The purpose of this Part 2 is to establish personnel rules and regulations that will provide accurate guidelines when addressing the various personnel activities and transactions. The intention is to indicate the best and most reasonable method of carrying out the goals of the personnel program and to inform the employees of the City of Franklin regarding the conditions of their employment. These guidelines do not create a contract of employment for a definite period of time and do not alter the at-will nature of the employment relationship. Management reserves the right to change or amend personnel rules and regulations at its discretion.
These rules and regulations shall cover all full-time, part-time (both regularly scheduled and on call) and temporary City employees. Persons not subject to these rules and regulations are as follows: elected officers and officers appointed by the City Council, members of boards and commissions, positions to which no compensation is attached, employees of the School Department and persons employed in a professional capacity to make special and temporary studies, investigations or inquiries.
For the purposes of this policy, the following terms shall have the meanings indicated:
AVERAGE OF A WEEK'S SCHEDULE
The daily hours for the purpose of computing scheduled vacation/holiday/sick hours due. For example: 32 hours per week would be six hours per day for computing day of pay (rounding would occur to the nearest whole hour).
FULL-TIME REGULAR EMPLOYEE
Those employees who regularly work a minimum of 40 hours per week for 12 or more consecutive calendar months in any job classification established by the City as a regular position.
PART-TIME REGULAR EMPLOYEE
Those employees who work less than 40 hours per week but at least 20 hours and who are retained to work 12 or more consecutive calendar months in any job classification established by the City as a regular position. On-call employees are not considered regularly scheduled part-time employees.
TEMPORARY EMPLOYEE
Those employees, regardless of the number of hours worked, whose positions are of a temporary or seasonal nature.
These rules and regulations shall be administered to all City employees by the City Manager. Persons functioning as department heads shall administer these rules and regulations, where applicable, in their respective departments.
A. 
Discrimination. It is the policy of the City of Franklin that all employees shall enjoy a working environment free from all forms of discrimination. Specifically, the City prohibits any type of discrimination or harassment on the basis of race, creed, color, citizenship, national origin, religion, age, gender, pregnancy, marital status, physical disability, mental disability, sexual orientation or genetic information. Also see Article I.
B. 
Religious accommodation. The City of Franklin is dedicated to reasonably accommodate sincerely held religious beliefs unless accommodation would impose an undue hardship that would result in loss of efficiency or additional burden to taxpayers i.e., payment of overtime or additional staff.
C. 
Americans with Disabilities Act (ADA).
(1) 
In accordance with the Americans with Disabilities Act of 1990 ("ADA") and RSA 354-A, the City of Franklin prohibits any form of discrimination in hiring as well as in all terms and conditions of employment against individuals with physical or mental disabilities. We will make every effort to make reasonable accommodations to ensure equal opportunity for qualified individuals with disabilities in the application process and in performing essential job functions, so as to afford enjoyment of the same benefits and privileges of employment as are enjoyed by employees without disabilities.
(2) 
Please notify the applicable department head if, because of a disability, you require an accommodation to perform the essential functions of your job. You may be asked to provide medical information regarding your disability and possible accommodations, and we expect that you will engage in this interactive process in good faith so that we may determine eligibility for accommodation and identify reasonable accommodations. We will maintain all medical information in a confidential manner in accordance with the ADA, and will provide reasonable accommodations as required by law. The City may decline to provide accommodations to individuals who are not qualified individuals within the meaning of the law and may also decline to provide accommodations that are not reasonable or that cause an undue hardship.