1419 ORDINANCE NO. 1419 ( #07 - 2011)
AN ORDINANCE AMENDING THE CITY OF JACKSONVILLE POLICIES
AND PROCEDURES MANUAL; DECLARING AN EMERGENCY; AND,
FOR OTHER PURPOSES.
WHEREAS, in review of the recent modifications in various provisions of the City
of Jacksonville Personnel Policies and Procedures Manual, the City Council of the City
of Jacksonville deems it appropriate to update and modify additional applicable policies.
NOW, THEREFORE, BE IT ORDAINED AND ENACTED BY THE CITY
COUNCIL OF THE CITY OF JACKSONVILLE, ARKANSAS:
SECTION ONE: The City of Jacksonville, Arkansas, Personnel Policy
Manual, as originally approved by Ordinance No. 1000 and modified thereafter, is hereby
amended and modified to include the additions, deletions, and modifications as included,
outlined, and specified herein.
SECTION TWO: Sections 1 (Foreword), 5 (Exempt Status), 7
(Classification and Pay Scale), 8 (Pay Period and Pay Schedule), 9 (Overtime
Compensation), 10 (Recording Hours Worked), 15 (Procedure for Reinstatement), 17
(Leave With Pay), 27 (Job Evaluation), 28 (Increase Procedures), 30 (Unemployment
Compensation, 34 (Grievance Procedures for Employees), 38 (Termination Pay), 39
(Payment of Accrued Vacation), 47 (Miscellaneous), 48 (Narcotics Policy), 49
(Workplace Violence), 54 (Affirmative Action Program), and Appendix A (CDL Drug and
Alcohol Policy) are hereby omitted in their entirety, as they have been replaced with
applicable and appropriate provisions contained in the updated Policy Manual.
SECTION THREE: A General Employment Practices Section of the
Jacksonville Policy Manual shall be added, amended, changed, and modified to include
the following provisions:
GENERAL EMPLOYMENT PRACTICES
Progressive Discipline Policy and Procedure
Purpose
Ordinance No. 1419 ( #07 -11)
Page Two
Our progressive discipline policy and procedure is designed to provide a structured
corrective action process to improve and prevent a recurrence of undesirable behavior
and /or performance issues. It has been designed consistent with our City's values, HR
best practices, and employment laws.
Outlined below are steps of our progressive discipline policy and procedure. The City
reserves the right to combine and /or skip steps depending upon the facts of each
situation and the nature of the offense. The level of disciplinary intervention may also
vary. Some of the factors also to be considered are whether the offense is repeated,
despite coaching, counseling, and/or training otherwise, the employee's work record,
and/or the impact the conduct and performance issues have on our City and the
workplace.
Procedure
Step 1: Counseling and Verbal Warning
Step 1 creates an opportunity for the Department Director and /or Supervisor to schedule
a meeting with an employee to bring attention to the existing performance and /or
conduct issue. The Supervisor should discuss with the employee the nature of the
problem or violation of City policies and procedures. The Supervisor is expected to
clearly outline expectations and steps the employee must take to improve performance
or resolve the problem.
Within Five (5) business days of the initial discussion, the Supervisor will prepare written
documentation of a Step 1 meeting. The employee will be asked to sign this document.
The employee's signature is needed to demonstrate the employee's understanding of
the issues and corrective action needed.
Step 2: Written Warning
While it is hoped that the performance and /or conduct issues that were identified in Step
1 have been corrected, the City recognizes that this may not always be the case. A
written warning involves a more formal documentation of the performance and /or
conduct issues and consequences.
During Step 2, the Department Director and /or immediate Supervisor will meet with the
employee and review any additional incidents or information about the performance
and /or conduct issues as well as any prior relevant corrective action plans. Management
will outline the consequences for the employee of his /her continued failure to meet
Ordinance No. 1419 ( #07 -11)
Page Three
performance and /or conduct expectations. A warning outlining that the employee may be
subject to additional discipline, including termination, if immediate and sustained
corrective action is not taken may also be included in the written warning.
Step 3: Suspension and Final Written Warning
There may be performance and /or conduct incidents so problematic and harmful that the
most effective action may be the temporary removal of the employee from the workplace.
When immediate action is necessary, the Department Director and /or immediate
Supervisor may suspend the employee pending the results of an investigation. Only the
Department Director, Human Resources Director, and /or the Mayor have the authority to
suspend an employee.
