[{"_1":2,"_99":-5,"_100":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,75,87],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":46,"_47":48,"_49":50,"_51":52,"_53":54,"_55":56,"_57":58,"_59":60,"_61":62,"_63":64,"_65":66,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},"mediaId",6042703,"mediaKeyId","3671667-7b59c9421e7dfba7bcf67c7ed6c56360","parentId",3671667,"title","Board forwards revised separation and probation rules, including transfer restriction, to public hearing","audioSeconds",250,"startMs",814470,"endMs",1065085,"viewUrl","/Search/View?dp=1&key=3671667-7b59c9421e7dfba7bcf67c7ed6c56360&start=814&end=1065","thumbnailUrl","https://assets.pipeline.soar.com/3671667-7b59c9421e7dfba7bcf67c7ed6c56360/thumbnail_814470.jpg","articleUrl","/articles/6042703/Independence/Jackson-County/Missouri/Board-forwards-revised-separation-and-probation-rules-including-transfer-restriction-to-public-hearing","mediaUrl","https://secure.pipeline.soar.com/6042703-013d4a832481efb5be3b146245f9acce/orig.mp4?Expires=1771170151&Signature=gqELMfp5lsHcskZ1XshSItCvzR8hH9vCvmVR-sXM84PmqBXDmRd0iCt5Kjwt8NU-mBLth-pQ6tntmtroKi7anzcIORMHnMu9vGMNOMV3lpIwdGCj58HtIZnVY2occ76jpVwjcLRnghaoqvZ7FnJZk619qzdwjxoSk83yT83o-sUAyRqST5S1DLusunIOht2jyOZIbquI8SaLxehqB3vSINL3K-jtvr1nFgPbycI8lPF5S5dA5yyzQCOvgL97boW31Yo5ftvDfbGWDN1zmPWBkg4mQjWahHrCoX-IZHj65rV~38u1tnIvX-4vvBMhGzLogsArAx5opICtSuhomIWxfQ__&Key-Pair-Id=KUT5TJCACFTXG","author","City Council of Independence, MO","date","2025-05-10T03:36:14Z","article","The Personnel Board voted to advance proposed revisions to Article 6 of the Personnel Policy Manual to a public hearing. The draft clarifies that the human resources director must sign off on termination paperwork and that the city manager makes final determinations for nonprobationary terminations. The revisions also streamline transition-compensation language (commonly called severance) for unclassified employees and add a rule that employees on service probation (disciplinary probation) are not eligible for transfer or promotion while that probation is in effect.

Staff noted that “unclassified employees” is a specific employment category (nonrepresented positions) and that any individual employment contracts would supersede the policy language. The new service-probation restriction includes an explicit caveat: collective bargaining agreements may override this rule where negotiated.

A board member moved to forward the Article 6 edits to a public hearing; the motion was seconded and approved by voice vote with no opposition recorded. Staff indicated the public hearing will follow the same 10-day notice procedure and that the board will act after hearing employee comment.

The revised severance section remains structured around years-of-service tiers: unclassified employees with at least one year of service would be eligible for transition compensation if terminated without cause, with payment amounts tied to tenure. No specific dollar amounts were included in the board discussion; staff described the change as editorial and clarifying rather than substantively expanding payouts.

