[Ord. No. 2010-19 § 1, 8-5-2010]
[Ord. No. 2010-19 § 1, 8-5-2010]
Maysville is an equal opportunity employer. As such, the City is interested in hiring the most qualified candidate for employment and will not use discriminatory criteria in hiring employees. Employee practices will not be influenced or affected by an applicant's/employee's race, color, religion, sex, national origin, age, disability or any other characteristic protected by law.
[Ord. No. 2010-19 § 1, 8-5-2010]
Full-time employment with the City shall have precedence over the other occupational interests of employees. All outside employment for salary, wages or commissions and all self-employment must be reported to the Mayor. No employee shall engage in or accept private employment or render services for private interest when such employment or service is incompatible or creates a conflict of interest with his/her official duties.
[Ord. No. 2010-19 § 1, 8-5-2010]
A. 
It is the City's goal to provide a drug-free, healthful and safe workplace. To promote this objective, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.
B. 
No employee may use, possess, distribute, sell or be under the influence of alcohol or illegal drugs while on City of Maysville premises and while conducting business-related activities off City premises. 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 at the employee's expense. Such violations may also have legal consequences.
[Ord. No. 2010-19 § 1, 8-5-2010]
A. 
The City is proud of its professional and congenial work environment, and will take all necessary steps to ensure that the work environment remains pleasant for all who work here. All employees must treat each other with courtesy, consideration and professionalism. The City will not tolerate harassment of any employee by any other employee or supervisor for any reason. In addition, harassment for any discriminatory reasons, such as race, sex, national origin, disability, age or religion, is prohibited by State and Federal laws, which may subject the City and/or the individual harasser to liability for any such unlawful conduct. With this policy, the City prohibits not only unlawful harassment, but also other unprofessional and discourteous actions. Accordingly, derogatory racial, ethnic, religious, age, sexual or other inappropriate remarks, slurs or jokes will not be tolerated.
B. 
Conduct prohibited by this policy includes, but is not limited to, unwelcome sexual advances, requests for sexual favors or any other visual, verbal or physical conduct of a sexual nature when:
1. 
Submission to the conduct is made either implicitly or explicitly a condition of the individual's employment.
2. 
Submission to or rejection of the conduct is used as the basis for an employment decision affecting the harassed employee.
3. 
The harassment has the purpose or effect of unreasonably interfering with the employee's work performance or creating an environment that is intimidating, hostile or offensive to the employee.
C. 
Each employee must exercise his/her own good judgment to avoid engaging in conduct that may be perceived by another as harassment. Forms of prohibited conduct include, but are not limited to:
1. 
Verbal. Repeated sexual innuendoes, racial or sexual epithets, derogatory slurs, off-color jokes, propositions, threats, or suggestive or insulting sounds.
2. 
Visual/Non-Verbal. Derogatory posters, cartoons or drawings; suggestive objects or pictures; graphic commentaries; leering; or obscene gestures.
3. 
Physical. Unwanted physical contact including touching, interference with an individual's normal work movement or assault.
4. 
Other. Making or threatening reprisals as a result of a negative response to harassment.
D. 
The City of Maysville is committed to preventing such conduct, to investigating complaints of inappropriate conduct and remedying violations of this policy. Any employee who believes that he/she is or may be subjected to objectionable conduct must report it immediately to the Mayor or Board of Aldermen. Employees should not allow an inappropriate situation to continue by not reporting it, regardless of who is creating that situation. No employee in this City is exempt from reporting misconduct in violation of this policy.
E. 
Complaints may be made confidentially, and employee requests for confidentiality will be honored, consistent with applicable legal requirements. In response to every complaint, the City will investigate promptly and thoroughly. Should an investigation disclose a violation of this policy, the City will undertake appropriate corrective action designed to rectify the conduct and prevent any recurrence. Under no circumstances will the City tolerate any retaliation against an individual for making a complaint in good faith under this policy.
F. 
Any employee who engages in prohibited conduct is subject to discipline up to and including termination.
[Ord. No. 2010-19 § 1, 8-5-2010]
The City expects its employees to conduct themselves in a safe manner. All employees will use good judgment and common sense in matters of safety; observe all safety rules posted in various areas and follow all OSHA and State safety regulations. Firearms are not permitted in City Hall other than the Police Department. All injury accidents or accidents damaging equipment shall be reported orally as soon as possible, and written reports shall be made for insurance purposes as requested by the City Clerk.
[Ord. No. 2010-19 § 1, 8-5-2010]
In keeping with the City of Maysville's intent to provide a safe and healthful work environment, smoking is not allowed in City Hall or the Water Treatment Plant.
[Ord. No. 2010-19 § 1, 8-5-2010]
A. 
Any notice of garnishment will be received and signed for by the City Clerk. "Garnishment" is defined as a legal stoppage of a specified sum from wages to satisfy a creditor.
1. 
Notice of garnishment will be forwarded immediately to the Mayor and City Clerk.
2. 
The City Clerk will make the necessary deductions from the employee's wages and a check for the garnished amount will be written and forwarded to the creditor as directed.
3. 
The City Clerk will notify the employee, in writing, that the garnishment has been processed.
4. 
The City Clerk will notify the employee upon final payment of the amount owed to the creditor.
5. 
Repeated garnishments may be considered cause for disciplinary action in accordance with State law.
[Ord. No. 2010-19 § 1, 8-5-2010]
This Handbook has been prepared as a guide for policies, benefits and general information, which can assist you during your employment. Because of the difference in work schedules and work requirements of the various employees, a general information book such as this cannot address every variation that exists. For that reason, your department may choose to supplement this with more detailed information about your department operations and requirements.
[Ord. No. 2010-19 § 1, 8-5-2010]
A. 
The employee handbook has important information about the City of Maysville, and I understand that I should consult the Mayor, Alderman or City Clerk regarding any questions not answered in the handbook.
B. 
Since the information, policies and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur. All such changes will be communicated through official notice or issuance of a new Employee Handbook. I understand that revised information may supersede, modify or eliminate existing policies. Only the Board of Aldermen of the City of Maysville has the ability to adopt any revisions to the policies in this Handbook.
C. 
Furthermore, I acknowledge that this Handbook is neither a contract of employment, either expressed or implied, nor a legal document. I have received the Handbook, and I understand that it is my responsibility to read and comply with the policies contained in this Handbook and any revision made to it. Employment at Maysville is at-will for an indefinite period of time. Either the City or employee may terminate employment at any time, with or without cause. Notice given two (2) weeks to four (4) weeks prior to the intended last day of employment with the City will confer advantages on all concerned.
EMPLOYEE'S NAME PRINTED
EMPLOYEE'S SIGNATURE __________________________________ DATE