[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. Employment
with the City of Albany is voluntarily entered into, and the employee
is free to resign at will at any time, with or without cause. Similarly,
the City of Albany may terminate the employment relationship at will
at any time, with or without notice or cause, so long as there is
no violation of applicable Federal or State law.
B. Policies
set forth in this handbook are not intended to create a contract,
nor are they to be construed to constitute contractual obligations
of any kind or a contract of employment between the City of Albany
and any of its employees. The provisions of the handbook have been
developed at the discretion of management and, except for its policy
of employment-at-will, may be amended or cancelled at any time at
the City of Albany's sole discretion.
C. These
provisions supersede all existing policies and practices and may not
be amended or added to without the express written approval of the
Board of Aldermen of the City of Albany.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. The
City of Albany believes that the work conditions, wages and benefits
it offers to its employees are competitive with those offered by other
employers in this area and in this industry. If employees have concerns
about work conditions or compensation, they are strongly encouraged
to voice these concerns openly and directly to the City Administrator.
B. Our
experience has shown that when employees deal openly and directly
with supervisors, the work environment can be excellent, communications
can be clear and attitudes can be positive. We believe that the City
of Albany amply demonstrates its commitment to employees by responding
effectively to employee concerns.
C. In
an effort to protect and maintain direct employer/employee communications,
we will resist organization, within applicable legal limits, and protect
the right of employees to speak for themselves.
D. If
and when employees examine the option of representation by individuals
outside the City of Albany, however, we strongly encourage careful
consideration of such related issues as regular deductions from paychecks
for representation fees, the potential for outside interference with
supervisory relationships, and the commitment to comply with directions
from third (3rd) parties.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. In
order to provide equal employment and advancement opportunities to
all individuals, employment decisions at City of Albany will be based
on merit, qualifications and abilities. The City of Albany does not
discriminate in employment opportunities or practices on the basis
of race, color, religion, sex, national origin, age, disability, or
any other characteristic protected by law.
B. The
City of Albany will make reasonable accommodations for qualified individuals
with known disabilities unless doing so would result in an undue hardship.
This policy governs all aspects of employment, including selection,
job assignment, compensation, discipline, termination, and access
to benefits and training.
C. Any
employees with questions or concerns about any type of discrimination
in the workplace are encouraged to bring these issues to the attention
of their immediate supervisor. Employees can raise concerns and make
reports without fear of reprisal. Anyone found to be engaging in any
type of unlawful discrimination will be subject to disciplinary action,
up to and including termination of employment.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. The
successful business operation and reputation of the City of Albany
is built upon the principles of fair dealing and ethical conduct of
our employees. Our reputation for integrity and excellence requires
careful observance of the spirit and letter of all applicable laws
and regulations, as well as a scrupulous regard for the highest standards
of conduct and personal integrity.
B. The
continued success of the City of Albany is dependent upon our residents'
trust and we are dedicated to preserving that trust. Employees owe
a duty to the City of Albany and its residents to act in a way that
will merit the continued trust and confidence of the public.
C. The
City of Albany will comply with all applicable laws and regulations
and expects its Mayor, Board and employees to conduct business in
accordance with the letter, spirit and intent of all relevant laws
and to refrain from any illegal, dishonest or unethical conduct.
D. In
general, the use of good judgment, based on high ethical principles,
will guide you with respect to lines of acceptable conduct. If a situation
arises where it is difficult to determine the proper course of action,
the matter should be discussed openly with your immediate supervisor
and, if necessary, with the City Administrator for advice and consultation.
E. Compliance
with this policy of business ethics and conduct is the responsibility
of every City of Albany employee. Disregarding or failing to comply
with this standard of business ethics and conduct could lead to disciplinary
action, up to and including possible termination of employment.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. The
employment of relatives in the same area of an organization may cause
serious conflicts and problems with favoritism and employee morale.
In addition to claims of partiality in treatment at work, personal
conflicts from outside the work environment can be carried over into
day-to-day working relationships.
B. For
purposes of this policy, a "relative" is any person
who is related by blood or marriage or whose relationship with the
employee is similar to that of persons who are related by blood or
marriage. This policy applies to all employees without regard to the
gender or sexual orientation of the individuals involved.
C. Relatives
of current employees may not occupy a position that will be working
directly for or supervising their relative. The City of Albany also
reserves the right to take prompt action if an actual or potential
conflict of interest arises involving relatives or individuals involved
in a dating relationship who occupy positions at any level (higher
or lower) in the same line of authority that may affect the review
of employment decisions.
D. If
a relative relationship is established after employment between employees
who are in a reporting situation described above, it is the responsibility
and obligation of the supervisor involved in the relationship to disclose
the existence of the relationship to management. The individuals concerned
will be given the opportunity to decide who is to be transferred to
another available position. If that decision is not made within thirty
(30) calendar days, management will decide who is to be transferred
or, if necessary, terminated from employment.
E. In
other cases where a conflict or the potential for conflict arises
because of the relationship between employees, even if there is no
line of authority or reporting involved, the employees may be separated
by reassignment or terminated from employment. Employees in a close
personal relationship should refrain from public workplace displays
of affection or excessive personal conversation.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. To
help ensure that employees are able to perform their duties safely,
medical examinations may be required.
B. After
an offer has been made to an applicant entering a designated job category,
a medical examination will be performed at the employee's expense.
The offer of employment and assignment to duties is contingent upon
satisfactory completion of the exam.
C. Information
on an employee's medical condition or history will be kept separate
from other employee information and maintained confidentially. Access
to this information will be limited to those who have a legitimate
need to know.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. The
City of Albany is committed to employing only United States citizens
and aliens who are authorized to work in the United States and does
not unlawfully discriminate on the basis of citizenship or national
origin.
