Wagner City Council revises employee policies on pay, uniforms and felony hiring practices

The Regular Business Meeting held by the City of Wagoner on June 2, 2025, focused on significant updates to employee policies, particularly regarding compensation, uniforms, and disciplinary procedures. These changes are expected to impact city operations and employee morale.

One of the most notable updates discussed was an increase in pay for employees receiving Commercial Driver's Licenses (CDLs). The proposed raise of $1.50 per hour, up from the previous 50 cents, aims to incentivize employees to obtain these essential licenses, which are crucial for various city operations.

Additionally, the meeting addressed changes to the uniform policy. Instead of providing employees with a uniform allowance, the city will now purchase uniforms directly. This shift is intended to streamline the process and ensure that all employees have the necessary attire for their roles.

The disciplinary section of the employee handbook also saw significant revisions. The new policy allows for more discretion in handling disciplinary actions, taking into account an employee's tenure and overall performance. This flexibility aims to create a more supportive work environment, allowing for verbal warnings instead of formal write-ups in certain situations.

A contentious topic during the meeting was the hiring policy concerning individuals with felony convictions. The council discussed the criteria for hiring such individuals, emphasizing the need for discretion based on the nature of the felony and the time elapsed since the offense. This discussion highlighted differing opinions on the balance between providing second chances and ensuring public safety, particularly in roles that involve sensitive responsibilities.

The council members expressed a desire for clearer guidelines on how to handle felony convictions in hiring decisions. While some advocated for a strict no-felons policy, others argued for a more nuanced approach that considers the context of each case. The debate underscored the complexities of integrating individuals with past convictions into the workforce while maintaining community standards.

In conclusion, the meeting reflected the city's commitment to improving employee policies and addressing the challenges of hiring practices. As these changes are implemented, the council will need to monitor their effects on employee satisfaction and community safety. Further discussions are anticipated to refine these policies and ensure they meet the needs of both the city and its workforce.