Board members asked for clarity about which employees the changes apply to and staff reiterated that the policy does not supersede existing contracts for represented employees or individual employment agreements.","mediaType","Video","parentTitle","City of Independence Personnel Board 5/9/2025","oneSentenceSummary","The Personnel Board voted to advance proposed revisions to Article 6 (separation and disciplinary action) to a public hearing, clarifying termination signoffs, streamlining transition compensation for unclassified employees, and adding a prohibition on transfer or promotion during service (disciplinary) probation.","taxTitle","Independence, Jackson County, Missouri","taxId",2581,"location","headline","","shortSummary",{"_33":76,"_35":36,"_37":38,"_39":77,"_41":78,"_43":79,"_45":80,"_47":81,"_49":82,"_51":83,"_53":84,"_55":56,"_57":58,"_59":85,"_61":62,"_63":64,"_65":86,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},6042697,"Board hears plan to restore DOT-compliant CDL drug testing; baseline testing set for June, random testing to start in July",346,1039750,1386575,"/Search/View?dp=1&key=3671667-7b59c9421e7dfba7bcf67c7ed6c56360&start=1039&end=1386","https://assets.pipeline.soar.com/3671667-7b59c9421e7dfba7bcf67c7ed6c56360/thumbnail_1039750.jpg","/articles/6042697/Independence/Jackson-County/Missouri/Board-hears-plan-to-restore-DOT-compliant-CDL-drug-testing-baseline-testing-set-for-June-random-testing-to-start-in-July","https://secure.pipeline.soar.com/6042697-95f1702d8c2c7d5c02ca8664b5087ace/orig.mp4?Expires=1771170150&Signature=TMoTduuxvan3zY6olav60ldh246nPDu0hMa25xjTqWq-yGYf7dL2NDuHZdUAnviCvc3NIzbLwUQqm5RxB4uJ-XypvlllR-Sm-xmsBoOdRWo9YjthfrB3Lrri9yrrdcQTdtViGO0v~gyFy9knt-9uAVf30yNv90oHsTAhSq9xQ~95R9c5-w7z8Vcm4JqiBCe2jBPm-zybdxUv4GPrE8bMceelFQtB89gklEo2~OouUmgkCI6MkXezy5kvH-8bKvJyhdmCQOTmZCbjG-QXiz02BkqZhL1MyKI3poCq5fXmeLwpkXfACq4sgrblGaT9cpHgLV-1QKo0cFGpiKyxCn5m5g__&Key-Pair-Id=KUT5TJCACFTXG","Staff reported that the city will resume Department of Transportation (DOT)–compliant drug and alcohol testing for employees who hold or operate under a commercial driver’s license (CDL). City staff said the municipality had not been conducting DOT-standard random testing for about five years and that the new program will begin with baseline testing in early June and move to random testing beginning in July.

The board heard that the city engaged Tomo (T-O-M-O) drug-testing services of Springfield to provide training and on-site testing. Staff said Tomo led training for CDL drivers and supervisors on DOT testing procedures, including reasonable-cause processes for supervisors, and that Tomo will perform on-site specimen collection to avoid prior inefficiencies where employees traveled off-site (for example, to Concentra) and waited in line.

Staff said the DOT-sanctioned test will be used for CDL-required positions and that the city has been testing new hires but not using the DOT-standard laboratory panel for CDL hires. The initial baseline testing will cover CDL employees over several days on an on-site schedule. Staff estimated the CDL-eligible population at about 200 people for scheduling purposes and said the work is intended to restore compliance with federal regulations.

Because DOT testing is federally regulated and largely prescriptive, staff said the new CDL testing language will be implemented as an administrative policy to expedite compliance and will be incorporated into the Personnel Policy Manual (PPM) when the broader drug-and-alcohol policy update is complete. Staff expects the administrative policy to be circulated to the board when finalized.

Board members asked whether the company that conducted training would perform testing; staff confirmed Tomo will provide testing services. A board member asked whether employees would be notified in advance; staff said training and advance notice were provided and that baseline testing will occur after at least 30 days’ notice so employees are prepared.

