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CLASSIFIED SERVICE PLAN

St. Louis Revised Code tit. 4, ch. 4.10
in effect

St. Louis Revised Code § 4.10.010 Alphabetical list of classes.

4.10.010 - Alphabetical list of classes. (a) Beginning with the effective date of the ordinance from which this chapter derives, 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 4.10.020 of this chapter in accordance with Section 3(a) and Section 9(e) of Article XVIII of the City Charter. Title | Code | Grade/Schedule | OVTM Abatement and Exemption Analyst | 1424 | 15 G | 3 Account Clerk | 1142 | 11 G | 3 Accountant | 1442 | 14 G | 2 Accounting Coordinator | 1444 | 15 | 15 G | 1 Accounting Manager | 1446 | 17 M | 1 Accounting Officer | 1447 | 16 M | 1 Accounting Supervisor | 1443 | 15 M | 1 Administrative Assistant I | 1621 | 13 G | 3 Administrative Assistant II | 1622 | 14 G | 3 Administrative Assistant III | 1623 | 15 M | 1 Administrative Assistant to the Mayor | 1721 | 14 G | 1 Air Pollution Inspector | 3922 | 13 G | 3 Airfield Maintenance Foreman | 3322 | 14 G | 3 Airfield Maintenance Supervisor | 1638 | 15 M | 2 Airfield Maintenance Worker | 3324 | 12 G | 3 Airfield Maintenance Worker (Lead) | 3327 | 13 G | 3 Airfield Operations Specialist | 1631 | 14 G | 3 Airfield Operations Specialist (Lead) | 1635 | 15 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 Airside Operations | 1634 | 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 Landside Operations | 1633 | 19 M | 1 Airport Assistant Director Planning and Engineering | 1653 | 19 M | 1 Airport Building Maintenance Supervisor | 1684 | 14 M | 2 Airport Deputy Director Finance and Administration | 1686 | 21 M | 1 Airport Deputy Director Operations | 1639 | 21 M | 1 Airport Deputy Director Planning and Development | 1652 | 21 M | 1 Airport Emergency Preparedness Coordinator | 1630 | 14 G | 3 Airport Fleet Maintenance Manager | 3273 | 16 M | 1 Airport Operations Supervisor | 1636 | 16 M | 2 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 G | 2 Airport Police Officer | 2141 | 12 G | 3 Airport Police Sergeant | 2143 | 13 G | 3 Airport Power Plant Manager | 1687 | 16 M | 1 Airport Properties Division Manager | 1654 | 18 M | 1 Airport Properties Inspector | 4222 | 13 G | 3 Airport Properties Specialist | 1681 | 14 G | 3 Airport Properties Supervisor | 1682 | 15 G | 3 Airport Risk Manager | 1683 | 15 G | 3 Airport Traffic Officer | 2172 | 9 G | 3 Animal Care and Control Officer | 2113 | 11 G | 3 Animal Regulation Center Supervisor | 2116 | 14 G | 3 Arborist | 3654 | 15 G | 1 Architect | 4433 | 15 G | 1 Architectural Manager | 4434 | 17 M | 1 Assessor | 1439 | 20 M | 1 Asset Manager | 1486 | 19 M | 1 Assistant Fire Chief | 2235 | 81 F | 1 Assistant Mechanical Maintenance Worker | 3412 | 9 G | 3 Attorney I | 2361 | 15 G | 1 Attorney II | 2362 | 17 G | 1 Attorney III | 2363 | 18 G | 1 Attorney IV | 2367 | 20 G | 1 Attorney Manager | 2364 | 20 M | 1 Audit Coordinator | 1474 | 15 G | 1 Audit Manager | 1475 | 17 M | 1 Audit Supervisor | 1473 | 16 M | 1 Auditor | 1472 | 14 G | 2 Battalion Fire Chief | 2227 | 77 F | 2 Benefits Clerk | 1541 | 10 G | 3 Benefits Specialist | 1545 | 12 G | 3 Billing Supervisor | 1192 | 14 G | 3 Blacksmith | 3231 | 36 T | 3 Budget Analyst | 1461 | 14 G | 3 Budget Analyst (Senior) | 1462 | 15 G | 3 Budget Director | 1468 | 21 M | 1 Budget Manager | 1466 | 16 M | 1 Building Inspection Manager I | 3856 | 16 M | 1 Building Inspection Manager II | 3857 | 17 M | 1 Building Inspection Supervisor | 3855 | 15 G | 3 Building Inspector I | 3851 | 36 T | 3 Building Inspector II | 3852 | 37 T | 3 Building Maintenance and Operations Supervisor | 3753 | 14 G | 3 Building Maintenance Worker | 3411 | 12 G | 3 Buyer | 1223 | 14 G | 3 CAD Technician | 4422 | 12 G | 3 Capital Improvement Project Liaison | 4344 | 15 G | 3 Carpenter | 3211 | 36 T | 3 Carpenter (Lead) | 3212 | 37 T | 3 Carpenter Foreman | 3213 | 39 T | 3 Chemist | 3552 | 14 G | 2 Chemistry Supervisor | 3553 | 16 G | 1 Chief Medical Officer | 5687 | 19 M | 1 Chief of Staff | 1737 | 23 M | 1 Chief Paramedic | 5721 | 17 M | 1 Chief Plan Examiner | 4233 | 17 M | 1 City Counselor | 2368 | 22 M | 1 City Court Administrator | 1676 | 16 M | 1 City Court Judge | 2369 | 17 G | 1 City Planning Executive | 4143 | 19 M | 1 City Register | 1661 | 14 M | 1 City Surveyor | 4293 | 15 G | 3 Civil Engineer I | 4241 | 14 G | 2 Civil Engineer II | 4242 | 15 G | 1 Civil Engineer III | 4243 | 16 G | 1 Civil Engineer III/Computer Network Coordinator | 4244 | 16 G | 1 Civil Engineer Supervisor | 4245 | 16 M | 1 Clerical Aide | 1111 | 5 G | 3 Clerical Supervisor | 1115 | 13 G | 3 Clerk Typist | 1122 | 9 G | 3 Clerical Coordinator | 1123 | 10 G | 3 Client Service Coordinator I | 6147 | 13 G | 3 Client Service Coordinator II | 6148 | 14 G | 3 CODIS Administrator | 2541 | 15 G | 1 Commissioner of Buildings | 3858 | 20 M | 1 Commissioner of Civilian Oversight | 2179 | 17 M | 1 Commissioner of Communications | 1811 | 17 M | 1 Commissioner of Community Mediation | 2389 | 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 Towing | 3349 | 17 M | 1 Commissioner of Traffic | 4283 | 19 M | 1 Commissioner of Violence Prevention | 2153 | 20 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 Equipment Installer | 1869 | 31 T | 3 Communications Service Center Manager | 1865 | 18 M | 1 Communications Service Center Specialist I | 1861 | 13 G | 3 Communications Service Center Specialist II | 1862 | 15 G | 3 Communications Service Center Supervisor | 1864 | 16 M | 1 Community Development Planner I | 4121 | 13 G | 3 Community Development Planner II | 4122 | 14 G | 3 Community Development Planner III | 4126 | 15 G | 1 Community Development Research Analyst | 4184 | 15 G | 3 Community Development Specialist | 4124 | 14 G | 3 Community Development Supervisor | 4127 | 15 M | 1 Community Health Worker | 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 Concrete Finisher | 3283 | 36 T | 3 Construction and Maintenance Manager | 3759 | 17 M | 1 Construction Equipment Foreman I | 3334 | 39 T | 3 Construction Equipment Foreman II | 3335 | 40 T | 3 Construction Equipment Operator I | 3332 | 35 T | 3 Construction Equipment Operator II | 3333 | 36 T | 3 Construction Project Leader | 4346 | 15 G | 3 Contract Compliance Officer | 1662 | 14 G | 2 Contract Specialist | 1663 | 11 G | 3 Contract Supervisor | 1664 | 15 G | 3 Contract Supervisor for the Comptroller | 1665 | 16 M | 1 Correctional Case Worker | 2337 | 12 G | 3 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 Shift Supervisor | 2335 | 14 G | 3 Correctional Training Coordinator | 2381 | 14 G | 2 Correctional Training Officer | 2384 | 13 G | 3 Correctional Unit Manager | 2375 | 15 M | 1 Court Room Clerk | 1118 | 9 G | 3 Court Room Clerk Coordinator | 1119 | 10 G | 3 Criminal Intelligence Analyst | 2611 | 16 G | 1 Criminal Intelligence Manager | 2613 | 17 M | 1 Criminalist | 2545 | 14 G | 3 Criminalist Supervisor | 2546 | 16 M | 1 Cultural Resources Director | 1674 | 18 M | 1 Custodian | 3711 | 6 G | 3 Custodian (Lead) | 3712 | 7 G | 3 Customer Service Manager | 1189 | 16 M | 1 Customer Service Representative I | 1116 | 10 G | 3 Customer Service Representative II | 1117 | 11 G | 3 Customer Service Supervisor | 1185 | 13 M | 2 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 | 18 M | 1 Deputy Budget Director | 1467 | 17 M | 1 Deputy Chief Paramedic | 5724 | 16 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 Corrections | 2376 | 19 M | 1 Deputy Commissioner of Equipment Services | 3275 | 17 M | 1 Deputy Commissioner of Refuse | 3134 | 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 Employment and Training | 6228 | 18 M | 1 Deputy Director of Human Services | 6168 | 20 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 Digital/Printing Press Operator | 2412 | 31 T | 3 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 DNA Technical Leader | 2548 | 15 G | 1 Document Specialist | 5643 | 11 G | 3 Electrical Engineer | 4261 | 15 G | 1 Electrical Engineer (Senior) | 4262 | 16 G | 1 Electrical Inspection Supervisor | 3815 | 15 G | 3 Electrical Inspector I | 3811 | 36 T | 3 Electrical Inspector II | 3812 | 38 T | 3 Electrical Supervisor | 3226 | 15 M | 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 G | 1 Emergency Management System Technician | 2182 | 36 T | 3 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 G | 3 Employment and Training Specialist IV | 6218 | 17 G | 1 EMS Communications Supervisor | 5723 | 14 M | 2 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 | 4225 | 14 G | 3 Engineering Technician Supervisor | 4226 | 15 M | 2 Environmental Court Coordinator | 3881 | 15 M | 1 Environmental Engineer | 4254 | 15 G | 1 Environmental Health Officer | 5622 | 13 G | 3 Environmental Health Supervisor | 5638 | 14 G | 2 Environmental Regulatory Compliance and Safety Manager | 1659 | 19 M | 1 Epidemiologist | 5642 | 16 G | 1 Estimator | 4223 | 13 G | 3 Executive Assistant I | 1628 | 16 G | 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 Director of the Criminal Justice Coordinating Council | 2388 | 17 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 Exercise Physiologist | 2572 | 13 G | 3 Facilities Maintenance Worker | 3419 | 35 T | 3 Financial Analyst | 1482 | 15 G | 1 Financial Supervisor/Information Systems Coordinator | 1484 | 16 M | 1 Fingerprint Manager | 2549 | 16 M | 1 Fingerprint Technician Supervisor | 2557 | 14 G | 3 Fire Alarm Manager | 2216 | 74 F | 1 Fire Captain | 2226 | 72 F | 3 Fire Commissioner | 2239 | 83 F | 1 Fire Equipment Dispatcher | 2212 | 69 F | 3 Fire Private | 2222 | 69 F | 3 Firearms Examiner | 2551 | 13 G | 3 Firearms Examiner Supervisor | 2553 | 16 M | 2 First Assistant Comptroller | 1487 | 20 M | 1 Fiscal Manager | 1448 | 18 M | 1 Fiscal Officer I | 1492 | 16 G | 1 Fiscal Officer II | 1493 | 17 G | 1 Fiscal Operations Support Manager | 1491 | 19 M | 1 Fitness Programs Supervisor | 2573 | 14 G | 3 Fleet Body Repair Specialist | 3288 | 35 T | 3 Fleet Maintenance Foreman