credit for time spent in an excepted appointment in computing eligibility for additional vacation leave accrual.

(d) In the event that emergency conditions occur which require the closing of City-operated facilities or the temporary cessation of functions carried out by classified employees, the Mayor of the City of St. Louis may declare an emergency and require an employee or group of employees to take leaves of absence with or without pay while such emergency conditions exist. In the event that the Mayor requires that the leave of absence be without pay, an employee with vacation or accrued compensatory time may elect to take the accrued time off with pay in lieu of all or a part of such non-paid leave of absence. Such non-paid leave of absence shall not interrupt continuity of service for vacation accrual. An emergency leave of absence declared by the Mayor shall not exceed ninety (90) days.

(e) Employees who are granted general leaves of absence and other non-paid leaves of absence, including forced leaves of absence, except family/medical leave and military leave, must take all accrued vacation at the start of the leave of absence. Employees who are granted or placed on a non-paid leave of absence will not accrue vacation and medical leave during the period of non-paid leave. Upon the expiration of such leaves of absence, the employee shall follow the procedures as established in this Section 21 and any other applicable regulations and procedures as established by the Director of Personnel.

(f) An appointing authority, with the prior approval of the Director of Personnel, may put an employee on forced leave of absence without pay pending the outcome of criminal charges pending against the employee.

SECTION 23.
FURLOUGHS

Contingent upon the declaration of the City's Board of Estimate and Apportionment that a fiscal crisis exists in the City so as to warrant the mandatory implementation of furloughs of City officers and employees, the Board of Aldermen hereby authorizes such budget required mandatory implementation of furloughs. As used herein the term "furlough" shall mean time off without pay due to budget requirements. In the event furloughs are implemented, the Director of Personnel shall issue, consistent with this ordinance, such regulations and guidelines necessary for setting out a process for furlough implementation. A "furlough" will not affect any employee's benefits including, but not limited to, health insurance, pension calculations, anniversary dates, or any employees service rating or eligibility for promotion. Appointing authorities will still be required to make all appropriate deductions for health insurance and pensions from their accounts.

All employees, except for employees designated by his/her appointing authority or designee to be on duty, shall be furloughed on the following dates:

February 21st (Washington's Birthday)
May 9th (Truman Birthday)
October 11th (Columbus Day)
November 26th (Day after Thanksgiving)
December 31st (New Years Day)

All employees in job classes which have been allocated to Overtime 1 and 2 in this ordinance (with the exception of General Schedule, Overtime Code 2 employees) shall be required to take an additional forty (40) hours of furlough time in addition to the days designated above which must be taken in eight (8) hour increments no later than June 18, 2011. The Appointing Authorities shall prepare a list of dates from which such exempt employees may choose additional "furlough" dates.

For employees who are scheduled to work, twenty-four (24) hour operations, on Family Medical Leave or otherwise cannot be furloughed on the designated day(s), the appointing authorities shall schedule the furlough at an alternate time before the end of the fiscal year.

SECTION 24.
INSURANCE BENEFITS

The City of St. Louis is hereby authorized to devise and establish by contract or otherwise plans for life, health, medical, disability, and other insurance coverage deemed necessary for employees in the Classified Service and other employees for the City and their dependents. The Director of Personnel, with the assistance of the City Health Insurance Committee as established by Ordinance 67665, shall develop and administer programs to provide for such coverage. The Director of Personnel shall confer with the Board of Estimate and Apportionment by February 1st of each year regarding coverage plans and the appropriate funding level. The Director shall then be charged with the responsibility of establishing the applicable funding level and remittance rates for the aforementioned plans and certify same to the Comptroller and Budget Director by March 1st of each year and no officer or employee shall alter or amend such rates.

SECTION 25.
DEATH BENEFIT

In the event any employee of the City whose pay is established by this ordinance dies as a result of injuries arising out of and in the course of his/her employment by the City, the City shall pay compensation in accordance with the Missouri Workers' Compensation Law. The Director of Personnel and the City Counselor shall establish procedures for making the payments required by the Missouri Workers' Compensation Law. The Comptroller shall designate the fund or appropriation out of which such payment shall be made. Such compensation shall be in addition to any life insurance benefits paid for by the City or by the employee which is available to the employee's beneficiaries and also in addition to any benefit provided by the Employees Retirement System of the City of St. Louis or the Firemen's Retirement System of the City of St. Louis.