Depending upon the seriousness of the infraction, the employee may be suspended
without pay in full -day increments consistent with federal, state, and local wage- and -hour
employment laws. Nonexempt/hourly employees may not substitute or use vacation
leave or sick leave in lieu of unpaid suspension. Due to Fair Labor Standards Act (FLSA)
compliance issues, unpaid suspension of salaried /exempt employees is reserved for
serious workplace safety or conduct issues. Human Resources will provide guidance so
that the discipline is administered without jeopardizing the FLSA exemption status.
Pay may be restored to the employee if an investigation of the incident or infraction
absolves the employee.
Step 4: Recommendation for Termination of Employment
The last and most serious step in the progressive discipline procedure is a
recommendation to terminate employment. Generally, the City will try to exercise the
progressive nature of this policy by first providing warnings, final written warning, and /or
suspension from the workplace before proceeding to a recommendation to terminate
employment. However, the City reserves the right to combine and skip steps depending
upon the circumstances of each situation and the nature of the offense. Furthermore,
employees may be terminated without prior notice or disciplinary action.
Management's recommendation to terminate employment must be approved by the
Department Director, or designate.
Nothing in this Policy provides any contractual rights regarding employee discipline or
counseling nor should anything in this policy be read or construed as modifying or
altering the employment -at -will relationship between the City and its employees.
Ordinance No. 1419 ( #07 -11)
Page Four
Administrative Review
Employees will have the opportunity to present information that may challenge
information management has used to issue disciplinary action. The purpose of this
process is to provide insight into extenuating circumstances that may have contributed to
the employee performance and /or conduct issues while allowing for an equitable
solution.
If the employee does not present this information during any of the step meetings, he or
she will have Ten (10) calendar days after that meeting to present such information.
Uniformed Employees have the right to appeal their suspension and /or termination to the
Civil Service Commission within Ten (10) calendar days of the date of said suspension
or termination.
Performance and Conduct Issues Not Subject to Progressive Discipline
Behavior that is illegal is not subject to progressive discipline and may be reported to
local law enforcement. Theft, intoxication at work, fighting, and other acts of violence are
also not subject to progressive discipline and may be grounds for immediate termination.
Documentation
The employee will be provided copies of all progressive discipline documentation. The
employee will be asked to sign copies of this documentation attesting to their receipt and
understanding of the corrective action outlined in these documents.
Copies of these documents will be placed in the employee's official personnel file located
in the Human Resources Department.
SECTION FOUR: Section 8 (Compensation and Matters Affecting
Employment Status) of the Jacksonville Policy Manual shall be added, amended,
changed, and modified to include the following provisions:
WORK HOURS
Unless specified otherwise, the work period begins each Sunday at 12:00 a.m. and
ends the following Saturday at 11:59 p.m.
For non - uniform employees, the standard workweek shall consist of Forty (40) hours
per week within a Seven (7) day period, unless otherwise arranged by the
Department Director to meet specific Department needs, and will remain in
accordance with state statutes and departmental regulations.
Ordinance No. 1419 (#07-11)
Page Five
Uniformed police officers working Twelve (12) hour shifts will be compensated at the
overtime rate for any hours worked in excess of Eighty -five (85) hours in a Fourteen
(14) day work period.
Uniformed firefighters working Twenty Four (24) hour shifts will be compensated at
the overtime rate for any hours worked in excess of Fifty Three (53) in a Seven (7)
day work period.
The standard workday shall begin at 8:00 am, and end at 5:00 p.m. CST unless
otherwise arranged by the Department Director to meet specific job needs.
Departments may vary from this schedule based upon department necessity. The
standard workweek is Monday through Friday.
Flexible work arrangements are dependent on departmental requirements and are left to
the discretion of the Department Director. Flexible work arrangements allow the
Department Director to schedule a workweek of Forty (40) hours to meet specific
departmental requirements.
VACATION LEAVE
Employees who resign, retire or otherwise terminate employment will be paid for their
unused available vacation leave.
SICK LEAVE
If, at the end of the employee's service, either upon retirement or death, the employee
has any unused accrued sick leave, the employee will be paid for this sick leave at the
regular rate of pay in effect at the time of retirement.