I | 3266 | 39 T | 3 Fleet Maintenance Foreman II | 3267 | 40 T | 3 Fleet Maintenance Manager | 3274 | 16 M | 1 Fleet Maintenance Parts Specialist | 3287 | 31 T | 3 Fleet Maintenance Parts Supervisor | 3284 | 33 T | 3 Fleet Maintenance Technician I | 3261 | 31 T | 3 Fleet Maintenance Technician II | 3262 | 35 T | 3 Fleet Maintenance Technician III | 3263 | 37 T | 3 Fleet Maintenance Technician IV | 3265 | 38 T | 3 Food Establishment Inspector | 5631 | 13 G | 3 Forensic Science Technician | 2555 | 11 G | 3 Forestry Foreman | 3641 | 11 G | 3 Forestry Supervisor | 3622 | 13 G | 3 Gardener | 3632 | 10 G | 3 Gardener Supervisor | 3633 | 11 G | 3 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 GIS Systems Manager | 1361 | 17 M | 1 Government Services Administrator | 1627 | 17 M | 1 Government Services Analyst | 1625 | 16 G | 1 Grants Administrator | 1453 | 15 G | 1 Grants Manager | 1455 | 17 M | 1 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 G | 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 G | 3 Housekeeping Manager | 3719 | 14 M | 2 Housekeeping Supervisor I | 3715 | 11 G | 3 Housekeeping Supervisor II | 3716 | 13 G | 3 Housing Development Analyst | 4125 | 14 G | 3 Housing Development Analyst (Senior) | 4128 | 15 G | 3 HRIS Analyst | 1512 | 16 G | 1 HRIS and Records Management Manager | 1525 | 19 M | 1 Human Relations Specialist | 6131 | 13 G | 3 Human Resources Generalist | 1518 | 14 G | 3 Human Resources Generalist (Senior) | 1519 | 15 G | 3 Human Resources Manager | 1523 | 18 M | 1 Human Resources Manager (Senior) | 1524 | 19 M | 1 Human Resources Specialist | 1514 | 14 G | 3 Human Resources Specialist (Senior) | 1515 | 15 G | 3 Human Resources Supervisor | 1516 | 16 G | 1 HVAC Foreman | 3418 | 39 T | 3 HVAC Mechanic | 3417 | 36 T | 3 Information Security Administrator | 1369 | 17 G | 1 Information Systems Administrator | 1362 | 20 M | 1 Information Systems Coordinator | 1322 | 13 G | 3 Information Systems Support Manager | 1363 | 19 M | 1 Internet Services Manager | 1368 | 18 M | 1 Inventory Control Technician | 1212 | 9 G | 3 Inventory Coordinator | 1215 | 10 G | 3 Inventory Supervisor | 1213 | 11 G | 3 Investigative Assistant | 2579 | 13 G | 3 Labor Foreman I | 3121 | 12 G | 3 Labor Foreman II | 3125 | 13 G | 3 Labor Supervisor | 3128 | 14 M | 2 Laboratory Director | 3555 | 17 M | 1 Laboratory Manager | 2542 | 17 M | 1 Laboratory Supervisor | 5463 | 16 M | 1 Laboratory Technician | 3554 | 11 G | 3 Laborer | 3111 | 8 G | 3 Landscape Supervisor | 3634 | 14 G | 3 Latent Fingerprint Examiner | 2554 | 14 G | 3 Lead Abatement Inspector | 5626 | 13 G | 3 Lead Abatement Worker | 5625 | 11 G | 3 Lead Abatement Worker (Lead) | 5627 | 12 G | 3 Legal Investigator I | 2351 | 13 G | 3 Legal Investigator II | 2352 | 14 G | 3 Legal Secretary | 1151 | 12 G | 3 Librarian | 2575 | 14 G | 3 Licensed Practical Nurse | 5181 | 11 G | 3 Lifeguard | 7111 | 5 G | 3 Lifeguard Supervisor | 7112 | 7 G | 3 Liquor Control Officer | 2191 | 12 G | 3 Liquor Control Supervisor | 2192 | 14 G | 3 Locksmith | 3416 | 35 T | 3 Machine Shop Foreman | 3238 | 38 T | 3 Machinist | 3233 | 36 T | 3 Mail Room Supervisor | 1186 | 14 G | 3 Mayor | 1739 | 3 E | 1 Mechanical Engineer | 4271 | 15 G | 1 Mechanical Engineer (Senior) | 4272 | 16 G | 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 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 | 3 Neighborhood Improvement Supervisor | 3873 | 15 G | 3 Network Systems Manager | 1364 | 19 M | 1 Nurse Practitioner | 5131 | 16 G | 1 Nutrition Program Coordinator | 5664 | 14 G | 2 Painter | 3242 | 36 T | 3 Painter (Lead) | 3243 | 37 T | 3 Painter Foreman | 3245 | 39 T | 3 Paralegal | 2365 | 13 G | 3 Paralegal Supervisor | 2385 | 14 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 Supervisor | 2133 | 11 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 Supervisor | 2324 | 15 M | 1 Payroll Coordinator | 1174 | 12 G | 3 Payroll Manager | 1449 | 17 M | 1 Payroll Specialist | 1172 | 11 G | 3 Payroll Supervisor | 1173 | 14 G | 3 Permit Supervisor | 1673 | 14 M | 1 Personal Property Appraisal Manager | 1415 | 15 M | 1 Personal Property Appraisal Supervisor | 1413 | 14 M | 2 Personal Property Appraiser I | 1411 | 12 G | 3 Personal Property Appraiser II | 1412 | 13 G | 3 Pest Control Worker | 5699 | 9 G | 3 Photographer I | 2558 | 10 G | 3 Photographer II | 2559 | 11 G | 3 Physician | 5553 | 18 G | 1 Pipefitter | 3254 | 36 T | 3 Plan Examiner | 4232 | 14 G | 2 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 Police Assistant Chief | 2536 | 81 | D | 1 Police Captain | 2526 | 74 | D | 1 Police Commissioner | 2538 | 83 | D | 1 Police Dispatch Manager | 2568 | 15 M | 1 Police Dispatch Supervisor | 2566 | 13 G | 3 Police Dispatcher I | 2563 | 10 G | 3 Police Dispatcher II | 2564 | 11 G | 3 Police Lieutenant | 2524 | 72 | D | 1 Police Lieutenant Colonel | 2534 | 78 | D | 1 Police Major | 2532 | 77 | D | 1 Police Officer | 2514 | 69 | D | 3 Police Planner I | 2591 | 13 G | 3 Police Planner II | 2592 | 15 G | 3 Police Planning Manager | 2593 | 17 M | 1 Police Probationary Officer | 2513 | 69 | D | 3 Police Sergeant | 2522 | 71 | D | 3 Polygraph Examiner | 2576 | 14 G | 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 | 3 Prisoner Processing Clerk | 2582 | 9 G | 3 Prisoner Processing Supervisor | 2584 | 13 G | 3 Probationary Fire Equipment Dispatcher | 2211 | 69 F | 3 Probationary Fire Private | 2221 | 69 F | 3 Process Control Specialist | 4265 | 15 G | 2 Procurement Specialist | 1225 | 13 G | 3 Procurement/Purchasing Manager I | 1226 | 16 M | 1 Procurement/Purchasing Manager II | 1227 | 17 M | 1 Program Coordinator | 1698 | 14 G | 3 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 G | 3 Program Worker | 7312 | 5 G | 3 Programmer/Analyst I | 1341 | 15 G | 2 Programmer/Analyst II | 1342 | 16 G | 2 Programmer/Analyst III | 1343 | 17 G | 2 Public Health Education Coordinator | 5648 | 15 G | 2 Public Health Educator | 5695 | 15 G | 3 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 G | 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 Manager | 1617 | 18 M | 1 Public Information Officer I | 1614 | 13 G | 2 Public Information Officer II | 1615 | 15 G | 1 Public Information Officer Supervisor | 1616 | 15 M | 1 Public Information Officer to the Comptroller | 1618 | 15 G | 1 Public Information Officer to the Mayor | 1613 | 16 G | 1 Public Nuisance Inspector | 3861 | 10 G | 3 Public Safety Dispatcher I | 2175 | 10 G | 3 Public Safety Dispatcher II | 2176 | 11 G | 3 Public Safety Dispatcher III | 2177 | 12 G | 3 Public Safety Specialist | 2136 | 15 G | 1 Real Estate Records Clerk | 1668 | 10 G | 3 Real Estate Records Manager | 1426 | 14 M | 1 Real Estate Specialist | 1667 | 13 G | 3 Real Property Appraisal Manager | 1429 | 17 M | 1 Real Property Appraisal Supervisor I | 1428 | 15 M | 1 Real Property Appraisal Supervisor II | 1427 | 16 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 | 3 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 M | 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 G | 1 Safety Officer I | 1531 | 13 G | 3 Safety Officer II | 1532 | 14 G | 3 Safety Officer III | 1533 | 15 G | 3 School Crossing Guard | 2174 | 5 G | 3 Secretary and Stenographer to the Mayor | 1138 | 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 Second Assistant Comptroller | 1485 | 20 M | 1 Security Officer | 2131 | 10 G | 3 Senior Fire Equipment Dispatcher | 2215 | 72 F | 3 Senior Plan Examiner | 4234 | 15 G | 1 Senior Plan Examiner/Code Development Specialist | 4235 | 16 G | 1 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 G | 1 Special Assistant to the Mayor | 1723 | 17 G | 1 Special Assistant to the Water Commissioner | 3538 | 17 M | 1 Special Events Program Executive | 1697 | 18 M | 1 Specialist on Aging | 6122 | 14 G | 3 Stable Attendant | 2577 | 9 G | 3 Stationary Engineer | 3423 | 36 T | 3 Street and Traffic Inspection Supervisor | 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 Sunshine Law Administrator | 1626 | 17 M | 1 Superintendent of Soldiers' Memorial | 3756 | 14 M | 1 Supervising Deputy Marshal | 2124 | 11 G | 3 Supervising Stationary Engineer | 3428 | 15 M | 2 Supervisor-STD Intervention and Outreach Program | 5649 | 15 M | 2 Survey Projects Coordinator | 4246 | 15 G | 1 Systems Analyst | 1351 | 15 G | 2 Systems Analyst Senior | 1353 | 17 G | 1 Systems Development Manager | 1366 | 19 M | 1 Systems Development Specialist | 1355 | 17 G | 2 Systems Project Leader | 1352 | 18 M | 1 Technical Support Specialist | 1372 | 16 G | 3 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 Supervisor | 3314 | 14 M | 2 Trades Helper | 3281 | 31 T | 3 Traffic Control Supervisor | 3439 | 14 M | 3 Traffic Engineer | 4281 | 15 G | 1 Traffic Engineer (Senior) | 4282 | 16 G | 1 Traffic Engineering Manager | 4284 | 17 M | 1 Transportation Center Operations Specialist | 3752 | 11 G | 3 Transportation Center Operations Supervisor | 3751 | 16 M | 1 Tree Trimmer | 3621 | 10 G | 3 Urban Designer | 4185 | 14 G | 3 Urban Forester | 3652 | 14 G | 2 Urban Forestry Assistant | 3651 | 11 G | 3 Urban Forestry Superintendent | 3656 | 16 M | 1 Utility Locator | 3119 | 12 G | 3 Utility Worker | 3117 | 9 G | 3 Utility Worker (Lead) | 3118 | 10 G | 3 Veterinarian | 2119 | 16 G | 1 Veterinarian Technician | 2118 | 11 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 Distribution Executive | 4314 | 19 M | 1 Water Distribution Superintendent | 3535 | 16 M | 1 Water Distribution Supervisor | 3534 | 14 M | 3 Water Maintenance Foreman | 3517 | 13 G | 3 Water Maintenance Technician | 3518 | 12 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 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 Web Development Specialist I | 1345 | 14 G | 2 Web Development Specialist II | 1346 | 15 G | 2 Welder | 3235 | 36 T | 3 Workers Compensation Specialist | 1543 | 13 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 (Ord. No. 71963, § 1, 2-11-2025; Ord. No. 71686, § 1, 6-28-2023; Ord. No. 71512, § 1, 6-16-2022; Ord. No. 71099, § 1, 2-27-2020.)

