A.
Campaigning. Employees may participate in any federal, state, county
or local political campaign, provided such participation is conducted
away from any City buildings, properties or City work site and is
not conducted during working hours. Any employee whose position is
funded by a federal program and/or monies shall be subject to the
provisions of 5 U.S.C. § 1501 et seq., as amended, commonly
known as the "Hatch Act."
B.
Election to municipal office. Any employee elected to municipal office
in the City of Las Vegas shall resign from the employ of the City.
C.
On election day, a voter may absent himself from employment in which
he is engaged for two hours for the purposes of voting between time
of opening and closing the polls. The voter shall not be liable to
any penalty for such absence. However, the employer may specify the
hours during this period in which the voter may be absent. This does
not apply to any employee whose workday begins more than two hours
subsequent to the time of opening polls or ends more than three hours
prior to the time of closing the polls.
D.
The department director shall specify the hours during which the
employee may be allowed the required time off to vote.
E.
All departments shall schedule the time off to vote so that the departments
remain in operation during the normal workday 8:00 a.m. to 5:00 p.m.
or 7:30 a.m. to 4:30 p.m., whichever the case may be.
F.
All employees on temporary status shall be scheduled in accordance
with the above provisions.
A.
Conditions. An employee is free to pursue outside employment, provided
there is no conflict of interest, the employment does not occur during
the assigned working hours of the employee, and the efficiency of
the employee is maintained.
B.
Authorization. The employee may request authorization to pursue outside employment from their respective department director. Employee's attendance record will be reviewed prior to granting such authorization. Such request is subject to the approval of the City Manager. If at any time the department director, for any of the reasons cited in Subsection A, determines that an employee should not continue outside employment, the department director may rescind such approval.
All employees must perform their responsibilities in accordance
with the ethics policy set forth by Administrative Regulation Ethics
Standards, set for the organization to protect the interest of all
employees, the interest of the City and the interest of the general
public. (Refer to Administrative
Regulation A-96-135.[1])
[1]
Editor's Note: Administrative regulations are available from
the City offices.
A.
The City of Las Vegas' employees are required to dress in a manner
that is appropriate for the workplace. Employees shall always be well-groomed
and dressed in a manner suitable for the public service environment
and to reflect favorably the City's image. All clothing and accessories
should be functional and safe for the type of work performed. Employees
shall represent the City to the public in a courteous, efficient and
helpful manner.
(1)
Employees not required to wear uniforms should wear clothing which
is neat, clean and suitable for the type of work the employee is required
to do.
(2)
Employees required to wear uniforms shall wear uniforms at all times
while on duty that are clean, fresh and properly maintained. Administrative
Regulation A-96-138 shall be adhered to regarding the work uniform
for labor trade, City employees and department directors. Administrative
Regulation A-94-112 for Police Department personnel and Resolution
No. 82-43 for Fire Department personnel.[1]
[1]
Editor's Note: Administrative regulations are available from
the City offices.
Chapter 48, Labor Management Relations, of the Code of the City
of Las Vegas provides rights, responsibilities and procedures in the
employment relationship between the employees and the employer.
A.
Chapter 48, Labor Management Relations, guarantees employees the
right to organize and bargain collectively with their employer, protects
the rights of the employer, attempts to promote harmonious and cooperative
relationships between the employer and the employees, and acknowledges
the rights of the citizens to the orderly and uninterrupted delivery
of services.
B.
In the event of conflict with other City ordinances, the provisions
of Chapter 48, Labor Management Relations, shall supersede other previously
enacted ordinances. City-sanctioned rules and regulations, administrative
directives, departmental rules and regulations, and work place practices
shall control unless there is a conflict with a collective bargaining
agreement. Where a conflict exists, the collective bargaining agreement
shall control. (Refer to Ordinance No. 82-26 available at the Human
Resource Office.[1])
[1]
Editor's Note: See also Ch. 48, Labor Management Relations.
A.
Conditions for full City payment. Training directed and/or required
by the City shall be paid by the City in full and in accordance with
state and City training/travel policies as defined by administrative
regulation.[1]
[1]
Editor's Note: Administrative regulations are available from
the City offices.
B.
Conditions for the City contribution. An employee may request City
reimbursement toward any training which is not required by the City
but which is job related. The department director may authorize City
reimbursement toward such training based on the job relatedness of
the training and on the availability of funds, and if such training
does not adversely interfere with the employee's job performance.
Such request for reimbursement must be made prior to participation
on the training.[2]
[2]
Editor's Note: The application for training reimbursement is included at the end of this chapter.
C.
Amount of City reimbursement. If authorization is granted by the
department director, the City shall pay, upon adequate documentation
of successful completion of training, up to 75% of the cost of any
job-related training.
D.
Obligation of the employee. As a condition to receiving the City's
reimbursement, the employee must:
(1)
Provide adequate documentation to the department director that he
or she completed the training with a passing grade of "C" or better.
(2)
Sign an agreement with the City which states that in the event the
employee terminates with the City for any reason within one year of
the completion of training, the City's contribution toward training
for the past year will be deducted from the employee's final paycheck.
E.
Obligation of law enforcement training.
(1)
All employees hired within the Police Department and Fire Department
who require certification status to perform the functions of their
job shall be required to successfully complete the required training
as a condition of continued employment.
(2)
The employee must enter into an employment agreement with the City
of Las Vegas whereby he/she shall remain as a City employee for a
period not less than two years. In the event the employee terminates
with the City for any reason within two years of the completion of
training, the City's contribution toward the training will be deducted
from the employee's final paycheck.
The Americans With Disabilities Act[1] gives civil rights protection to individuals with disabilities
that are like those provided to individuals on the basis of race,
sex, national origin and religion. It guarantees equal opportunity
for individuals with disabilities in employment, public accommodations,
transportation, state and local government services and telecommunications.
[1]
Editor's Note: See 42 U.S.C. § 12101 et seq.
This program provides temporary modified work duty for employees
who are off from work under workers' compensation, who are unable
temporarily to return to their regular job classifications. The required
modified duty may extend for a period of up to 90 working days, or
until employee reaches maximum medical improvement as identified by
the physician, whichever is less. This program is governed by Administrative
Regulation No. A-95-117[1].
[1]
Editor's Note: Administrative regulations are available from
the City offices.
Procedure for reporting sexual harassment is pursuant to Administrative
Regulation A-95-116.[1]
A.
Sexual harassment of any form is prohibited within the City of Las
Vegas and shall be reported immediately to the Human Resource Director
for guidance.
B.
The Human Resource Director will provide guidance and/or initiate
a prompt, discreet investigation upon being informed of sexual harassment
incidents.
C.
Based on the information provided by the complainant, the Human Resource
Director will then determine if an investigation is appropriate. When
an investigation is appropriate, the Human Resource Director or his/her
designee will first inform the accused person's supervisor, and the
supervisor will then proceed with such disciplinary action pursuant
to the City's personnel rules and regulations pursuant to administrative
regulation.
[1]
Editor's Note: Administrative regulations are available from
the City offices.