SECTION 26.
WORKERS' COMPENSATION AND DISABILITY LEAVE

(a) Any employee in the Classified Service whose class title and grade are established in Section 1(a) and denoted by the suffix "G," "P," "M," "T," or "E" of this ordinance, including employees who are compensated on a per performance or unit of work basis, who shall suffer personal injury by accident or occupational disease arising out of and in the regular course of employment while engaged in or about the premises where an employee's duties are being performed or where an employee's presence is required as part of his/her employment, shall promptly report such injury by accident or occupational disease to his/her immediate supervisor. The supervisor shall in turn report, through the appointing authority, all facts concerning the incident to the City Counselor and the Director of Personnel. The appointing authority shall promptly provide such written information and recommendations as may be requested by the City Counselor to aid in making the determination of the period of disability.

The employee who suffers a personal injury as described in part (a) of this section, and which results in temporary disability, may elect to use sick or medical leave for the first three days of temporary disability. Thereafter, the employee will be compensated at the rate mandated by the Missouri Workers' Compensation Law. If the period of disability extends fourteen (14) calendar days or more, the three days of sick or medical leave used during the first three days of disability will be restored to the employee's sick or medical leave balance. The City Counselor shall determine the actual amount of compensation and length of time during which payments are made for such temporary disability in accordance with the Missouri Workers' Compensation Law.

(b) (1) Any employee in the competitive service whose class title and grade are established in Section 1(a) of this ordinance and denoted by the suffix "F" who shall suffer personal injury by accident or occupational disease while engaged in actual fire suppression or related emergency response activities on or about the premises where these activities are being performed, or during transportation to and from the scene of the fire or emergency, shall promptly report such injury to his/her immediate supervisor. The injury shall be promptly reported through appropriate management personnel to the Director of Personnel and the City Counselor. During the period of temporary disability which has been determined by the City Counselor to be a result of an injury by accident or occupational disease as defined above, the employee may be continued on the payroll at the regular bi-weekly rate less any amount the employee would otherwise pay in taxes on that portion of the benefit found to be exempt from taxation under the Missouri Workers' Compensation Law, or the federal tax code. Paid leave granted a bi-weekly paid employee in accordance with the provisions of this section is disability leave and shall not reduce the employee's sick or medical leave balance. Disability leave may also be granted when an employee suffers injury as a result of participation in Training Simulation of an exceptional and highly dangerous nature wherein the appointing authority or the Director of the Department of Public Safety has gained the approval of the Director of Personnel prior to such Training Simulation.

(2) Any employee in the competitive service whose class title and grade are established in Section 1(a) of this ordinance and denoted by the suffix "F" who shall suffer personal injury by accident or occupational disease arising out of and in the regular course of employment while engaged in or about the premises where his/her duties are being performed, except as otherwise provided in Section 26(b)(1) above shall likewise, promptly report such injury to his/her immediate supervisor, who shall report, through his/her appointing authority, all facts concerning the incident to the City Counselor and the Director of Personnel. During any such period of temporary disability, the employee shall be entitled to workers' compensation benefits as prescribed by State Law.

(c) The City Counselor, the Director of Personnel, or the appointing authority may require an employee to undergo a physical examination and medical or surgical treatment at the expense of the City to diagnose and treat injuries or illnesses arising out of employment.

(d) The City Counselor and the Comptroller shall establish procedures for paying compensation to employees or former employees who are permanently disabled and due compensation under the Missouri Workers' Compensation Law. The Comptroller shall designate the fund or appropriation out of which such payment shall be made.

(e) The City Counselor and the Director of Personnel shall be responsible for the administration of the provisions of this Section 26 and shall establish and publish procedural regulations for the administration of the program. Each appointing authority shall establish procedures to comply with the provisions of this section and established regulations.

SECTION 27.
JURY AND WITNESS LEAVE

(a) Jury leave with pay shall be granted to bi-weekly rate employees working fifty percent (50%) time or more for such time when such employees are serving as jurors pursuant to order of the St. Louis Circuit Court or United States District Court in St. Louis. Any bi-weekly rate employee, when so summoned for jury service, shall report such fact within seventy-two (72) hours to his/her appointing authority and display to the appointing authority the summons which the employee has received and shall give the appointing authority in writing the date and the time of such jury service. No bi-weekly rate employee shall receive any compensation from the Jury Commissioner or the United States District Court system for jury service for days the employee receives compensation from the City. A bi-weekly rate employee may keep the jury stipend for days when the employee receives no compensation from the City (off days, docks, leaves, etc.). Upon being discharged from serving as a juror by the Court or Jury Commissioner, the employee shall forthwith report to his/her appointing authority if discharged during their normally scheduled work hours and shall submit to his/her appointing authority a written statement from the Jury Commissioner certifying that the employee has served as a juror and the time and date so served. The appointing authority shall, upon receipt of the statement of jury service, credit the employee with paid jury leave for such service.