Non - uniformed employees will be paid for any unused accrued sick leave, at the time of
retirement or death, not to exceed Four Hundred Eighty (480) hours or Three (3) month's
salary.
Uniformed Police Officers will be paid for any unused accrued sick leave, at the time of
retirement or death, not to exceed Four Hundred Eighty (480) hours, which is equal to
Sixty (60) duty- day's salary.
Uniformed Firefighters will be paid for any unused accrued sick leave, at the time of
retirement or death, not to exceed Seven Hundred Twenty Eight (728) hours, which is
equal to Three (3) month's salary.
Employees, who terminate employment voluntarily or involuntarily for reasons other than
retirement or death, will not be paid for unused or available sick leave.
Ordinance No. 1419 ( #07 -11)
Page Six
PERSONNEL FILES
Confidential personnel files are kept for all employees and are located in the Human
Resources Department, and contain pertinent information including, but not limited to,
application for employment, tax information, commendation letters, reference checks,
and any disciplinary actions.
Personnel files will remain restricted access and in compliance with all local, state and
federal laws. Employees may review their personnel file by requesting such from the
Human Resources Department.
No document shall be removed from an employee's personnel file.
BENEFITS
VACATION LEAVE
All vacation is granted to Regular Full Time employees after One (1) year of continuous
full -time employment with the City. Vacation is given on the employees' anniversary
each year while employed. Vacation leave does not accrue per pay period.
Uniformed Police Department Employees
Uniformed employees of the Jacksonville Police Department are entitled to the following:
• One Hundred Twenty (120) hours of vacation leave after One (1) year of
continuous service;
• One Hundred Forty Four (144) hours of vacation leave after Five (5) years of
continuous service; and,
• One Hundred Sixty (160) hours of vacation leave after Fifteen (15) years of
continuous service,
Uniformed Fire Department Employees
Uniformed employees of the Jacksonville Fire Department are entitled to the following:
• Six (6) duty days of vacation leave after One (1) year of continuous service;
• Nine (9) duty days of annual leave after Five (5) years of continuous service;
• Twelve (12) duty days of annual leave after Fifteen (15) years of continuous
service; and,
Ordinance No. 1419 ( #07 -11)
Page Seven
• All Eight (8) hour shift uniformed employees accrue at the same rate as
uniformed Police Officers.
Non- Uniformed Employees
All Regular Full Time employees are entitled to the following:
• Forty (40) hours of annual leave after One (1) year of continuous service;
• Eighty (80) hours of annual leave after Two (2) years of continuous service;
• One Hundred Twenty (120) hours of annual leave after Five (5) years of
continuous service; and,
• One .Hundred Sixty hours (160) of annual leave after Fifteen (15) years of
continuous service.
VACATION PAY UPON RESIGNATION, TERMINATION or RETIREMENT
Upon terminating from the City, an employee will be paid for their unused available
vacation time.
CARRY -OVER VACATION
• For non - uniformed employees, Eighty (80) hours of vacation leave may be
carried over to the next anniversary year.
• For Twenty Four (24) hour Fire Department employees, One Hundred Forty Four
(144) hours of vacation leave may be carried over to the next anniversary year.
• For Twelve Hour (12) hour Police Department employees, Eighty Four (84) hours
of vacation leave may be carried over the next anniversary year.
Unused available vacation time in excess of the carry-over amount will be lost.
Uniformed Police and Fire employees receive holiday pay included in their annual salary.
Birthday
In order for the City to recognize employee's birthdays, the employee may take their
birthday off. If taking their birthday off would create a hardship on their Department, the
employee may use their birthday any other day of the year, as long as it is used prior to
their next birthday. If the employee fails to use their birthday within that time, it will be
lost.
Ordinance No. 1419 ( #07 -11)
Page Eight
A Birthday is not considered a day worked for purposes of calculating overtime unless
work is actually performed. Birthdays must be taken in Eight (8) hour increments for
non - uniformed employees, Twenty Four (24) hour increments for uniformed fire
employees and Twelve (12) hour increments for Twelve (12) hour uniformed police
employees.
Military Leave
Employees on military leave must use their military leave pay of Fifteen (15) days prior to
any other leave being used.
SECTION FIVE: Section 13 (Family Medical Leave Act) of the
Jacksonville Policy Manual shall be amended, changed, and modified to include the
following provisions:
Once the completed medical certification has been received by the Human Resources
Department, it is the responsibility of the Director of Human Resources to review the
certification and approve or deny the leave as FMLA. Once the decision is made
regarding the FMLA certification, the Department Director and the employee will be
notified.
