[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A.
To
ensure orderly operations and provide the best possible work environment,
the City of Albany expects employees to follow rules of conduct that
will protect the interests and safety of all employees and the organization.
B.
It
is not possible to list all the forms of behavior that are considered
unacceptable in the workplace. The following are examples of infractions
of rules of conduct that may result in disciplinary action, up to
and including termination of employment:
1.
Theft or inappropriate removal or possession of property.
2.
Falsification of timekeeping records.
3.
Working under the influence of alcohol or illegal drugs.
4.
Possession, distribution, sale, transfer or use of alcohol or illegal
drugs in the workplace, while on duty or while operating employer-owned
vehicles or equipment.
5.
Fighting or threatening violence in the workplace.
6.
Boisterous or disruptive activity in the workplace.
7.
Negligence or improper conduct leading to damage of employer-owned
or customer-owned property.
8.
Insubordination or other disrespectful conduct.
9.
Violation of safety or health rules.
10.
Smoking in prohibited areas.
11.
Sexual or other unlawful or unwelcome harassment.
12.
Possession of dangerous or unauthorized materials, such as explosives
or firearms, in the workplace.
13.
Excessive absenteeism or any absence without notice.
14.
Unauthorized absence from work station during the workday.
15.
Unauthorized use of telephones, mail system or other employer-owned
equipment.
16.
Violation of personnel policies.
17.
Unsatisfactory performance or conduct.
C.
Employment
with the City of Albany is at the mutual consent of the City of Albany
and the employee and either party may terminate that relationship
at any time, with or without cause and with or without advance notice.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A.
It
is the City of Albany's desire to provide a drug-free, healthful and
safe workplace. To promote this goal, employees are required to report
to work in appropriate mental and physical condition to perform their
jobs in a satisfactory manner.
B.
While
on the City of Albany premises and while conducting business-related
activities off City of Albany premises, no employee may use, possess,
distribute, sell or be under the influence of alcohol or illegal drugs.
The legal use of prescribed drugs is permitted on the job only if
it does not impair an employee's ability to perform the essential
functions of the job effectively and in a safe manner that does not
endanger other individuals in the workplace.
C.
Violations
of this policy may lead to disciplinary action, up to and including
immediate termination of employment and/or required participation
in a substance abuse rehabilitation or treatment program. Such violations
may also have legal consequences.
D.
Employees
with questions or concerns about substance dependency or abuse are
encouraged to discuss these matters with their supervisor to receive
assistance or referrals to appropriate resources in the community.
E.
Employees
with drug or alcohol problems that have not resulted in, and are not
the immediate subject of, disciplinary action may participate in a
rehabilitation or treatment program through the City of Albany's health
insurance benefit coverage.
F.
Under
the Drug-Free Workplace Act, an employee who performs work for a government
contract or grant must notify City of Albany of a criminal conviction
for drug-related activity occurring in the workplace. The report must
be made within five (5) days of the conviction.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A.
The
City of Albany has a zero tolerance policy regarding sexual harassment
and is committed to providing a work environment that is free from
all forms of discrimination and conduct that can be considered harassing,
coercive or disruptive, including sexual harassment. Actions, words,
jokes or comments based on an individual's sex, race, color, national
origin, age, religion, disability, sexual orientation or any other
legally protected characteristic will not be tolerated. The City of
Albany provides ongoing sexual harassment training to ensure you the
opportunity to work in an environment free of sexual and other unlawful
harassment.
B.
"Sexual harassment" is defined as unwanted sexual advances
or visual, verbal or physical conduct of a sexual nature. This definition
includes many forms of offensive behavior and includes gender-based
harassment of a person of the same sex as the harasser. The following
is a partial list of sexual harassment examples:
1.
Unwanted sexual advances.
2.
Offering employment benefits in exchange for sexual favors.
3.
Making or threatening reprisals after a negative response to sexual
advances.
4.
Visual conduct that includes leering, making sexual gestures or displaying
of sexually suggestive objects or pictures, cartoons or posters.
5.
Verbal conduct that includes making or using derogatory comments,
epithets, slurs or jokes.