St. Louis Revised Code § 4.10.020 Official pay schedule for classification grades.

4.10.020 - 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 4.10.010(a) of the classification plan prepared and adopted by the Department of Personnel. The official pay schedules and their corresponding salary ranges as hereby adopted in this Section 4.10.020 are as follows: (a) - General and Management Schedule, (b) - Trades Schedule, (c) - Fire Division Schedule, (d) - Police Division Schedule and (e) - Elected Official Schedule. The official pay schedules hereby adopted have been determined to constitute fair and equitable rates of pay. Due consideration has been given to both the employees and the taxpayers in adopting the official pay schedules. In setting these official pay schedules, the principle of like pay for like work, and suitable differences in pay for differences in work, has been duly observed. (a) General and Management Pay Schedule: (1) The following bi-weekly pay schedule is for all pay grades denoted with the suffix "G" or "M". BI-WEEKLY RANGE OF PAY IN WHOLE DOLLARS Grade Step | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 1 | 1388 | 1531 2 | 1410 | 1554 3 | 1374 | 1432 | 1578 4 | 1396 | 1453 | 1602 5 | 1417 | 1476 | 1626 6 | 1439 | 1499 | 1651 7 | 1461 | 1521 | 1677 8 | 1483 | 1545 | 1703 9 | 1364 | 1506 | 1569 | 1728 10 | 1384 | 1529 | 1592 | 1755 11 | 1406 | 1552 | 1617 | 1782 12 | 1428 | 1576 | 1642 | 1809 13 | 1449 | 1600 | 1667 | 1836 14 | 1353 | 1472 | 1624 | 1692 | 1864 15 | 1374 | 1495 | 1649 | 1718 | 1893 16 | 1396 | 1517 | 1675 | 1745 | 1922 17 | 1417 | 1541 | 1701 | 1772 | 1951 18 | 1439 | 1565 | 1726 | 1798 | 1981 19 | 1461 | 1588 | 1753 | 1826 | 2011 20 | 1343 | 1483 | 1613 | 1780 | 1854 | 2041 21 | 1364 | 1506 | 1638 | 1807 | 1882 | 2072 22 | 1384 | 1529 | 1662 | 1834 | 1911 | 2104 23 | 1406 | 1552 | 1688 | 1862 | 1939 | 2136 24 | 1428 | 1576 | 1714 | 1891 | 1969 | 2169 25 | 1333 | 1449 | 1600 | 1740 | 1920 | 1999 | 2202 26 | 1353 | 1472 | 1624 | 1766 | 1949 | 2030 | 2236 27 | 1374 | 1495 | 1649 | 1793 | 1979 | 2061 | 2270 28 | 1396 | 1517 | 1675 | 1821 | 2009 | 2093 | 2305 29 | 1417 | 1541 | 1701 | 1849 | 2039 | 2125 | 2340 30 | 1312 | 1323 | 1439 | 1565 | 1726 | 1877 | 2070 | 2170 | 2392 Grade Step | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 1 | 1754 | 2010 | 2306 | 2646 | 3034 | 3486 | 4003 | 4319 | 4659 | 5028 2 | 1781 | 2040 | 2341 | 2686 | 3082 | 3538 | 4063 | 4384 | 4729 | 5105 3 | 1809 | 2071 | 2377 | 2727 | 3128 | 3592 | 4125 | 4450 | 4800 | 5182 4 | 1836 | 2103 | 2413 | 2769 | 3175 | 3646 | 4188 | 4517 | 4872 | 5260 5 | 1864 | 2135 | 2450 | 2811 | 3224 | 3702 | 4251 | 4585 | 4945 | 5340 6 | 1893 | 2168 | 2487 | 2853 | 3272 | 3757 | 4315 | 4654 | 5020 | 5420 7 | 1922 | 2201 | 2526 | 2896 | 3322 | 3814 | 4380 | 4724 | 5096 | 5501 8 | 1951 | 2235 | 2564 | 2941 | 3372 | 3872 | 4445 | 4795 | 5174 | 5585 9 | 1981 | 2269 | 2603 | 2985 | 3424 | 3930 | 4512 | 4867 | 5252 | 5669 10 | 2011 | 2304 | 2642 | 3030 | 3475 | 3990 | 4580 | 4940 | 5331 | 5755 11 | 2041 | 2339 | 2682 | 3077 | 3528 | 4051 | 4649 | 5014 | 5412 | 5841 12 | 2072 | 2375 | 2723 | 3123 | 3581 | 4112 | 4719 | 5090 | 5493 | 5930 13 | 2104 | 2411 | 2765 | 3170 | 3636 | 4174 | 4791 | 5168 | 5575 | 6019 14 | 2136 | 2448 | 2807 | 3219 | 3690 | 4236 | 4863 | 5246 | 5660 | 6110 15 | 2169 | 2485 | 2849 | 3267 | 3746 | 4300 | 4936 | 5325 | 5745 | 6202 16 | 2202 | 2524 | 2892 | 3317 | 3803 | 4365 | 5010 | 5405 | 5832 | 6295 17 | 2236 | 2562 | 2937 | 3367 | 3860 | 4431 | 5085 | 5487 | 5919 | 6390 18 | 2270 | 2601 | 2981 | 3419 | 3919 | 4498 | 5162 | 5569 | 6009 | 6487 19 | 2305 | 2640 | 3026 | 3470 | 3979 | 4566 | 5241 | 5654 | 6100 | 6585 20 | 2340 | 2680 | 3072 | 3523 | 4039 | 4635 | 5320 | 5739 | 6191 | 6684 21 | 2376 | 2721 | 3119 | 3576 | 4099 | 4705 | 5400 | 5826 | 6285 | 6785 22 | 2412 | 2762 | 3166 | 3631 | 4161 | 4776 | 5482 | 5913 | 6380 | 6887 23 | 2449 | 2805 | 3215 | 3685 | 4224 | 4848 | 5564 | 6003 | 6476 | 6991 24 | 2486 | 2847 | 3263 | 3741 | 4288 | 4921 | 5649 | 6093 | 6573 | 7096 25 | 2525 | 2890 | 3312 | 3798 | 4353 | 4996 | 5734 | 6185 | 6672 | 7203 26 | 2563 | 2934 | 3363 | 3855 | 4419 | 5071 | 5821 | 6279 | 6773 | 7311 27 | 2602 | 2979 | 3413 | 3914 | 4486 | 5147 | 5908 | 6374 | 6875 | 7421 28 | 2641 | 3024 | 3465 | 3973 | 4554 | 5224 | 5998 | 6469 | 6979 | 7533 29 | 2681 | 3070 | 3517 | 4032 | 4623 | 5303 | 6088 | 6567 | 7084 | 7647 30 | 2742 | 3149 | 3611 | 4148 | 4762 | 5469 | 6282 | 6782 | 7320 | 7904 (b) Trades Pay Schedule: (1) The following bi-weekly pay schedule is for all pay grades denoted with the suffix "T". BI-WEEKLY RANGE OF PAY IN WHOLE DOLLARS Grade Step | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 1 | 1337 | 1400 | 1465 | 1534 | 1607 | 1679 | 1758 | 1843 2 | 1358 | 1421 | 1487 | 1557 | 1632 | 1705 | 1785 | 1870 3 | 1318 | 1378 | 1443 | 1510 | 1581 | 1656 | 1730 | 1813 | 1899 4 | 1339 | 1400 | 1466 | 1533 | 1606 | 1682 | 1757 | 1841 | 1928 5 | 1360 | 1421 | 1488 | 1556 | 1630 | 1708 | 1784 | 1868 | 1958 6 | 1317 | 1380 | 1443 | 1511 | 1580 | 1655 | 1733 | 1811 | 1897 | 1988 7 | 1338 | 1402 | 1466 | 1535 | 1605 | 1681 | 1760 | 1839 | 1926 | 2018 8 | 1359 | 1423 | 1488 | 1558 | 1629 | 1707 | 1787 | 1866 | 1956 | 2049 9 | 1379 | 1445 | 1511 | 1582 | 1654 | 1732 | 1815 | 1895 | 1986 | 2080 10 | 1401 | 1468 | 1535 | 1607 | 1680 | 1759 | 1843 | 1924 | 2016 | 2112 11 | 1422 | 1490 | 1558 | 1632 | 1706 | 1786 | 1870 | 1954 | 2047 | 2143 12 | 1444 | 1513 | 1582 | 1656 | 1731 | 1814 | 1899 | 1984 | 2078 | 2176 13 | 1467 | 1537 | 1607 | 1682 | 1758 | 1842 | 1928 | 2014 | 2109 | 2209 14 | 1489 | 1560 | 1632 | 1708 | 1785 | 1869 | 1958 | 2045 | 2141 | 2243 15 | 1512 | 1584 | 1656 | 1733 | 1812 | 1898 | 1988 | 2075 | 2174 | 2277 16 | 1536 | 1609 | 1682 | 1760 | 1840 | 1927 | 2018 | 2107 | 2207 | 2312 17 | 1559 | 1634 | 1708 | 1787 | 1867 | 1957 | 2049 | 2139 | 2241 | 2347 18 | 1583 | 1658 | 1733 | 1815 | 1896 | 1987 | 2080 | 2172 | 2275 | 2383 19 | 1608 | 1684 | 1760 | 1843 | 1925 | 2017 | 2112 | 2205 | 2310 | 2419 20 | 1633 | 1710 | 1787 | 1870 | 1955 | 2048 | 2143 | 2239 | 2345 | 2457 21 | 1657 | 1736 | 1815 | 1899 | 1985 | 2079 | 2176 | 2273 | 2381 | 2494 22 | 1683 | 1762 | 1843 | 1928 | 2015 | 2110 | 2209 | 2308 | 2417 | 2532 23 | 1709 | 1789 | 1870 | 1958 | 2046 | 2142 | 2243 | 2343 | 2454 | 2570 24 | 1735 | 1817 | 1899 | 1988 | 2076 | 2175 | 2277 | 2379 | 2492 | 2609 25 | 1761 | 1845 | 1928 | 2018 | 2108 | 2208 | 2312 | 2415 | 2530 | 2648 26 | 1788 | 1873 | 1958 | 2049 | 2140 | 2242 | 2347 | 2452 | 2568 | 2688 27 | 1816 | 1901 | 1988 | 2080 | 2173 | 2276 | 2383 | 2490 | 2607 | 2730 28 | 1844 | 1930 | 2018 | 2112 | 2206 | 2311 | 2419 | 2528 | 2646 | 2771 29 | 1872 | 1960 | 2049 | 2143 | 2240 | 2346 | 2457 | 2566 | 2686 | 2813 30 | 2036 | 2129 | 2230 | 2336 | 2437 | 2559 | 2678 | 2797 | 2937 | 3067 (c) Fire Division 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. The Director of Personnel shall establish such regulations and procedures as are necessary to place the Fire Division Pay Schedule in effect. The following bi-weekly pay schedule is for all pay grades denoted with the suffix "F". FIRE BI-WEEKLY RANGE OF PAY Current Years of Service | Class Codes 2211 2221 | 2212 2222 | 2215 2226 | 2216 | 2227 | 2231 | 2235 | 2239 69F | 69F | 72F | 74F | 77F | 78F | 81F | 83F 0 | 2189 1 | 2249 2 | 2306 3 | 2410 4 | 2462 5 | 2528 6 | 2596 7 | 2724 | 3397 8 | 2816 | 3516 9 | 2911 | 3638 | 3952 10 | 2920 | 3647 | 3960 11 | 3001 | 3723 | 4041 | 4368 12 | 3011 | 3731 | 4050 | 4376 | 4478 | 4683 | 5452 13 | 3020 | 3740 | 4059 | 4385 | 4612 | 4816 | 5469 14 | 3028 | 3748 | 4067 | 4394 | 4620 | 4826 | 5487 15 | 3037 | 3758 | 4076 | 4403 | 4629 | 4834 | 5504 16 | 3045 | 3766 | 4084 | 4412 | 4637 | 4843 | 5521 17 | 3054 | 3775 | 4094 | 4420 | 4647 | 4851 | 5539 18 | 3062 | 3784 | 4106 | 4429 | 4656 | 4860 | 5557 19 | 3071 | 3792 | 4111 | 4438 | 4664 | 4869 | 5574 20 | 3079 | 3801 | 4120 | 4447 | 4673 | 4878 | 5592 (d) Police Division Pay Schedule: The following bi-weekly pay schedule is for all pay grades denoted with the suffix "D". POLICE BI-WEEKLY RANGE OF PAY Current Years of Service | Class Codes 2513 | 2514 | 2522 | 2524 | 2526 | 2532 | 2534 | 2536 | 2538 69D | 69D | 71D | 72D | 74D | 77D | 78D | 81D | 83D 0 | 2189 1 | 2249 2 | 2306 3 | 2410 4 | 2462 5 | 2528 | 2980 6 | 2596 | 2987 7 | 2724 | 3138 | 3397 8 | 2816 | 3246 | 3516 9 | 2911 | 3359 | 3638 | 3952 10 | 2920 | 3367 | 3647 | 3960 11 | 3001 | 3438 | 3723 | 4041 | 4368 12 | 3011 | 3446 | 3731 | 4050 | 4376 | 4478 | 4683 | 5452 13 | 3020 | 3455 | 3740 | 4059 | 4385 | 4612 | 4816 | 5469 14 | 3028 | 3464 | 3748 | 4067 | 4394 | 4620 | 4826 | 5487 15 | 3037 | 3472 | 3758 | 4076 | 4403 | 4629 | 4834 | 5504 16 | 3045 | 3482 | 3766 | 4084 | 4412 | 4637 | 4843 | 5521 17 | 3054 | 3490 | 3775 | 4094 | 4420 | 4647 | 4851 | 5539 18 | 3062 | 3499 | 3784 | 4106 | 4429 | 4656 | 4860 | 5557 19 | 3071 | 3507 | 3792 | 4111 | 4438 | 4664 | 4869 | 5574 20 | 3079 | 3516 | 3801 | 4120 | 4447 | 4673 | 4878 | 5592 (e) 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 | $3596 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 after the effective date of this chapter: Grade | Bi-Weekly Rate 1E | $3815 2E | $4714 3E | $5540 (f) 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 