(b) Leave with pay shall be granted to bi-weekly rate employees for such time when the employee's presence is required by the prosecutor in a criminal proceeding or grand jury procedure, a trial in prosecuting accused criminals (or for jury service in Federal Court). Any bi-weekly rate employee, when so subpoenaed as a prosecution witness or whose presence is required as a part of a grand jury inquiry, shall report such fact within seventy-two (72) hours to his/her appointing authority and shall give the appointing authority in writing the date and time his/her presence is required for such criminal prosecution. Each appointing authority shall establish controls to assure that any paid leave is actually required by the prosecuting authority. An appointing authority may require an employee to furnish satisfactory evidence of being required to be off the job and that all time off was in connection with the prosecution of the case. This procedure shall apply for employee participation in criminal prosecution in State or Federal Courts.

SECTION 28.
DEFERRED COMPENSATION

(a) Authority is hereby granted for the establishment of a deferred compensation plan for the City of St. Louis.

(b) In accordance with the regulations applicable to the plan, as set out herein, the Comptroller is authorized to enter into an agreement with eligible participants, whereby said participants may designate a portion of their future earnings to be deducted by the City and placed in a fund to be designated "City of St. Louis Deferred Compensation Plan Fund" for the purpose of providing tax deferred benefits to the participants upon retirement.

(c) The Board of Estimate and Apportionment is hereby authorized to establish or select a specific plan or plans in accordance with the requirements set out in this ordinance. In establishing the plan, the Board of Estimate and Apportionment may elect to retain outside parties to provide administrative and/or investment services after following competitive bidding procedures. The Board of Estimate and Apportionment is authorized, after analyzing the various competitive bids submitted in accordance with the requirements of this ordinance, to select the plan or plans it determines to meet the requirements established as a part of the competitive bidding procedures and to be in the best interest of the participants. No investment plan shall be considered unless offered by a duly licensed resident agent representing a company duly licensed and authorized by the State of Missouri and other applicable federal regulatory agencies to offer such insurance or investment programs.

In the event Federal or State legislation is changed in a manner affecting and/or relating to any of the aforementioned Deferred Compensation provisions contained in this Section 28, the Board of Estimate and Apportionment of the City of St. Louis may amend the deferred compensation plan accordingly and may execute any and all documents necessary to achieve and effectuate the recommended changes.

SECTION 29.
RETIREMENT

The following provisions shall apply to the Employees Retirement System:

(a) "Final Average Compensation" is equal to one-half of the sum of (1) and (2) below:

(1) The annual compensation received by a member for the two (2) consecutive years of creditable service in which the highest compensation was received preceding the termination of his/her employment, and

(2) The balance of a member's sick leave pay on the date of retirement less sick leave hours paid to the member upon termination of his/her employment and less sick leave hours considered as creditable service for the purpose of determining eligibility for retirement benefits, except that said balance cannot exceed twenty-five percent (25%) of a member's total sick leave on the date of retirement.

(b) If a member has less than two (2) consecutive years of creditable service his/her final average compensation shall be equal to the sum of (1) and (2) below, divided by (3) below and then multiplied by (4) below:

(1) The sum of monthly compensation received by the member for each consecutive month of creditable service immediately preceding the termination of his/her employment, and

(2) The balance of a member's sick leave pay on the date of retirement less sick leave hours paid to the member upon termination of his/her employment and less sick leave hours considered as creditable service for the purpose of determining eligibility for retirement benefits, except that said balance cannot exceed twenty-five percent (25%) of a member's total sick leave on the date of retirement.

(3) The number of consecutive months of creditable service immediately preceding the termination of his/her employment, and

(4) Twelve (12).

The years of creditable service of a member shall be the number of years and completed months of service during which he/she receives compensation from the first day of the calendar month following the date of the beginning of each employment with an employer until his/her employment is terminated, subject to the provisions of this section. The years of creditable service of an employee hired after the operative date who had attained the age of sixty (60) years at initial employment shall be the number of years and completed months of service during which he/she receives compensation from October 1, 1988, and hereafter, from the first day on or after October 1, 1988, of the beginning of each employment with an employer until his/her employment is terminated. No creditable service shall be granted for any period of employment before October 1, 1988, after the calendar month in which the member attains age seventy (70). No creditable service for prior employment shall be granted an employee who becomes a member after April 1, 1960, unless he/she was employed by an employer on April 1, 1960.