6.
Verbal sexual advances or propositions.
7.
Verbal abuse of a sexual nature, graphic verbal commentaries about
an individual's body, sexually degrading words used to describe an
individual or suggestive or obscene letters, notes or invitations.
8.
Physical conduct that includes touching, assaulting or impeding or
blocking movements.
|
|
Unwelcome sexual advances (either verbal or physical), requests
for sexual favors and other verbal or physical conduct of a sexual
nature constitute sexual harassment when:
| |
|
1.
|
Submission to such conduct is made either explicitly or implicitly
a term or condition of employment;
| |
|
2.
|
Submission or rejection of the conduct is used as a basis for
making employment decisions; or
| |
|
3.
|
The conduct has the purpose or effect of interfering with work
performance or creating an intimidating, hostile or offensive work
environment.
| |
C.
If
you experience or witness sexual or other unlawful harassment in the
workplace, report it immediately to your supervisor. If the supervisor
is unavailable or you believe it would be inappropriate to contact
that person, you should immediately contact the City Administrator
or any other member of management. You can raise concerns and make
reports without fear of reprisal or retaliation.
D.
All
allegations of sexual harassment will be quickly and discreetly investigated.
To the extent possible, your confidentiality and that of any witnesses
and the alleged harasser will be protected against unnecessary disclosure.
When the investigation is completed, you will be informed of the outcome
of the investigation.
E.
Any
supervisor or manager who becomes aware of possible sexual or other
unlawful harassment must immediately advise the City Administrator
or any member of management so it can be investigated in a timely
and confidential manner. Anyone engaging in sexual or other unlawful
harassment will be subject to immediate termination.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A.
To
maintain a safe and productive work environment, the City of Albany
expects employees to be reliable and to be punctual in reporting for
scheduled work. Absenteeism and tardiness place a burden on other
employees and on the City of Albany. In the rare instances when employees
cannot avoid being late to work or are unable to work as scheduled,
they should notify their supervisor as soon as possible in advance
of the anticipated tardiness or absence.
B.
Poor
attendance and excessive tardiness are disruptive. Either may lead
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.
Dress,
grooming and personal cleanliness standards contribute to the morale
of all employees and affect the business image the City of Albany
presents to customers and visitors.
B.
During
business hours or when representing the City of Albany, you are expected
to present a clean, neat and tasteful appearance. You should dress
and groom yourself according to the requirements of your position
and accepted social standards. This is particularly true if your job
involves dealing with customers or visitors in person.
C.
Your
supervisor or department head is responsible for establishing a reasonable
dress code appropriate to the job you perform. If your supervisor
feels your personal appearance is inappropriate, you may be asked
to leave the workplace until you are properly dressed or groomed.
Under such circumstance, you will not be compensated for the time
away from work. Consult your supervisor if you have questions as to
what constitutes appropriate appearance. Where necessary, reasonable
accommodation may be made to a person with a disability.
D.
Without
unduly restricting individual tastes, the following personal appearance
guidelines should be followed:
1.
Shoes must provide safe, secure footing and offer protection against
hazards.
2.
Mustaches and beards must be clean, well trimmed and neat.
3.
Hairstyles are expected to be in good taste.
4.
Unnaturally colored hair and extreme hairstyles, such as spiked hair
and shaved heads, do not present an appropriate professional appearance.
5.
Long hairstyles should be worn with hair pulled back off the face
and neck to avoid interfering with job performance.
6.
Offensive body odor and poor personal hygiene is not professionally
acceptable.
7.
Jewelry should not be functionally restrictive, dangerous to job
performance or excessive.
8.
Facial jewelry, such as eyebrow rings, nose rings, lip rings and
tongue studs, is not professionally appropriate and must not be worn
during business hours.
9.
Multiple ear piercing (more than one (1) ring in each ear) are not
professionally appropriate and must not be worn during business hours.
10.
Torso body piercings with visible jewelry or jewelry that can be
seen through or under clothing must not be worn during business hours.
11.