No formal board vote was required on the testing plan; staff will finalize the administrative policy and the logistics for baseline and random testing.","Staff reported that the city will resume Department of Transportation–compliant drug and alcohol testing for CDL drivers, with baseline on-site testing in early June and random testing beginning in July.",{"_33":88,"_35":36,"_37":38,"_39":89,"_41":90,"_43":91,"_45":92,"_47":93,"_49":94,"_51":95,"_53":96,"_55":56,"_57":58,"_59":97,"_61":62,"_63":64,"_65":98,"_67":68,"_69":70,"_71":68,"_72":73,"_74":73},6042709,"Personnel board advances multiple Article 4 changes on holiday pay, sick leave and extended leave to public hearing",408,47495,455610,"/Search/View?dp=1&key=3671667-7b59c9421e7dfba7bcf67c7ed6c56360&start=47&end=455","https://assets.pipeline.soar.com/3671667-7b59c9421e7dfba7bcf67c7ed6c56360/thumbnail_47495.jpg","/articles/6042709/Independence/Jackson-County/Missouri/Personnel-board-advances-multiple-Article-4-changes-on-holiday-pay-sick-leave-and-extended-leave-to-public-hearing","https://secure.pipeline.soar.com/6042709-96a52c2703f277ac89bb952c2df109c5/orig.mp4?Expires=1771170150&Signature=gIkRJ9W944zpyFRJ6Z~TFrWZno5I6uatp5ZDRMR1EARUKqzA0iyBIO5qsklogbD~ESNLjMi8VIRGkvTQzSr3-Ipknci75vFSLj2bHa5JceFreTTGoAUs75BYqw3B7M6lqW07KYffJLPqu1NT6x9v4UzSLAjPvbQyu7FZfpALWsAJa47jy1FJAQmmchnA-5RzYqIGc-erzJ67hMs6vu5YQnSt0t~o35yim134fQWCqOhEcym6XqAhDc-DMgT5ad1Lg1yydzN9vhAfP0VI6s~Nx~IiqcGJfhnNRSMZZ8cfQB~hr3u66029XUZtIGeO8wqUyAf93R~WDYLQze9UG9qt8Q__&Key-Pair-Id=KUT5TJCACFTXG","Personnel Board members voted to move proposed revisions to Article 4 of the Personnel Policy Manual — covering holiday pay, observed holidays, special work schedules, sick leave accrual and use, and extended leave requests — to a public hearing for employee comment and subsequent City Council consideration.

Board members said the changes clarify that the holiday commonly called “President’s Day” is now a floating holiday, standardize holiday pay to 8 hours regardless of individual shift lengths, and spell out when holiday pay counts toward overtime for employees on nonstandard schedules. The proposal would allow employees working 10-hour or 12-hour shifts to receive the standard 8 hours of holiday pay and then make up any additional hours with supervisor approval or by using vacation or personal leave.

The board also advanced a provision to frontload new full-time employees with 48 hours of sick leave on their first day of employment (with part-time employees receiving a prorated amount for their probationary period). The draft clarifies that sick leave may be used for health-care appointments and that supervisors or department heads may request verification per existing documentation rules elsewhere in Article 4.

On extended leave, staff explained the proposal preserves the current maximum one-year limit for unpaid extended leave and confirms that such requests require city manager approval; the language unlinks some extended-leave provisions from FMLA so employees may request extended leave for reasons not covered by FMLA.

The board chair moved to forward the Article 4 and related Article 5 edits to a public hearing; a second was made and the motion passed by voice vote with no recorded opposition. Staff said a 10-day public-notice period is required and asked board members to reserve the June 13 meeting slot for the hearing and any subsequent action.

Board discussion included questions about where documentation requirements appear in the manual; staff pointed out the verification/documentation language is present elsewhere in Article 4 and noted it sits immediately below the sick-leave subsection in the draft. A board member asked that the electronic copy retain expandable sections to avoid confusion from minimized paper printouts.

Staff clarified next steps: publish the 10-day notice, conduct the public hearing (the board expects to hold it on June 13 at 10 a.m.), collect comments, and then return the item to the board before sending it to City Council for final consideration.

Less-critical details: the revisions also include minor cross-references to Article 5 where appropriate and editorial cleanups to align terminology with collective bargaining agreements and existing personnel policy formatting.","The Independence Personnel Board voted unanimously to send proposed revisions to Article 4 (hours of work and leave) — covering holiday pay language, special work schedules, sick leave accrual and use, and extended leave — to a public hearing, with staff directed to schedule notice and follow-up steps.","actionData","errors"]

Article not found

Board forwards revised separation and probation rules, including transfer restriction, to public hearing

Board hears plan to restore DOT-compliant CDL drug testing; baseline testing set for June, random testing to start in July

Personnel board advances multiple Article 4 changes on holiday pay, sick leave and extended leave to public hearing