SECTION SIX: Section 29 (Workers' Compensation) of the
Jacksonville Policy Manual shall be amended, changed, and modified to include the
following provisions:
Employees injured on the job will be covered by the State Workers'
Compensation Plan for Municipal Employees. Any employee injured on the job must
contact his Department Head immediately, or as soon as possible, for initiating proper
incident or accident reports. All incidentlaccident reports must be filed within One (1)
work day of the incidentlaccident unless said employee is incapacitated. Directors are to
be verbally notified immediately of any such incidentlaccident. As well, the Director of
Human Resources must be notified immediately by the Director.
All compensation under this Plan shall be in accordance with all applicable laws
and policies. Employees shall receive their regular rate of pay during the period(s) of a
workers' compensation claim on the condition that they relinquish the workers'
compensation pay to the Finance Department as received by the employee through
Ordinance No. 1418 (#07 -11)
Page Nine
the City's Workers' Compensation Plan (currently provided through the Arkansas
Municipal League). All appropriate claims for benefits must be processed through the
City's Human Resources Department. It is very important for Workers' compensation
forms and other information to be delivered directly to Human Resources. It is the
Employee's responsibility to ensure that the Human Resources Department has the
original copy of initial notifications, doctor evaluations, excuses from duty, and written
returns to duty.
If, after Twelve (12) weeks off from work, the employee is unable to return to
work, the employee will be required to request a meeting with the Medical Review Board.
[Please see Section (Medical Review Board) in this Manual for further details].
SECTION SEVEN: Section 31 (Transfers and Reassignments) of the
Jacksonville Policy Manual shall be amended, changed, and modified to include the
following provisions:
Section 31. Transfers and Reassignments.
When a vacancy occurs in any department, other than uniformed Fire and Police,
any employee in any department has the option of requesting, in writing, a transfer to fill
the vacancy. All requests for transfer must be processed through the Director of Human
Resources.
When a City employee is considering the possibility of a transfer from one
position or department to another, they should review their situation with their
Department Director. Directors must coordinate all moves with the Director of Human
Resources.
Transfers must be mutually beneficial to the employee and the City. Any
requests to move from a position with a higher salary to a position with a lower salary
may result in a reduction in pay.
If the employee receives approval for a transfer, there will be no loss of benefits
accrued.
Transfers from the City of Jacksonville's Water and Wastewater Departments will
not be considered a transfer from one City Department to another City Department
because of the lack of coordination between salary scales, benefit programs, and
employment opportunities between the Three (3) entities.
Ordinance No. 1419 ( #07 -11)
Page Ten
No uniformed person in the Fire or Police Department shall be transferred from
one department to another unless there is a non - uniformed position available which the
individual applies for and is qualified to fill under the normal application process.
SECTION EIGHT: Section 45 (Political Activity) of the Jacksonville
Policy Manual shall be amended, changed, and modified to include the following
provisions:
POLITICAL ACTIVITY
No employee may seek or hold an elected or appointed position in the City which would
constitute a direct conflict of interest. A direct conflict of interest is that which would
interfere with regular work duties or that which is prohibited by law. An employee will not
be allowed to actively campaign for any candidate during work hours (Hatch Act, USC
Title 5, § 15). No Civil Service employee shall be connected with any political campaign
or political management except to cast their vote and to express their personal opinion
privately (Hatch Act, USC Title 5, § 15).
SECTION NINE: Section 55 (Drug -Free Workplace /Drug and Alcohol
Testing) of the Jacksonville Policy Manual shall be amended, changed, and modified to
include the following provisions:
DRUG AND ALCOHOL TESTING
This Policy provides City employees with guidelines pertaining to drug and alcohol abuse
during the normal course of employment.
This Policy applies to all employees of the City at all locations.
Policy Statement:
The City provides a safe and productive work environment for all employees. It is the
policy of the City that employees shall not be involved with the unlawful use, possession,
sale, or transfer of drugs or narcotics in any manner that may impair their ability to
perform assigned duties or otherwise adversely affect the City's business. Further,
employees shall not possess alcoholic beverages in the workplace or consume alcoholic
beverages in association with the workplace or during work time. The specific purpose of
this procedure is to outline the methods for maintaining a work environment free from the
effects of alcohol /drug abuse or other substances that adversely affect the mind or body.
