[HISTORY: Adopted by the Town Board of the
Town of Albion 10-20-2008 by L.L. No. 4-2008. Amendments noted where
applicable.]
The rules listed in this policy are to establish
a standard of acceptable behavior to ensure delivery of Town services
to the community.
A.
The orderly and efficient operation of Town business
and its diverse services requires that all employees observe certain
minimum standards of behavior and performance. Ultimately, the purpose
of government is to protect the health, safety and welfare if its
residents.
B.
The rules listed below are to ensure proper conduct
by all employees so that employees' health and safety are protected,
delivery of necessary services is not interrupted, and Town and personal
property are protected.
A.
Department heads shall ensure that the procedure set
forth in this policy is followed by their department staff.
B.
All Town employees, officers, and elected and appointed
officials are required to read this policy and sign an acknowledgement
of the Rules of Conduct annually. The acknowledgement is archived
in the employee's personnel file by his/her department head.
C.
We believe that you'll find the rules reasonable and
easy to follow. However, some will fail to follow the rules. Therefore,
unsatisfactory work performance or violation of rules is likely to
result in disciplinary action. Wherever it appears in this handbook,
the term "disciplinary action" shall mean "disciplinary action up
to and including termination."
D.
The Town of Albion Policy Committee shall maintain
this policy.
The Town of Albion endorses the policy of progressive
discipline. Normal steps in this process are verbal warning documented
in writing and acknowledged by both parties, written warning, suspension
from duty, and finally discharge. The policy of progressive discipline
does not necessarily apply for a number of the more-serious violations
or offenses, where immediate discharge, in line with due process,
may be required.
General work rules that apply in Town units
are listed below. The list is not all-inclusive, because no list of
rules can cover every possible situation.
A.
The following acts are prohibited and are likely to
result in disciplinary action:
(1)
Fighting, provoking a fight or disorderly conduct
of any kind and horseplay of any type. Employees shall not engage
in fighting with other employees; the aggressor will be reprimanded.
(2)
Sale of or possession of alcoholic beverages or illegal
or illicit substances on Town premises. Medical prescriptions shall
be used for the purpose intended and only by the person prescribed.
(3)
Reporting for work under the influence of alcohol
or drugs. The employee shall be sent home. The employee will not be
paid for that day.
(4)
Additionally, employees and officials shall not drink
alcoholic beverages during working hours and shall not be allowed
to park Town vehicles in front of establishments that serve alcoholic
beverages unless on Town business.
(5)
Immoral or unethical conduct or indecency of any kind.
(6)
Conviction of a crime that relates to or could affect
the performance of his/her duties.
(7)
Abusive, threatening or discourteous treatment or
language toward/to any fellow employee, supervisor or member of the
public or any other conduct that does not warrant public trust. Employees
and officials shall not use abusive, vulgar, or profane language any
time, either with communication devices or in conversation with residents
or other employees.
(8)
Willful violation of safety rules and practices, including
failure to use safety equipment.
(9)
Insubordination or failure to follow the reasonable
direction or order of a supervisor. Even if you have reservations
concerning a specific order or direction, carry it out as directed,
unless doing so would create a definite health hazard to self or another
or would result in dishonesty. If, after having carried out the order/direction,
you still seriously question its appropriateness, file a grievance
concerning the action and have the matter settled through appropriate
channels. All employees represented by a bargaining unit shall follow
the grievance procedure defined in their bargaining unit contract.
(10)
Deliberately restricting work output or interfering
with the work performed by your department or that performed by others.
(11)
Destruction or theft of property, tools or equipment
belonging either to the Town or to any other employee or person.
(12)
Falsification of or making any inaccurate material
change in any Town record or any letter or document submitted to the
Town, including but not limited to records or time sheets.
(13)
Failure to report to work without authorization for
extension after expiration of an approved leave.
(14)
Unauthorized use and/or removal of Town property,
materials, tools, equipment, records, or any other materials from
Town premises is considered a violation of the Town's Private Use
of Public Assets Policy.
(15)
Unauthorized possession of firearms, weapons, or explosives,
either on the employee's person or on Town property. The Town premises
are weapons-free.
(16)
Soliciting or accepting any financial or nonfinancial
reward in return for special consideration in the purchase or providing
of goods or services or awarding of any contract.
(17)
Leaving the work area during working hours without
permission of the supervisor.
(18)
The circulation of malicious and slanderous rumors,
documents, or remarks concerning any employee, Town government, its
services, or the Town's bargaining agents.
(19)
Gambling in any form on Town premises.
(20)
Posting or distributing of any material on Town property
without Town permission; alteration, defacing or removal of authorized
notices appearing on Town bulletin boards.
(21)
Performing conduct of other than incidental personal
business during working hours.
(22)
Unreasonable number of absences, failure to report
absences, or any unauthorized absence. Employees must call before
starting time if they are unable to come to work. A doctor's certificate
will be required if you are absent for sickness more than three days
(pending negotiation with bargaining unit).
(23)
Repeated and excessive tardiness.
(24)
Sleeping during working hours.
(25)
Failure to complete incident and accident reports
as required.
(26)
Unlocking, entering or breaking into an unauthorized
area or space.
(27)
Soliciting tips or gratuities from the public or Town
residents.
(28)
Harassment of any kind or retaliation against any
Town employee or other individual having business with the Town.
(29)
Failure to work scheduled overtime (pending negotiation
with bargaining unit).
B.
The following are rules of proper conduct:
(1)
Employees shall report for work on time and be ready
to work when their shift begins.
(2)
Employees shall be allowed two fifteen-minute rest
periods: one in the morning, and the other in the afternoon. Personal
use of Town equipment during this rest period is not permitted. Repeated
unauthorized extension of rest breaks or lunch periods is not permitted
(pending negotiation with bargaining unit).
(3)
Employees must notify their immediate supervisor if
absent two successive working days. Lack of notification will be considered
voluntary termination (pending negotiation with bargaining unit).
(4)
Employees shall be allowed to smoke except in prohibited
areas.
(5)
Employees shall maintain conduct towards residents
or their representatives that will effect continued good relations
in the best interests of the Town.
Failure to abide by the above requirements of
the Town of Albion leads to review by the immediate supervisor and/or
the Town Board and may result in suspension or dismissal.