Visible excessive tattoos and similar body art must be covered during
business hours.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
Employees are responsible for all City of Albany property, materials
or written information issued to them or in their possession or control.
Employees must return all City of Albany property immediately upon
request or upon termination of employment. Where permitted by applicable
laws, the City of Albany may withhold from the employee's check or
final paycheck the cost of any items that are not returned when required.
The City of Albany may also take all action deemed appropriate to
recover or protect its property.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A.
Resignation
is a voluntary act initiated by the employee to terminate employment
with the City of Albany. Although advance notice is not required,
the City of Albany requests at least two (2) weeks' written resignation
notice from all employees.
B.
If
an employee does not provide advance notice as requested, the employee
will be considered ineligible for rehire.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
02-10 §§1 — 2, 7-23-2002]
A.
In
an effort to ensure a productive and harmonious work environment,
persons not employed by the City of Albany may not solicit or distribute
literature in the workplace at any time for any purpose.
B.
The
City of Albany recognizes that employees may have interests in events
and organizations outside the workplace. However, employees may not
solicit or distribute literature concerning these activities during
working time. (Working time does not include lunch periods, work breaks
or any other periods in which employees are not on duty.)
C.
Examples
of impermissible forms of solicitation include:
1.
The collection of money, goods or gifts for political groups.
2.
The sale of goods, services or subscriptions outside the scope of
official organization business.
3.
The circulation of petitions.
4.
The distribution of literature not approved by the employer.
5.
The solicitation of memberships, fees or dues.
D.
In
addition, the posting of written solicitations on company bulletin
boards is restricted. These bulletin boards display important information
and employees should consult them frequently for:
1.
Affirmative Action statement.
2.
Job openings.
3.
Organization announcements.
4.
Workers' Compensation insurance information.
|
|
If employees have a message of interest to the workplace, they
may submit it to the City Administrator for approval. All approved
messages will be posted by the City Administrator.
|
[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 providing a safe, efficient and productive
work environment for all employees. Using or being under the influence
of drugs or alcohol on the job may pose serious safety and health
risks. To help ensure a safe and healthful working environment, employees
may be asked to provide body substance samples (such as urine and/or
blood) to determine the illicit or illegal use of drugs and alcohol.
Refusal to submit to drug testing may result in disciplinary action,
up to and including termination of employment.
B.
Copies
of the drug testing policy will be provided to all employees. Questions
concerning this policy or its administration should be directed to
the City Administrator.
[Ord. No. 98-43 §§1 —
2, 11-3-1998; Ord. No.
99-34 §2, 10-19-1999; Ord. No. 02-10 §§1 — 2, 7-23-2002]
A.
The
purpose of this policy is to state the City of Albany's position on
administering equitable and consistent discipline for unsatisfactory
conduct in the workplace. The best disciplinary measure is the one
that does not have to be enforced and comes from good leadership and
fair supervision at all employment levels.
B.
The
City of Albany's own best interest lies in ensuring fair treatment
of all employees and in making certain that disciplinary actions are
prompt, uniform and impartial. The major purpose of any disciplinary
action is to correct the problem, prevent recurrence and prepare the
employee for satisfactory service in the future.
C.
Although
employment with the City of Albany is based on mutual consent and
both the employee and the City of Albany have the right to terminate
employment at will, with or without cause or advance notice, the City
of Albany may use progressive discipline at its discretion.
D.
Disciplinary
action may call for any of four (4) steps:
E.
"Progressive discipline" means that, with respect to most
disciplinary problems, these steps will normally be followed:
G.
The
City of Albany recognizes that there are certain types of employee
problems that are serious enough to justify either a suspension or,
in extreme situations, termination of employment, without going through
the usual progressive discipline steps.
H.
While
it is impossible to list every type of behavior that may be deemed
a serious offense, the employee conduct and work rules policy includes
examples of problems that may result in immediate suspension or termination
of employment. However, the problems listed are not all necessarily
serious offenses but may be examples of unsatisfactory conduct that
will trigger progressive discipline.
I.
By
using progressive discipline, we hope that most employee problems
can be corrected at an early stage benefiting both the employee and
the City of Albany.