Ordinance No. 1419 (#07 -11)
Page Eleven
If we are to continue to fulfill our responsibility to provide reliable and safe service to our
customers and a safe work environment for our employees, employees must be
physically and mentally fit to perform their duties safely and efficiently.
Introduction:
A. Employees are expected to report for work and remain at work in condition to perform
assigned duties free from the effects of alcohol and drugs.
1. Alcohol abuse or illegal drug use and its physiological effects represent a
threat to the well -being and security of employees and could cause extensive
damage to the City's reputation and community standing.
2. Any involvement with alcohol /drugs that adversely affects the workplace or the
work environment will not be tolerated.
3. Off-the-job illegal drug activity or alcohol abuse that could have an adverse
effect on an employee's job performance or that could jeopardize the safety of
other employees, the public, City equipment, or the City's relations with the public
will not be tolerated.
B. Illegal drugs are those drugs defined as illegal under federal, state, or local laws; they
include, but are not limited to:
• Marijuana
• Heroin
• Hashish
• Cocaine
• Hallucinogens
Drug and alcohol tests will be conducted as a routine part of the pre - employment
physical examination for all applicants once an offer of employment has been made.
Applicants must satisfactorily pass the drug screen prior to reporting to work. Offers of
employment may be made, contingent upon satisfactorily meeting these requirements. If
the drug screening procedures indicate the presence of drugs or controlled substances,
the applicant will not be considered further for employment.
• Post - accident testing.
The City may require a post- accident drug test of all covered persons near the scene
following an on- the -job accident or incident. If an accident or incident occurs and it is
Ordinance No. 1419 ( #07 -11)
Page Twelve
determined that the employee is at- fault, the employee must submit to a drug test.
Covered persons may be suspended with pay until a full evaluation has taken place and
an appropriate course of action is determined.
The use of drugs or alcohol during working hours is strictly prohibited.
Consequences of Alcohol /Drug Abuse
A. Drug Abuse
The use, sale, or personal possession (e.g., on the person or in a desk, or vehicle) of
illegal drugs while on the job, including rest periods and meal periods, or on City property
is a terminable offense and may result in criminal prosecution. Any illegal drugs found
will be turned over to the appropriate law enforcement agency.
B. Alcohol Abuse
The use or personal possession (e.g., on the person, in a desk, or in a vehicle) of alcohol
during work time or on City property is a terminable offense,
For all employees, alcohol consumption is prohibited during the workday, including rest
periods and meal periods.
Any City employee who violates this substance abuse policy or who is arrested and/or
convicted of an alcohol or drug violation will be subject to disciplinary action, including
termination.
SECTION TEN: Section 56 (CDL Drug and Alcohol Policy) of the
Jacksonville Policy Manual shall be amended, changed, created, and modified to include
the following provisions:
EMPLOYEES WITH COMMERCIAL DRIVERS LICENSE (CDL) - DOT TESTING
The U.S. Department of Transportation (DOT), Federal Motor Carrier Safety
Administration (FMCSA), adopted regulations requiring certain commercial motor vehicle
operators to be tested for alcohol and drugs in order to reach the goal of an alcohol and
drug -free transportation environment. This brochure summarizes the rule as it applies to
all motor carriers.
WHO MUST COMPLY WITH THIS REQUIREMENT
Ordinance No. 1419 ( #07 -11)
Page Thirteen
The FMCSA's alcohol and drug testing rules apply to every person and to all employers
of such persons who operate a commercial motor vehicle in commerce in any state, and
is subject to: (1) the commercial driver's license requirements of 49 CFR Part 383.
TESTING PROCEDURES
The official testing procedures are based on those established by the Department of
Health and Human Services. These procedures include: urine sample collection,
laboratory procedures, and reporting and recordkeeping of final results. Only
laboratories certified by Health and Human Services under the National Laboratory
Certification Program (NLCP) may be used. These procedures exist to safeguard
accuracy and to protect the privacy of drivers.
A driver who has tested positive for any of the substances will be notified and may
discuss the positive test results with a qualified Medical Review Officer (MRO) before a
result is reported to the employer. The driver will have an opportunity to explain any
special circumstances to the MRO. The MRO has the authority and responsibility for
reporting the results to the carrier's alcohol and drug program management for action.