in Sections 4.10.020(a) or 4.10.020(b) to be eligible for shift differential compensation, the employee must 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 whose pay grade is denoted with the suffix "M" are only eligible to receive shift differential if they are regularly scheduled to work at least four (4) hours between 4:00 p.m. and 8:00 a.m. the following morning. Employees shall be entitled to receive shift differential compensation for no more than one (1) shift worked between the hours of 4:00 p.m. and 8:00 a.m. Employees who are assigned to work schedules that require them to rotate among three (3) shifts (day, evening, night) on a bi-monthly or more frequent basis shall be eligible for shift differential compensation for all three (3) shifts worked. For employees whose pay range is established in Section 4.10.020(a) or 4.10.020(b) the shift differential premium shall be one (1) percent of the employee's base bi-weekly rate for each eligible shift worked in a bi-weekly pay period. An employee whose pay range is established in Section 4.10.020(a) or 4.10.020(b) shall receive shift differential for working a portion of an eligible shift, provided the portion of the shift not worked is charged to paid leave. Shift differential shall only be paid for whole hours worked; a fraction of an hour shall not be counted toward the payment of the differential. (2) For those employees whose pay range is established in Section 4.10.020(c), the shift differential premium shall be two dollars ($2.00) per hour for each hour worked between 11:00 p.m. and 7:00 a.m. during an eligible shift. Employees must work at least twelve (12) hours of a regularly assigned 24-hour shift to be eligible for any shift differential for the shift. Such employees shall not receive shift differential for overtime worked, which is not part of their regular schedule. This provision will not go into effect until shift differential is agreed upon by the Director of Personnel and the Union (Local 73) in writing. Except shift differential premium shall be two dollars ($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 4.10.020(c). (3) For Police Officer Trainees and employees whose pay grade is denoted with the suffix D, the night shift differential shall be ten (10) percent of the hourly rate for all full hours worked between the hours of 11:00 p.m. and 7:00 a.m. and all eight-hour shifts beginning between 10:30 p.m. and 11:30 p.m. (4) Except as otherwise provided in this chapter, 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. (g) Weekend Differential: When employees whose pay range is established in Section 4.10.020(a) or 4.10.020(b) work on a Saturday and/or a Sunday they shall be eligible for weekend differential. Employees whose pay grade is denoted with the suffix "M" are only eligible to receive weekend differential when it is part of their regularly scheduled work hours. This differential shall be one (1) percent of an employee's base bi-weekly rate. An employee shall receive weekend differential for working any portion of an eligible day. This differential shall only be paid for full hours worked. 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. (h) Commuting Allowance: Employees residing within the corporate limits of 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 eighty dollars ($180.00) bi-weekly on the effective date of this chapter. 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. No employee living outside of the corporate limits of the City of St. Louis shall receive a 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 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 shall immediately be eligible to resume receiving commuting allowance, reduced in proportion to the time the employee did not work due to absence. 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. (i) Board and Commission Stipends: Title | Code | Stipend Member, Building Energy Improvement Board | 1979-00-B | $50 per meeting 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' Certification Board | 1995-00-B | $45 per meeting, up 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. (j) 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 chapter. 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. (k) 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. (l) 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 4.10.020(l) may include reasonable minimum pay guarantees for employees required to return to the work site to perform emergency duties. The provisions of this Section 4.10.020(l) 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. (m) The Director of Personnel may authorize payment of special recruitment incentives, travel, moving and related expenses to recruit employees for positions when funds for this purpose are appropriated. (n) 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 (25) percent of the annual salary of the position for which the recruitment is made. (o) (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 (10) percent 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 chapter, the Director of Personnel is authorized to extend the maximum of the pay ranges by up to forty (40) percent 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 (10) percent 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. (p) An employee who is appointed to a position requiring advanced technical skills or professional qualifications may be paid at a higher rate than prescribed for the class in Section 4.10.020 of this chapter 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, registrations or certifications related to the duties of the position and when such academic qualifications, registrations, or certifications are not deemed necessary qualifications for the class of position. The Director of Personnel may also establish other 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 or reimbursements awarded under such programs do not result in an employee being ruled ineligible for incentives or salary increases permitted under other sections of this chapter. (q) In skilled trades classes, defined as those that have bona fide apprenticeship programs registered with the Department of Labor or documented attainment of equivalent apprenticeship programs, employees who have completed such apprenticeship programs and attained journeyman status shall be granted the special skills recruitment rate for the class if a special skills recruitment rate exists for the class. Employees 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 salary at the special skills recruitment rate if such a rate exists for the class. (r) 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 ($50.00) 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. Employees whose pay is established under Section 4.10.020(d) of the ordinance may be reimbursed for damages to personal property sustained while in the course and scope of employment in accordance with Police Division policies. (s) An appointing authority that 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. (t) (1) Contingency assignment differential may be paid for certain assignments when immediate position coverage is needed for any unexpected reason (e.g. death, forced leave, emergency illness, etc.) in a higher pay grade, and shall be granted at the onset of the assignment, not to extend more than one (1) 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 4.10.020(a), 4.10.020(b), 4.10.020(c) or 4.10.020(d), with the prior approval of the Director of Personnel, the contingency assignment differential will be ten (10) percent of the employee's regular base bi-weekly rate added as an addition to pay for each bi-weekly period worked or one (1) percent 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, terminal 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, and offset by any days that the employee by reason of absence is not fulfilling the assignment. 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 4.10.020(a), 4.10.020(b), 4.10.020(c) or 4.10.020(d), with the prior approval of the Director of Personnel, the temporary assignment differential will be ten (10) percent 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. The Director of Personnel may require the establishment of a department policy on temporary assignment differential pay and must sign off on the policy prior to authorizing temporary assignment differential. (u) 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 receiving a vehicle maintenance and use allowance of two hundred ninety-seven dollars ($297.00) per month. Eligible employees who use their personal vehicle with reduced frequency shall be entitled to a vehicle maintenance and use allowance which is reduced in proportion to the reduced frequency of use, subject to the approval of the Director of Personnel. (v) An appointing authority may, with the prior approval of the Director of Personnel, establish a program to reimburse, in whole or in part, parking expenses incurred by employees, when funds have been budgeted, therefore. (Ord. No. 71963, § 2, 2-11-2025; Ord. No. 71766, §§ 1, 2, 12-18-2023; Ord. No. 71686, § 2, 6-28-2023; Ord. No. 71512, § 2, 6-16-2022; Ord. No. 71099, § 2, 2-27-2020.)

