[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.