CONTROLLED SUBSTANCES
The regulations require testing for the following classes of substances:
• Marijuana (grass, pot, weed, hash, joint, Acapulco gold)
• Cocaine (coke, crack, snow, blow, flake, "C ", rock, base)
• Opiates - opium and codeine derivatives - (heroin, horse, "H ", junk, smack, scag,
Miss Emma)
• Amphetamines - amphetamines and methamphetamines - (uppers, speed,
bennies, black beauties, Christmas trees, crystal, mollies, crank, BAM, dexies)
• Phencyclidine - PCP - (angel dust, peace pill, hog, supergrass, embalming fluid,
rocket fuel, killer weed)
TESTS REQUIRED
The following tests apply to all persons who are required to have a CDL for the type
vehicle being operated:
Ordinance No. 1419 ( #07 -11)
Page Fourteen
Pre - Employment: This test is required and negative results must be received before a
motor carrier allows a driver to perform a safety sensitive function. The pre - employment
test is only required for controlled substances. Alcohol testing is permitted.
Reasonable Suspicion: This test is required when a trained supervisor /employer has
reasonable suspicion to believe that the driver has used alcohol and /or controlled
substances.
Random; This unannounced testing is based on a random selection of drivers. The
selection must be made by a scientifically valid method and all drivers covered by this
rule must have an equal chance of being tested. The names of drivers who are selected
for testing must be kept confidential until such time that the carrier notifies the driver to
take the test. Once the driver is notified, he /she must immediately proceed to the testing
facility and undergo testing. Every driver's name that is selected for testing must be
returned to the selection pool so that all drivers have an equal chance of being selected
at any time.
Random alcohol testing is also required by the DOT. However, random alcohol tests can
only be administered just prior to a driver performing a safety- sensitive function, while
performing a safety- sensitive function, or just after performing a safety- sensitive function.
Random controlled substances tests can be conducted at any time the driver is notified.
A driver who is selected and refuses to submit to a test must follow the requirements of
49 CFR Part 40, Subpart O.
Post Accident: This test applies to all CDL drivers who are involved in fatal crashes. The
test must also be conducted on all CDL drivers who are cited for moving violations
arising in a crash that requires a vehicle being towed or an injury requiring medical
attention away from the scene. The alcohol test must be conducted within Eight (8) hours
and the controlled substances test must be conducted within Thirty -two (32) hours of the
crash.
CONSEQUENCES
A driver who has violated DOT alcohol and drug regulations is prohibited from
performing DOT safety - sensitive duties for any motor carrier until he /she completes the
Ordinance No. 1419 ( #07 - 11)
Page Fifteen
Substance Abuse Professional (SAP) evaluation, referral, and education /treatment
process set forth in 49 CFR Part 40 Subpart 0, and in applicable FMCSA regulations.
Sources of Assistance for Motor Carriers
Motor carriers may find it easier to comply by:
• Forming a consortium (association or partnership) of similar operators to
administer or develop and implement a program for the group as a whole;
• Contracting with a company (such as a consulting or medical services firm) to run
a program for the carrier;
• Arranging for a group already in the industry (union or trade association) to set up
a program; or,
• Arranging to participate in the program of a larger carrier.
For information or assistance in establishing or joining a program, contact trade
associations or unions in your area.
Note: Carriers who employ only the owner as a driver must join a consortium.
For additional research and reading on the Federal Motor Carrier Safety Administration's
Alcohol and Drug Testing Regulations, please visit our web site at:
www.fmcsa.dot.gov
SECTION ELEVEN: All Ordinances, parts of Ordinances, or previous
actions taken by said Council in conflict herewith are hereby repealed to the extent of
such conflict.
SECTION TWELVE: Because passage of this Ordinance is necessary for
public peace and safety of the citizens of Jacksonville. This Ordinance and the terms of
the new Policies and Procedures Manual shall take effect on and after June 1, 2011, as
provided by and subject to the requirements of applicable law.
1
Ordinance No. 1419 ( #07 -11)
Page Sixteen
APPROVED AND ADOPTED THIS 21st DAY OF APRIL, 2011.
CITY OF JACKSONVILLE, ARKANSAS
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ROBE E.BAM ATTORNEY