A member may elect to use his/her sick leave as additional creditable service for the purpose of determining eligibility for retirement benefits under any provision of this ordinance.

A member's sick leave balance at time of retirement less the sum of (a), (b) and (c) below shall be considered as additional creditable service for calculation of retirement benefits under any provision of this ordinance:

(a) Sick leave hours considered as creditable service for the purpose of determining eligibility for retirement benefits, and

(b) Sick leave hours paid to the member upon termination of his/her employment, and

(c) Sick leave hours used in determining final average compensation.

SECTION 30.
SEVERABILITY

The sections of this ordinance shall be severable. In the event that any section of this ordinance is found by a court of competent jurisdiction to be invalid, the remaining sections of this ordinance are valid, unless the court finds the valid sections of the ordinance are so essential and inseparably connected with and dependent upon the void section that it cannot be presumed that the Aldermen would have enacted the valid sections without the void ones, or unless the court finds that the valid sections standing alone are incomplete and are incapable of being executed in accordance with the legislative intent.

SECTION 31.
REPEAL OF PREVIOUS ORDINANCES

Ordinance 68540 and all other ordinances or amendments, or parts thereof conflicting with the provisions of this ordinance are hereby repealed.

SECTION 32.
EMERGENCY CLAUSE

This ordinance being deemed necessary for the immediate preservation of the public peace, health and safety is declared to be an emergency ordinance pursuant to Article IV, Section 19 and 20 of the City Charter.

INDEX TO COMPENSATION ORDINANCE

This index is for general reference purposes and may not reference all provisions of this ordinance. For complete scope refer to specific provisions of this ordinance.

SECTION(S)

Alphabetical List of Classes 1
Attendance Record 14, 15
Changes to Classification Plan 11
Codes for Classes 1
Compensatory Time 15, 16
For Overtime 15
In Lieu of Holiday 16
Maximum Balance 15
Continuous Service 7, 17
For Salary Increase 7
For Vacation 17
Conversion to New Pay Schedule 9
Death Benefit 25
Deferred Compensation 28
Disability Leave 26
Education Assistance 21
Employment Cycle 15
Employment Schedule 15
Furloughs 23
Holidays 16
Employees Excluded 2(i), 16
Hours of Work 14
Housing and Maintenance Deduction 3
Incentive and Award Program 2(n)
Insurance Benefits 24
Jury Leave 27
Leaves of Absence 22
Emergency 22(d)
Excepted Positions, Coverage of 22(c) Family/Medical 22
Forced 22(f)
Interruption of Continuous Service 7(b)
Medical Leave 19
Military Leave 20
Minimum Hours of Work 14
Moving Expenses 2(l)
Overtime (OVTM) 1, 15
Pay
Advanced Skills 2(p)
Bi-Weekly Scales 2
Commuting Allowance 2(g)
Contingency Assignment Differential 2(q)(1)
Continuous Service for Increase 7
Decreases 7
Demotion 6
Elected Officials 2(d)
Excepted Positions 7(e)
Fire Department 2(c)
Foreign Language 2(n)(2)
Hiring Incentive 2(m)
Holiday 16
Hourly Rates 2(i)
Income Sources 8
Within Range and Exceptional Performance Increases 7
On-Call Rates 2(k)
Overtime 15
Per Performance Rates 2(i)
Promotion 6
Reallocation 6
Recruitment Rate 5
Reemployment Rate 5
Retention 7(i)
Salary Range Limitations 4
Starting Salaries 5
Shift Differential 2(e)
Stipends for Board & Commission Members 2(h)
Temporary Assignment Differential 2(q)(2)
Time Lines for Payment 10
Trainee Rates 2(j)
Transfer 6
Units of Work 2(i)
Vehicle Maintenance and Use Allowance 2(r)
Weekend Differential 2(f)
Payroll 12, 13
Relocation 2(l)
Retirement 29
Severability 30
Sick Leave 18
Employees Excluded 2(i)
Suggestion Program 2(n)(4)
Tool Allowance 2(o)(2)
Vacation 17
Employees Excluded 2(i), 17
Uniform Allowance 2(o)(1)
Workers' Compensation 26

Approved:

Legislative History
1ST READING REF TO COMM COMMITTEE COMM SUB COMM AMEND
07/02/10
2ND READING FLOOR AMEND FLOOR SUB PERFECTN PASSAGE
ORDINANCE VETOED VETO OVR SIGNED BY MAYOR
68711

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