St. Louis Revised Code § 4.10.030 Education reimbursement.

4.10.030 - 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 allocated in the Department's budget. 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. (Ord. No. 71963, § 3, 2-11-2025; Ord. No. 71686, § 3, 6-28-2023; Ord. No. 71512, § 3, 6-16-2022; Ord. No. 71099, § 3, 2-27-2020.)

St. Louis Revised Code § 4.10.040 Salary range limitations.

4.10.040 - 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 chapter. (Ord. No. 71963, § 4, 2-11-2025; Ord. No. 71686, § 4, 6-28-2023; Ord. No. 71512, § 4, 6-16-2022; Ord. No. 71099, § 4, 2-27-2020.)

St. Louis Revised Code § 4.10.050 Starting salary.

4.10.050 - 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 chapter, 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 already in such class may have their salaries adjusted to appropriate rates in the new range resulting from the establishment of the recruitment rate. (c) Employees with permanent status who are eligible for reemployment as determined by the rules of the Department of Personnel shall be reemployed at an appropriate rate within the salary range which takes into consideration the employee's prior service in the position, as determined by the Director of Personnel. (Ord. No. 71963, § 5, 2-11-2025; Ord. No. 71686, § 5, 6-28-2023; Ord. No. 71512, § 5, 6-16-2022; Ord. No. 71099, § 5, 2-27-2020.)

St. Louis Revised Code § 4.10.060 Promotion, demotion, reallocation, transfer and temporary promotion.

4.10.060 - 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 chapter, 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, management or trades pay schedule, the employee's current bi-weekly rate of pay shall be set at a rate which is five (5) percent higher than the rate received immediately prior to the promotion or adjusted to the nearest step in the new pay matrix which is not less than but is closest to a rate which is five (5) percent higher than the rate received immediately prior to promotion. An appointing authority, with the prior approval of the Director of Personnel, may increase the pay of an employee up to twenty (20) percent, adjusted to the nearest step, 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 chapter. (2) Temporary promotion: When an employee, whose salary range is established in Section 4.10.020(a) or 4.10.020(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 would 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 chapter. Employees whose salary ranges are established in Section 4.10.020(c) or 4.10.020(d) of this chapter, 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 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 which is at least five (5) percent lower than the rate received immediately prior to the demotion or reduced to the nearest step which is at least five (5) percent lower than the rate received immediately prior to the demotion, except no employee shall be reduced below the minimum of the range unless otherwise provided for in this chapter. The amount of the reduction shall 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 within the range for the new position which is five (5) percent lower, to the closest downward step, 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 or step received immediately prior to the promotion, plus any adjustments as otherwise provided in this chapter. 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 chapter. (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 may be reduced by reason of the new salary range and grade with the prior approval of the Director of Personnel. 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 chapter. (c) Reallocation: (1) If the employee's position is reallocated to a class in a lower pay grade, his/her salary shall remain unchanged or adjusted to the closest step provided the employee's rate of pay shall not be reduced. (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 Section 4.10.060(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 chapter. (e) Over Maximum: The salary of an employee, which is in excess of the maximum of the range prescribed by this chapter 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 chapter. (Ord. No. 71963, § 6, 2-11-2025; Ord. No. 71686, § 6, 6-28-2023; Ord. No. 71512, § 6, 6-16-2022; Ord. No. 71099, § 6, 2-27-2020.)

St. Louis Revised Code § 4.10.070 Salary adjustment.

4.10.070 - Salary adjustment. Salary adjustments for all employees in competitive positions shall be based on considerations of merit, equity, or success in fulfilling predetermined goals and objectives as herein provided. (a) Competitive positions for which salary is established in Section 4.10.020(a), General and Management Schedule; or Section 4.10.020(b), Trades Schedule: (1) Any employee whose salary is established in Section 4.10.020(a) or Section 4.10.020(b), General, Management, and Trades Pay Schedules, shall receive a service rating in accordance with the Service Rating Manual. The rating together with the standards of performance established in the rating manual shall determine eligibility for a one step within-range (merit) increase at intervals as outlined in the Service Rating Manual or other pay regulation(s) as determined by the Director of Personnel. Notwithstanding any other section of the compensation ordinance, all employees in the general, management, and trades pay schedules who would be eligible to receive an annual step increase as a result of a "successful" or "highly successful" overall rating on their regular service rating date will receive a one and five-tenths (1.5) percent increase regardless of their current rate or place in the pay schedule. (2) A non-exempt (Overtime Code 3 or 4) employee whose pay is established in Section 4.10.020(a) or Section 4.10.020(b) of this chapter who receives an overall rating of "unsuccessful" as defined by the Service Rating Manual, may have his/her salary reduced as determined by the standards established in the Service Rating Manual, but not less than the minimum of the pay grade range. (b) As used in this chapter, "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 (not for disciplinary reasons) or an across-the-board ordinance increase, an increase resulting from an authorized incentive program, reallocation 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 chapter. 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 4.10.020(a) or Section 4.10.020(b) of this chapter for the purpose of a salary adjustment only at intervals as described above except in the case of: (1) Exceptional performance of duties: With the prior approval of the Director of Personnel, the appointing authority in accordance with the Service Rating Manual, may advance the salary of an employee who demonstrates exceptional performance of duties after serving twenty-six (26) weeks of employment at the same rate in the salary range by not more than ten (10) percent or to the closest step in the pay range which provides not more than a ten (10) percent increase; this 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 Service Rating Manual; providing the employee's salary is above the minimum of the range, established in Section 4.10.020(a) or Section 4.10.020(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 4.10.020(c), fire division schedule: All employees in the fire division pay schedule shall have a service rating completed in accordance with the Service Rating Manual. Probationary fire privates shall be advanced to the rate for fire privates at the beginning of the first bi-weekly pay period following one (1) year of service. Probationary fire equipment dispatchers shall follow the same schedule. (e) Competitive positions for which salary is established in Section 4.10.020(d), police division schedule: All employees in the police division pay schedule shall have a service rating completed in accordance with the Service Rating Manual. Police probationary officers who successfully complete their working test period shall be advanced to the rate for police officer at the beginning of the first bi-weekly pay period during which such officer's one (1) year anniversary as a police probationary officer occurs, excluding his/her initial time in training at the Police academy. (f) 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. (g) 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. (h) The pay of any employee may be decreased as a disciplinary action by an appointing authority to a lower rate. Any such decrease shall be made in accordance with the established disciplinary procedures. The decrease shall not be greater than fifteen (15) percent of the current salary rate. The decrease may be below the minimum of the pay range for the class. The appointing authority may determine 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. (i) An employee who is temporarily promoted shall be eligible for within range salary adjustments under provisions of this Section 4.10.070. (j) 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-week period. (Ord. No. 71963, § 7, 2-11-2025; Ord. No. 71686, § 7, 6-28-2023; Ord. No. 71512, § 7, 6-16-2022; Ord. No. 71099, § 7, 2-27-2020.)

St. Louis Revised Code § 4.10.080 Income sources.

4.10.080 - 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 or pay regulation promulgated by the Director of Personnel. No employee shall receive remuneration from the City in addition to the salary authorized in this chapter 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 (2) 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. (Ord. No. 71963, § 8, 2-11-2025; Ord. No. 71686, § 8, 6-28-2023; Ord. No. 71512, § 8, 6-16-2022; Ord. No. 71099, § 8, 2-27-2020.)

St. Louis Revised Code § 4.10.090 Conversion.

4.10.090 - Conversion. (a) Pay schedules in Section 4.10.020(a) or Section 4.10.020(b) in Ordinance Number 71686 shall continue in effect until the beginning of the first bi-weekly pay period starting after the effective date of this chapter, and the rates to be paid to employees in positions of any classes for which a rate is established or changed in Section 4.10.020(a) or Section 4.10.020(b) of this chapter shall become effective and be adjusted (if necessary) as follows: The salary of each employee whose pay range is established in Section 4.10.020(a) or Section 4.10.020(b) of this chapter 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 is not less than but is closest to a rate which is five (5) percent higher than the rate received immediately prior to promotion, but not less than the minimum of the pay range, whichever is the greater. If an employee's salary is between steps, the employee's salary shall be placed at the higher step. (b) Pay schedules in Section 4.10.020(c) or Section 4.10.020(d) in Ordinance Number 71686 shall continue in effect until the beginning of the first bi-weekly pay period starting after the effective date of this chapter. The salary of each employee whose pay is established in Section 4.10.020(c) or Section 4.10.020(d) of this chapter who previously occupied a step in the pay range within Ordinance Number 71686 that was greater than step 20, shall be moved to step 20 in the appropriate pay range at the beginning of the first bi-weekly pay period starting after the effective date of this chapter. (c) No employee shall be reduced in salary by reason of the adoption of the new pay schedules in this chapter. (d) The salary of an employee serving in a trainee position, which remains above the new trainee rate for his/her position, shall remain unchanged. (e) 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 4.10.090. (f) All full-time employees whose salary is established in Section 4.10.020(a) or Section 4.10.020(b), General and Management or Trades Pay Schedules whose bi-weekly rate is above step 30 shall have their bi-weekly rate increased by three (3) percent at the beginning of the first bi-weekly pay period starting after the effective date of this chapter. (g) The Director of Personnel shall establish such procedures as needed to place this chapter into effect and interpret its provisions. (Ord. No. 71963, § 9, 2-11-2025; Ord. No. 71686, § 9, 6-28-2023; Ord. No. 71512, § 9, 6-16-2022; Ord. No. 71099, § 9, 2-27-2020.)