B. In
compliance with the Immigration Reform and Control Act of 1986, each
new employee, as a condition of employment, must complete the Employment
Eligibility Verification Form I-9 and present documentation establishing
identity and employment eligibility. Former employees who are rehired
must also complete the form if they have not completed an I-9 with
the City of Albany within the past three (3) years or if their previous
I-9 is no longer retained or valid.
C. Employees
with questions or seeking more information on immigration law issues
are encouraged to contact the payroll manager. Employees may raise
questions or complaints about immigration law compliance without fear
of reprisal.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. Employees
have an obligation to conduct business within guidelines that prohibit
actual or potential conflicts of interest. This policy establishes
only the framework within which the City of Albany wishes the business
to operate. The purpose of these guidelines is to provide general
direction so that employees can seek further clarification on issues
related to the subject of acceptable standards of operation. Contact
the City Administrator for more information or questions about conflicts
of interest.
B. An
actual or potential conflict of interest occurs when an employee is
in a position to influence a decision that may result in a personal
gain for that employee or for a relative as a result of the City of
Albany's business dealings. For the purposes of this policy, a "relative" is any person who is related by blood or marriage
or whose relationship with the employee is similar to that of persons
who are related by blood or marriage.
C. No
"presumption of guilt" is created by the mere existence of a relationship
with outside firms. However, if employees have any influence on transactions
involving purchases, contracts or leases, it is imperative that they
disclose to the City Administrator as soon as possible the existence
of any actual or potential conflict of interest so that safeguards
can be established to protect all parties.
D. Personal
gain may result not only in cases where an employee or relative has
a significant ownership in a firm with which the City of Albany does
business, but also when an employee or relative receives any kickback,
bribe, substantial gift or special consideration as a result of any
transaction or business dealings involving City of Albany.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. An
employee may hold a job with another organization as long as he/she
satisfactorily performs his/her job responsibilities with the City
of Albany. All employees will be judged by the same performance standards
and will be subject to the City of Albany's scheduling demands, regardless
of any existing outside work requirements.
B. If
City of Albany determines that an employee's outside work interferes
with performance or the ability to meet the requirements of the City
of Albany as they are modified from time to time, the employee may
be asked to terminate the outside employment if he/she wishes to remain
with the City of Albany.
C. Outside
employment will present a conflict of interest if it has an adverse
impact on the City of Albany.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. The
City of Albany is committed to complying fully with the Americans
with Disabilities Act (ADA) and ensuring equal opportunity in employment
for qualified persons with disabilities. All employment practices
and activities are conducted on a non-discriminatory basis.
B. Hiring
procedures have been reviewed and provide persons with disabilities
meaningful employment opportunities. Pre-employment inquiries are
made only regarding an applicant's ability to perform the duties of
the position.
C. Post-offer
medical examinations are required only for those positions in which
there is a bona fide job related physical requirement. They are given
to all persons entering the position only after conditional job offers.
Medical records will be kept separate and confidential.
D. Reasonable
accommodation is available to all disabled employees, where their
disability affects the performance of job functions. All employment
decisions are based on the merits of the situation in accordance with
defined criteria, not the disability of the individual.
E. Qualified
individuals with disabilities are entitled to equal pay and other
forms of compensation (or changes in compensation) as well as in job
assignments, classifications, organizational structures, position
descriptions, lines of progression and seniority lists. Leave of all
types will be available to all employees on an equal basis.
F. The
City of Albany is also committed to not discriminating against any
qualified employees or applicants because they are related to or associated
with a person with a disability. The City of Albany will follow any
State or local law that provides individuals with disabilities greater
protection than the ADA.
G. This
policy is neither exhaustive nor exclusive. The City of Albany is
committed to taking all other actions necessary to ensure equal employment
opportunity for persons with disabilities in accordance with the ADA
and all other applicable Federal, State and local laws.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A. The
City of Albany provides employees an opportunity to indicate their
interest in open positions and advance within the organization according
to their skills and experience. In general, notices of all regular,
full-time job openings are posted, although City of Albany reserves
its discretionary right to not post a particular opening.
B. Job
openings will be posted in the employee newsletter and normally remain
open for fifteen (15) days. Each job posting notice will include the
dates of the posting period, job title, department, location, job
summary, essential duties and qualifications (required skills and
abilities).
C. To
be eligible to apply for a posted job, employees must have performed
competently for at least one hundred eighty (180) calendar days in
their current position. Employees who have a written warning on file
or are on probation or suspension are not eligible to apply for posted
jobs. Eligible employees can only apply for those posted jobs for
which they possess the required skills, competencies and qualifications.
D. To
apply for an open position, employees should submit a application
to the City Administrator listing job-related skills and accomplishments.
It should also describe how their current experience with City of
Albany and prior work experience and/or education qualifies them for
the position.
E. Job
posting is a way to inform employees of openings and to identify qualified
and interested applicants who might not otherwise be known to the
hiring manager. Other recruiting sources may also be used to fill
open positions in the best interest of the organization.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
General employees of the City of Albany shall not be required
to live within the City limits, but they are encouraged to do so.
This suggestion is intended to foster a greater interest in and concern
for the welfare of the community on the part of City employees. At
the time of appointment, promotion, demotion, etc., if all other factors
are equal, City residents shall be given favorable preference. Uniformed
employees, such as members of the Police Department, must reside within
the City limits because they are subject to emergency call to active
duty at any time.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
The minimum age for employment as an employee of the City of
Albany shall be eighteen (18) years of age. The minimum age for employment
of seasonal employees shall be sixteen (16) years of age.