St. Louis Revised Code § 4.10.100 Payment of salaries.

4.10.100 - 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. (Ord. No. 71963, § 10, 2-11-2025; Ord. No. 71686, § 10, 6-28-2023; Ord. No. 71512, § 10, 6-16-2022; Ord. No. 71099, § 10, 2-27-2020.)

St. Louis Revised Code § 4.10.110 Changes to classification plan.

4.10.110 - 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 chapter, 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 overtime code of an existing class within the classification plan, the Director of Personnel shall change the overtime code, 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 chapter, 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. (Ord. No. 71963, § 11, 2-11-2025; Ord. No. 71686, § 11, 6-28-2023; Ord. No. 71512, § 11, 6-16-2022; Ord. No. 71099, § 11, 2-27-2020.)

St. Louis Revised Code § 4.10.120 Payroll forms.

4.10.120 - 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. (Ord. No. 71963, § 12, 2-11-2025; Ord. No. 71686, § 12, 6-28-2023; Ord. No. 71512, § 12, 6-16-2022; Ord. No. 71099, § 12, 2-27-2020.)

St. Louis Revised Code § 4.10.130 Certification of payroll.

4.10.130 - 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 chapter and that the employee has actually worked the time for which he/she will be paid, subject to the provisions of this chapter governing hours of work and leaves of absence in the Classified Service. (Ord. No. 71963, § 13, 2-11-2025; Ord. No. 71686, § 13, 6-28-2023; Ord. No. 71512, § 13, 6-16-2022; Ord. No. 71099, § 13, 2-27-2020.)

St. Louis Revised Code § 4.10.140 Minimum work hours.

4.10.140 - 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. 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 permanent 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 chapter with respect to hours, holidays, vacation leave, medical leave, furloughs, sick leave, military leave, and leaves of absence with or without pay. (a) Employees whose salaries are established in Section 4.10.020(a) or Section 4.10.020(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 Employees: Appointing authorities for employees occupying full-time positions whose salaries are established in Section 4.10.020(a) of this chapter 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 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, except that the appointing authority, with the approval of the Director of Personnel, may determine that the minimum work hours provision of Section 4.10.140(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. (d) The work period for employees whose pay is established in Section 4.10.020(d) of this chapter is twenty-eight (28) days. The daily work period for an employee in the position of police probationary officer and police officer is eight (8) hours which includes a thirty-minute meal period. The meal period is counted as working time; however, an officer unable to take a meal break will not receive additional compensation. The daily work period for an employee in the position of police officer trainee is eight (8) hours. Additionally, police officer trainees shall receive a thirty-minute unpaid meal period that shall not be counted as part of their daily work period or work day. (Ord. No. 71963, § 14, 2-11-2025; Ord. No. 71686, § 14, 6-28-2023; Ord. No. 71512, § 14, 6-16-2022; Ord. No. 71099, § 14, 2-27-2020.)

St. Louis Revised Code § 4.10.150 Overtime.

4.10.150 - 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 4.10.010(a) of this chapter 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 chapter. 2. These are supervisory, professional, and administrative classes that are exempt from overtime compensation, but which the City compensates for overtime at the straight (1.0×) time rate. 3. These are non-exempt classes that receive overtime compensation at the one and one-half (1.5×) time rate. 4. These non-exempt classes work an average bi-weekly work schedule of eighty-four (84) hours and, therefore, receive overtime compensation at the one and one-half (1.5×) time rate. 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. Any employee in a class which has been allocated to Overtime Code 4 (non-exempt) in Section 4.10.010(a) of this chapter shall be compensated for overtime by granting the employee pay or compensatory time off at the one and one-half (1.5×) 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 (1.5×) 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, only paid vacation, compensatory time, jury leave, and holidays shall count as hours worked for the purpose of determining eligibility for overtime compensation. Any employee in a class which has been allocated to Overtime Code 3 (non-exempt) in this chapter 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 whose pay matrix is in Section 4.10.020(a) or Section 4.10.020(b), 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 (1.5×) rate. In addition to the actual hours worked, only paid vacation, compensatory time, jury leave, and holidays shall count as hours worked for the purpose of determining eligibility for overtime compensation. Overtime Code 3 employees whose pay matrix is in Section 4.10.020(c) of this chapter who are working a nineteen-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 Division 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. 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; provided however, that in addition to the actual hours worked, jury leave, vacation leave, compensatory time and "O" days shall count as hours worked for the purpose of determining eligibility for overtime compensation. Days scheduled off to reduce average work week to fifty-two (52) hours, compensatory time, vacation, "O" days, 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. Police officer trainees, police probationary officers and police officers shall be paid overtime, defined as one and one-half time (1.5×) the employee's regular standard rate of pay, for all hours worked in excess of their eight-hour work day or any hours worked on a scheduled day off. Only hours actually worked shall count toward overtime pay. Police Sergeants, whose salary is established in Section 4.10.020(d) of this chapter, shall be paid overtime, as defined as one and one-half time (1.5×) the employee's regular standard rate of pay, for all hours actually worked in excess of one hundred sixty (160) hours in a twenty-eight-day work period. In addition to hours physically worked, paid vacation, compensatory time, holidays, discretionary holidays, and sick-injured time shall count toward the one hundred sixty-hour threshold during the twenty-eight-day period that must be met to earn overtime. These employees shall receive additional compensation for authorized overtime, court time, and court standby time whenever the total accumulated time exceeds forty (40) hours. (b) Any employee in a class which has been allocated to Overtime Code 2 in Section 4.10.010(a) of this chapter shall be compensated for overtime by granting the employee pay or compensatory time off at the straight (1.0×) 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, only paid vacation time, compensatory time, jury leave, and holidays shall count as hours worked for the purpose of determining eligibility for overtime compensation. Straight time (1.0×) 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 (1) 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 (1.0×) 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) Employees who wish to use compensatory time earned in lieu of pay must make their request in writing at least twenty-four (24) hours in advance of the day or days requested. The appointing authority shall keep in mind the staffing needs of the department when granting time off, but in any case time off will not be unreasonably denied. 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. However, an appointing authority shall 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, in writing. Employees engaged in public safety, emergency response or seasonal activity as defined by the Director of Personnel may have a maximum balance of two hundred forty (240) hours of compensatory time; except that Police Officer Trainees, Police Probationary Officers, Police Officers, and Police Sergeants shall only be allowed to accumulate up to forty (40) hours of compensatory time. All other employees are allowed a maximum balance of one hundred twenty (120) hours of compensatory time excluding compensatory time earned for working on a holiday. 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. For employees occupying the position of police officer trainee, police probationary officer, and police officer compensatory time may be used at such times and in such blocks as are mutually agreed upon between the supervisor and the employee and it shall not be unreasonably denied by the supervisor if operating requirements will not be adversely affected. 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 award program. Compensatory time earned by exempt employees shall be granted at the discretion of the appointing authority and upon request of the employee. (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 termination all compensatory time shall be 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) overtime earned, granted, and paid; or 3) the non-occurrence of same to the Director of Personnel in the form and on the dates specified. (Ord. No. 71963, § 15, 2-11-2025; Ord. No. 71686, § 15, 6-28-2023; Ord. No. 71512, § 15, 6-16-2022; Ord. No. 71099, § 15, 2-27-2020.)

St. Louis Revised Code § 4.10.160 Holidays.

4.10.160 - 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 designated holidays: Date | Holiday January 1 | New Year's Day Third Monday in January | Rev. Martin Luther King, Jr. Day Third Monday in February | Presidents' Day Last Monday in May | Memorial Day June 19 | Juneteenth Day July 4 | Independence Day First Monday in September | Labor Day November 11 | Veterans' Day Fourth Thursday in November | Thanksgiving Day Day after Thanksgiving | Day after Thanksgiving December 25 | Christmas Day In addition to the above enumerated designated 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 4.10.160 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 Section 4.10.020(a) or Section 4.10.020(b) of this chapter 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) In addition to the above eleven (11) designated holidays, employees in Section 4.10.020(a) or 4.10.020(b) of this chapter who were employed by the Board of Police Commissioners immediately prior to September 1, 2013, shall receive five (5) personal (discretionary) holidays which shall be scheduled in accordance with department policies; Police Division civilian employees hired on or after September 1, 2013, shall receive no personal (discretionary) holidays. In addition to pay for hours physically worked on an official holiday, including any overtime to which the employee is entitled under the pay ordinance, employees in Section 4.10.020(a) or Section 4.10.020(b) of this chapter who were employed by the Board of Police Commissioners immediately prior to September 1, 2013, will receive four (4) hours of compensatory time if they are required to work a full eight (8) hour shift that begins on any of the following days: January 1 Last Monday in May July 4 First Monday in September Fourth Thursday in November December 25 In addition to any pay for hours physically worked, including any overtime to which the employee is entitled under the pay ordinance, employees in Section 4.10.020(a) or Section 4.10.020(b) of this chapter who were employed by the Board of Police Commissioners immediately prior to September 1, 2013, who are required to work the afternoon, evening overlay, or night watch on December 31 will receive four (4) hours of compensatory time. (c) In addition to the above eleven (11) designated holidays, employees in Section 4.10.020(d) shall receive an additional five (5) personal holidays which shall be scheduled in accordance with Police Division policies. In addition to pay for hours physically worked on an official holiday, including any overtime to which the employee is entitled under the pay ordinance, employees in Section 4.10.020(d) of this chapter will receive four (4) hours of compensatory time if they are required to work a full eight (8) hour shift that begins on any of the following days: January 1 Last Monday in May July 4 First Monday in September Fourth Thursday in November December 25 In addition to any pay for hours physically worked, including any overtime to which the employee is entitled under the pay ordinance, employees in Section 4.10.020(d) of this chapter and Police Officer Trainees, who are required to work the afternoon, evening overlay, or night watch on December 31 will receive four (4) hours of compensatory time. (d) 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, whose pay is established in Section 4.10.020(a) or Section 4.10.020(b) of this chapter, excluding employees of the Police Division, 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. When full-time bi-weekly rate employees of the Police Division whose pay is established in Section 4.10.020(a), 4.10.020(b) or Section 4.10.020(d) are required to work on a holiday, they shall be entitled to leave with pay on another date designated by the appointing authority 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 positions are classified as EMS dispatcher, EMS lead dispatcher, EMT (emergency medical technician), paramedic, or paramedic crew chief, will be compensated with pay in lieu of compensatory time for all holidays and receive twelve (12) hours of personal day leave. If an employee is docked from the payroll for one (1) 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 4.10.160 shall apply to full-time classified employees paid a bi-weekly rate. Part-time bi-weekly rate 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 chapter. In the event that the holiday schedule established in this Section 4.10.160 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-hour weekly work schedule. Procedures developed in compliance with this Section 4.10.160 shall be designed to treat employees in the same manner who work substantially equivalent work schedules. Employees whose pay is established in Section 4.10.020(c) of this chapter and are Overtime Code 3 shall be entitled to one hundred forty-four (144) hours of compensatory time off in lieu of all holidays occurring in a calendar year. Employees whose pay is established in Section 4.10.020(c) of this chapter and are Overtime Code 1 or 2 shall be entitled to one hundred twelve (112) 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. Employees whose pay is established in Section 4.10.020(c) of this chapter shall receive five (5) days of paid leave which shall be referred to as "O" days. (Ord. No. 71963, § 16, 2-11-2025; Ord. No. 71686, § 16, 6-28-2023; Ord. No. 71512, § 16, 6-16-2022; Ord. No. 71099, § 16, 2-27-2020.)

St. Louis Revised Code § 4.10.170 Vacation.

4.10.170 - Vacation. Vacation leave with pay shall be granted to employees paid a bi-weekly rate in permanent competitive positions working fifty (50) percent time or more. There shall be no advancement of paid vacation leave. The Director of Personnel may establish additional guidelines and policies to govern the administration of vacation leave benefits in the Classified Service. (a) Vacation hours shall be granted to employees whose pay is established in Section 4.10.020(a), 4.10.020(b) or Section 4.10.020(c) with an appointment date before April 23, 1989, as follows. This excludes all civilian employees hired by the Board of Police Commissioners prior to September 1, 2013. Pay Established in Section 4.10.020(a) or 4.10.020(b) | Pay Established in Section 4.10.020(c) Length of Cumulative Service | Bi-Weekly Accrual Rates | Annual Equivalent | Bi-Weekly Accrual Rates | Annual 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 July 18, 2010, whose pay is established in Section 4.10.020(a), 4.10.020(b) or Section 4.10.020(c) of this chapter 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. This excludes all civilian employees hired by the Board of Police Commissioners prior to September 1, 2013. (b) Vacation hours shall be granted to employees whose pay is established in Section 4.10.020(a), 4.10.020(b) or Section 4.10.020(c) with an appointment date on or after April 23, 1989, as follows. This excludes all civilian employees who were employed by the Board of Police Commissioners prior to September 1, 2013. Pay Established in Section 4.10.020(a) or 4.10.020(b) or 4.10.020(c) Length of Cumulative Service | Bi-Weekly Accrual Rates | Annual 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 July 18, 2010, whose pay is established in Section 4.10.020(a), 4.10.020(b) or Section 4.10.020(c) of this chapter 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. This excludes all civilian employees hired by the Board of Police Commissioners prior to September 1, 2013. (c) Employees employed on or after July 18, 2010, will not have the forty (40) hours added to their vacation balance upon completion of 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. (d) Employees whose pay is established in Section 4.10.020(a) or Section 4.10.020(b) employed by the Board of Police Commissioners immediately prior to September 1, 2013, employed by the City on September 1, 2013, and continuously employed by the City shall accrue vacation hours as follows: Pay Established in Section 4.10.020(a) or 4.10.020(b) Length of Cumulative Service | Bi-Weekly Accrual Rates | Annual Equivalent 1 but less than 12 years | 4.62 | 120.12 12 but less than 21 years | 6.16 | 160.16 21 but less than 30 years | 7.70 | 200.20 30 or more years | 9.24 | 240.24 (e) Police Division employees whose pay is established in Section 4.10.020(a) or Section 4.10.020(b) who were hired on or after September 1, 2013, shall accrue vacation hours as listed below: Pay Established in Section 4.10.020(a) or 4.10.020(b) Length of Cumulative Service | Bi-Weekly Accrual Rates | Annual 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 (f) Employees whose pay is established in Section 4.10.020(d) of this chapter and employees whose pay is established in Section 4.10.020(a) or Section 4.10.020(b) and were employed by the Board of Police Commissioners immediately prior to September 1, 2013, and remain so employed shall earn vacation time in accordance with the following schedule on employment anniversary dates as follows: Pay Established in Section 4.10.020(a), 4.10.020(b) or 4.10.020(d) Length of Cumulative Service | Bi-Weekly Accrual Rates | Annual Equivalent 1 but less than 12 years | 4.62 | 120.12 12 but less than 21 years | 6.16 | 160.16 21 but less than 30 years | 7.70 | 200.20 30 or more years | 9.24 | 240.24 (1) For employees whose pay is established in Section 4.10.020(d), forty (40) hours of vacation leave may be taken in one-hour increments. (2) Vacation time is accrued on a bi-weekly basis. No employee will be entitled to or allowed to take any vacation until ninety (90) days of continuous employment from the date of employment. (g) All references in this chapter, except as otherwise noted, 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 chapter to cumulative service for vacation shall mean cumulative service without a break in service of more than one (1) year, except as provided otherwise in this chapter. No employee who works less than fifty (50) percent time or who is serving in a limited-term position shall be eligible to accrue vacation. (h) (1) For those employees hired before or after the effective date of this chapter whose pay is established in Section 4.10.020(a), 4.10.020(b) or Section 4.10.020(c) who work an average work week of forty (40) hours, the maximum vacation balance shall be six hundred (600) hours. For those employees hired before the effective date of this chapter whose pay is established in Section 4.10.020(d) and who work an average work week of forty (40) hours, the maximum vacation balance shall be five hundred (500) hours. Employees whose pay is established in Section 4.10.020(d) who have more than five hundred (500) hours of vacation on the effective date of this chapter shall receive a one-time payment for all vacation hours accrued and unused over five hundred (500) hours. For those employees hired on or after the effective date of this chapter whose pay is established in Section 4.10.020(d) and who work an average work week of forty (40) hours, the maximum vacation balance shall be two hundred and forty (240) hours. An appointing authority, upon written request and with the prior approval of the Director of Personnel, may authorize an employee or group of employees to exceed these maximums. Vacation accrual maximums for those working more or less than forty (40) hours per week, but at least fifty (50) percent time shall be proportionate to the number of hours worked in a bi-weekly pay period. (2) 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. (3) 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. (i) Accrual of vacation shall begin and be credited upon the first bi-weekly pay period and each pay period thereafter, but employees must complete the entire pay period to accrue the vacation leave at the end of said pay period: (1) Of appointment; (2) Of return to duty from leave of absence; (3) Of restoration to employment of one-half (fifty (50) percent) 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 on the employee's last day at work. (j) 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 as provided by this chapter 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 Section 4.10.020(a), 4.10.020(b), 4.10.020(c) or 4.10.020(d) reaches the established maximum accrual and would cease accruing vacation and notifies 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 take the paid leave, which was proposed in writing. (5) With the approval of the appointing authority, an employee may request and receive 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 4.10.020(c) of this chapter may request payment for up to ninety-six (96) hours of vacation. These requests are subject to the prior approval of the Director of Personnel. (k) During the first twelve (12) months of employment, unless stated otherwise in this chapter, accrued vacation may be granted to an employee provided that the employee has completed ninety (90) days of continuous service. When employment is terminated before completing twelve (12) months of continuous service, any previously granted vacation leave shall be deducted from the employee's final pay. 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. (l) 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), 17(d), 17(e) or 17(f) of this chapter and based on the date of the employee's original appointment. (m) 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) or 17(b) of this chapter and based on the date of the employee's original appointment. (n) Employees who return to work from a "reemployment from layoff" eligible list shall be eligible to use vacation as soon as it is accrued, unless stated otherwise in this chapter, 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 4.10.170(a), 4.10.170(b), 4.10.170(d), 4.10.170(e) or 4.10.170(f) of this chapter and based on the employee's original appointment. A commissioned officer who retires and is rehired as a civilian employee will be considered a new employee for vacation purposes. (o) 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. (p) 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. (q) 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. (r) 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 (50) percent 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 4.10.170(b). (s) 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 in such form and at such time as the Director of Personnel may require. (Ord. No. 71963, § 17, 2-11-2025; Ord. No. 71686, § 17, 6-28-2023; Ord. No. 71512, § 17, 6-16-2022; Ord. No. 71099, § 17, 2-27-2020.)

St. Louis Revised Code § 4.10.180 Sick leave.

4.10.180 - Sick leave. (a) Employees (non-Police Division employees) ceased accruing sick leave beginning July 18, 2010. Employees in Section 4.10.020(a) or Section 4.10.020(b) employed by the Board of Police Commissioners prior to September 1, 2013, employed by the City on September 1, 2013, and continuously employed by the City ceased accruing sick leave on June 30, 2014. An employee may choose to use his/her sick leave in accordance with regulations established by the Director of Personnel. (b) 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 (50) percent of the value of the employee's sick leave balance. If the employees retirement system of the City of St. Louis provides for sick leave to be credited or paid to a member or used in the calculation of retirement benefits, this payment shall be fifty (50) percent of the value of the employee's sick leave balance at time of retirement. (c) 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. (d) 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 been used in the determination of pension benefits paid to the retiree. (e) Commissioned officers will be granted sick leave at the rate of three and seventy one-hundredths (3.70) hours bi-weekly. In addition, military reinstatements will be credited, on the date of their reinstatement, with the number of sick leave credits accumulated prior to entering the military. Officers hired prior to April 20, 2011, may earn and bank sick leave hours on an unlimited basis until termination from the Division. (f) Commissioned officers hired prior to April 20, 2011, with thirty (30) years of service and possessing two thousand two hundred (2,200) accrued sick leave hours, will receive compensation for one-half of their accumulated sick leave hours. Officers hired prior to April 20, 2011, who have at least twenty (20) years of service who possess 1,600 accrued sick leave hours, will receive compensation for one-fourth of their accumulated sick leave hours, and also receive one hundred seventy-three and thirty-three one-hundredths (173.33) hours pay (two thousand eighty (2080) hours divided by twelve (12)). All other officers hired prior to April 20, 2011, terminating their employment with the Division will receive compensation for one-fourth (¼) of their accumulated sick leave hours at the time of termination. These benefits are not granted to employees who have pled guilty, been found guilty or otherwise convicted of a crime prior to termination. (g) Employees in Section 4.10.020(a) or Section 4.10.020(b) formerly employed by the Board of Police Commissioners prior to April 20, 2011, and continuously employed by the City with thirty (30) years of service and possessing two thousand two hundred (2,200) accrued sick leave hours, will receive compensation for one-half of their accumulated sick leave hours. Employees in Section 4.10.020(a) or 4.10.020(b) formerly employed by the Board of Police Commissioners hired prior to April 20, 2011, and continuously employed by the City who have at least twenty (20) years of service who possess one thousand six hundred (1,600) accrued sick leave hours, will receive compensation for one-fourth (¼) of their accumulated sick leave hours, and also receive one hundred seventy-three and thirty-three one-hundredths (173.33) hour pay (two thousand eighty (2080) hours divided by twelve (12)). All other employees in Section 4.10.020(a) or Section 4.10.020(b) employed by the Board of Police Commissioners prior to April 20, 2011, and continuously employed by the City who terminate their employment with the Division will receive compensation for one-fourth of their accumulated sick leave hours at the time of termination. These benefits are not granted to employees who have pled guilty, been found guilty or otherwise convicted of a crime prior to termination. (h) All Commissioned officers, excluding Police Officer Trainees, may be eligible to receive paid time off for perfect and near perfect attendance. (i) There shall be no advancement of paid sick leave. Sick leave shall be paid at full pay at the current rate of compensation. (Ord. No. 71963, § 18, 2-11-2025; Ord. No. 71686, § 18, 6-28-2023; Ord. No. 71512, § 18, 6-16-2022; Ord. No. 71099, § 18, 2-27-2020.)

St. Louis Revised Code § 4.10.190 Medical leave.

4.10.190 - Medical leave. (a) Medical leave with pay shall be granted to bi-weekly rate employees in permanent competitive positions working fifty (50) percent time or more in accordance with regulations and procedures established by the Director of Personnel. (1) All employees, unless otherwise stated in this chapter, shall accrue three (3) hours of medical leave for each bi-weekly pay period of employment but must complete the entire pay period to accrue the medical leave at the end of said pay period. 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 ninety (90) days of continuous service. (2) Employees in Section 4.10.020(a) or Section 4.10.020(b) hired by the Police Division on or after September 1, 2013, shall accrue medical leave as stated above in Section 4.10.190(a)(1). (3) Employees in Section 4.10.020(a) or Section 4.10.020(b) hired by the Board of Police Commissioners before September 1, 2013, shall be entitled to all of the sick and medical leave accrued during such employment. Subject to the provisions of Section 4.10.190(a), medical leave with pay shall be granted at the rate of three and seventy one-hundredths (3.70) hours bi-weekly to employees in Section 4.10.020(a) or Section 4.10.020(b) hired by the Board of Police Commissioners before September 1, 2013, employed by the City and continuously employed by the City on September 1, 2013. (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 (1) times the regular hourly rate as defined in this chapter for each hour of unexcused absence. If an employee is docked from the payroll for one (1) hour or more in a bi-weekly pay period, he/she will cease to accrue medical leave for the pay period. (d) 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. (e) 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 4.10.240 (Workers' compensation and disability leave) of this chapter. (f) 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. (g) 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. (h) 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 chapter or any other ordinance. (i) There shall be no advancement of medical leave. (Ord. No. 71963, § 19, 2-11-2025; Ord. No. 71686, § 19, 6-28-2023; Ord. No. 71512, § 19, 6-16-2022; Ord. No. 71099, § 19, 2-27-2020.)

St. Louis Revised Code § 4.10.200 Military leave.

4.10.200 - Military leave. The City of St. Louis will follow all applicable state and federal laws on the granting of military leave and reemployment rights. Each employee is required to give advance notice (at least thirty (30) days prior to departure when feasible), preferably in writing, of service obligation or intention to perform services in the uniformed services, unless such notice is prevented by military necessity, as determined by a designated authority, or impossible or unreasonable under all of the circumstances. 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. Full-time, permanent employees paid a bi-weekly rate of pay who are called to active duty as a member of the National Guard or any reserve component of the Armed Forces of the United States and who are placed on a military leave of absence will be granted compensation in the amount to offset the difference between the employee's gross bi-weekly pay with the City and his/her total military pay plus allowances if such military pay and allowances is less than the employee's regular gross bi-weekly rate of pay and subject to submission of documentation as required by the Director of Personnel. (Ord. No. 71963, § 20, 2-11-2025; Ord. No. 71686, § 20, 6-28-2023; Ord. No. 71512, § 20, 6-16-2022; Ord. No. 71099, § 20, 2-27-2020.)

St. Louis Revised Code § 4.10.210 Leaves of absence and family/medical leave.

4.10.210 - 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 chapter 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 (1) 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 are 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) calendar 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 City of St. Louis will provide up to six (6) weeks of paid family/medical leave, in accordance with the City's "Family/Medical Leave Policy." 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. Employees must take all of their accrued time (sick leave, medical leave, vacation leave) prior to being placed on leave without pay status for approved Family and medical leave, except employees can keep one (1) week of vacation hours (if they have accrued one (1) week of vacation and are eligible to take them). Employees will be allowed to use all their compensatory time, if requested by employee. (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 under a temporary promotion pursuant to Section 4.10.060(a)(2) of this chapter. Employees who are returned to a competitive position shall retain any vacation, compensatory time, sick leave, 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, except military leave, must take all accrued vacation at the start of the leave of absence except as otherwise provided in this chapter. Employees who are granted or placed on a non-paid leave of absence will not accrue vacation, sick leave, 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 4.10.210 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 a forced leave of absence with or without pay pending the outcome of an investigation or of a pending disciplinary action against the employee. Employees being placed on forced leave may elect to be placed on either vacation leave or compensatory time. (g) In the event that a fiscal crisis occurs in the City of St. Louis, employees may request voluntary furloughs. The Director of Personnel may issue regulations to govern the furlough program. (Ord. No. 71963, § 21, 2-11-2025; Ord. No. 71686, § 21, 6-28-2023; Ord. No. 71512, § 21, 6-16-2022; Ord. No. 71099, § 21, 2-27-2020.)

St. Louis Revised Code § 4.10.220 Insurance benefits.

4.10.220 - 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 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 1 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 1 of each year. The Director of Personnel may amend said rates as needed. (Ord. No. 71963, § 22, 2-11-2025; Ord. No. 71686, § 22, 6-28-2023; Ord. No. 71512, § 22, 6-16-2022; Ord. No. 71099, § 22, 2-27-2020.)

St. Louis Revised Code § 4.10.230 Death benefit.

4.10.230 - Death benefit. In the event any employee of the City whose pay is established by this chapter 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, the firemen's retirement system of the City of St. Louis, or the firefighters retirement plan. (Ord. No. 71963, § 23, 2-11-2025; Ord. No. 71686, § 23, 6-28-2023; Ord. No. 71512, § 23, 6-16-2022; Ord. No. 71099, § 23, 2-27-2020.)

St. Louis Revised Code § 4.10.240 Workers' compensation and disability leave.

4.10.240 - Workers' compensation and disability leave. (a) Any employee in the Classified Service whose class title and grade are established in Section 4.10.010(a) and denoted by the suffix "G," "M," "T" or "E" of this chapter, 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 (3) 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 (3) days of sick or medical leave used during the first three (3) 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 4.10.010(a) of this chapter 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. 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 4.10.010(a) of this chapter 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 4.10.150(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. (3) Employees in the competitive service whose pay is established in Section 4.10.020(d) of this chapter who suffer personal injury by accident or occupational disease arising out of and in the regular course of employment shall receive compensation in accordance with Police Division policies. Employees in the competitive service whose pay is established in Section 4.10.020(a) or Section 4.10.020(b) of this chapter and who were employed by the Board of Police Commissioners and who remain employed by the Police Division who suffer personal injury by accident or occupational disease arising out of and in the regular course of employment shall receive compensation in accordance with Police Division policies. (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 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. (Ord. No. 71963, § 24, 2-11-2025; Ord. No. 71686, § 24, 6-28-2023; Ord. No. 71512, § 24, 6-16-2022; Ord. No. 71099, § 24, 2-27-2020.)

St. Louis Revised Code § 4.10.250 Jury and witness leave.

4.10.250 - Jury and witness leave. (a) Jury leave with pay shall be granted to bi-weekly rate employees working fifty (50) percent 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 ensure 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. (Ord. No. 71963, § 25, 2-11-2025; Ord. No. 71686, § 25, 6-28-2023; Ord. No. 71512, § 25, 6-16-2022; Ord. No. 71099, § 25, 2-27-2020.)

St. Louis Revised Code § 4.10.260 Deferred compensation.

4.10.260 - 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 chapter. 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 chapter, 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, 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. (Ord. No. 71963, § 26, 2-11-2025; Ord. No. 71686, § 26, 6-28-2023; Ord. No. 71512, § 26, 6-16-2022; Ord. No. 71099, § 26, 2-27-2020.)

St. Louis Revised Code § 4.10.270 Retirement.

4.10.270 - Retirement. The following provisions shall apply to the Employees Retirement System: (a) "Final average compensation" is equal to one-half (½) 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 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 and/or calculation of retirement benefits, except that said balance cannot exceed twenty-five (25) percent 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; (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 (25) percent 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 full calendar 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 (as that term is defined in Subsection 11 of Section Four of Ordinance 66511) hired after the operative date (as that term is defined in Subsection 18 of Section Four of Ordinance 66511) 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 to an employee who becomes a member after April 1, 1960, unless he/she was employed by an employer on April 1, 1960. A member's accrued sick leave balance 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 Ordinance 66511, as amended: (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. (Ord. No. 71963, § 27, 2-11-2025; Ord. No. 71686, § 27, 6-28-2023; Ord. No. 71512, § 27, 6-16-2022; Ord. No. 71099, § 27, 2-27-2020.)

St. Louis Revised Code § 4.10.280 Police Division.

4.10.280 - Police Division. The compensation terms contained herein for officers and employees assigned to the Police Division are subject to change in the event of the enactment of any laws or regulations that result in the City no longer possessing sole and exclusive right to operate and direct all officers and employees assigned to the Police Division. (Ord. No. 71963, § 31, 2-11-2025; Ord. No. 71686, § 31, 6-28-2023.)
Source: City of St. Louis, Missouri, Revised Code of the City of Saint Louis, 2020, Annotated, and City Charter (Municode Library, library.municode.com)URL: https://library.municode.com/mo/st._louis/codes/code_of_ordinances?nodeId=TIT4PE_CH4.10CLSEPLFetched: 11/1/2026

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