It is the policy of the town that certain rules and regulations regarding employee behavior, conduct, and work performance are necessary conditions of employment to allow efficient town operations and for the benefit and safety of all employees. Conduct, behavior and work performance that interferes with operations, discredits the town, or is offensive to the public or other employees will not be tolerated.
(Ordinance 18-01 adopted 2018)
All employees are to be at their designated work areas on time and ready to work. They shall work until the scheduled quitting time, unless permission of the supervisor/department director has been obtained for different work hours. Employees shall adhere to their work schedules with regularity and punctuality.
A. 
Time clock attendance records.
Employees set up to clock-in and clock-out for the recording of hours worked using the time clock hand-scanners must ensure they use these time clock scanners with consistency. Written time clock adjustment report corrections shall be kept to a minimum and shall not be used to replace the use of the time clock hand-scanners. Repeated failure to use the time clocks consistently may be grounds for disciplinary action.
B. 
Timesheet attendance records.
Employees required to record hours worked on timesheets shall keep accurate records of hours worked and submit to the designated timekeeper when directed.
C. 
Unsatisfactory habits and behavior.
Unsatisfactory work habits and work behavior to include failure to properly record hours worked, departing the work area prior to the designated time, excess absenteeism, neglecting work duties/responsibilities, or wasting time during work hours may be grounds for disciplinary action up to and including termination.
(Ordinance 18-01 adopted 2018)
Town employees are expected to always be dressed in a manner suitable to their employment position to assure public safety and in order to maintain an excellent public service environment, wear the proper attire and maintain an appropriate personal appearance. Employees are also expected to maintain good personal hygiene in order to maintain a good public image and foster harmonious working environments.
Employees required to wear uniforms should wear uniforms that are kept clean and neat. Uniforms bearing town identification patches or words may not be worn during off-duty hours. Upon separation from the town, any and all town issued equipment and uniform items must be returned to the supervisor/department director.
(Ordinance 18-01 adopted 2018)
Employees must disclose promptly any circumstance that might constitute a conflict of interest or appear to be a conflict of interest. If such a situation develops, the employee must immediately notify their department director and complete a town disclosure statement form. Pursuant to the New Mexico Governmental Conduct Act, an employee or public official of the town is required to make disclosure of potential conflicts of interest with regard to outside employment, familial relationships, and disclosure of substantial business interests. In addition, employees must complete a town disclosure statement form every twelve (12) months. Failure to complete the town disclosure statement form or failure to provide complete and accurate information may subject an employee to disciplinary action and may result in any authorization to engage in self-employment, supplemental or outside employment being terminated.
A. 
Prohibited conduct.
No employee shall:
1. 
Engage in any business or transaction, have a financial or other personal interest, direct or indirect, accept private employment or other public employment, or render services for private interest, which is incompatible with the proper discharge of the employee’s responsibilities, which gives the appearance of impropriety, or could tend to impair his independence of judgment or action in the performance of his duties.
2. 
Accept any gift, whether in the form of money, service, loan, thing, or promise, from any person that could tend to impair the employee’s independence of judgment or action in the performance of his duties.
3. 
Disclose confidential information concerning property, government or affairs of the town without proper legal authorization, or use such information to advance the financial or other private interest of self or others.
4. 
Accept any gift, whether in the form of money, service, loan, thing or promise, from any person which to his knowledge is interested directly in any manner whatsoever in business dealings with the town; provided, however, that any such employee who is a candidate for public office may accept campaign contributions and service in connection with any such campaign.
5. 
Represent the private interests of any third party in any action or proceeding before any board or committee before which the employee appeared on behalf of the town while an employee of the town or within one year of terminating his employment with the town.
6. 
Participate in the selection, in the negotiation or the making of any contract with any business or entity in which he has a direct or indirect financial interest.
B. 
Self-employment, supplemental or outside employment.
1. 
The town has the right to refuse authorization or to terminate authorization to engage in self-employment, supplemental or outside employment which:
a. 
Involves the use of town time, facilities, equipment, or supplies.
b. 
Causes the employee to be less efficient in performing his duties for the town.
c. 
May cause or lead to a conflict of interest with the town for the employee or any of the employee’s subordinates.
d. 
Involves the acceptance of any gift or gratuity whether in the form of money, service, loan, thing or promise, by the employee or any of the employee’s subordinates to perform any services related to his duties or his subordinate’s duties with the town.
e. 
Results in an increase in the employee’s use of leave.
2. 
The authorization for outside employment may be denied in the town’s sole discretion due to inadequate performance, attendance, number of hours of outside employment, perceived conflict of interest, or any other reason which the town deems is necessary for the efficient operation of town government.
(Ordinance 18-01 adopted 2018)
The town is committed to preventing workplace violence and to maintain a safe work environment. If the employee displays any violence in the workplace or threatens violence in the workplace, the employee is subject to immediate discharge/termination of employment. No talk of violence or joking about violence will be tolerated. The town defines “violence” to include physically harming another, shoving, pushing, intimidation, coercion, fighting, brandishing weapons, acts of bullying, stalking, assault, vandalism, unauthorized possession or use of a firearm or prohibited weapon in the workplace or during work hours and threats or talk of violence. This list is not all-inclusive, and any other acts deemed inappropriate will also be investigated. The town reserves the right to take disciplinary action against this type of behavior and conduct, up to and including discharge or termination of employment.
The town is committed to providing a safe environment for employees, customers and visitors. In order to provide a safe workplace, the town requires compliance with the following provisions:
A. 
All weapons prohibited.
With the exception of town police officers, the town will not tolerate employees being in possession of any weapons on town property and also while on work duty on other premises.
B. 
Inspections.
Desks, telephones, issued cell phones, computers, lockers, etc., are the property of the town and as such, the town reserves the right to enter or inspect your work areas including, but not limited to, offices, desks, lockers, issued cell phones, computers, etc., and with or without notice of inspection.
C. 
Reporting requirements.
It is everyone’s responsibility to prevent violence in the workplace. If you observe or experience such behaviors and/or conduct, you should report it immediately to a supervisor/department director. Supervisors and department directors shall immediately notify the human resources director and town manager. If the supervisor or department director is responsible for the behavior and/or conduct, the employee should report to a non-involved department director, human resources director and town manager. If the employee believes the situation requires immediate action in order to avert a violent situation, the employee should contact the appropriate law enforcement agency immediately.
D. 
Investigation and findings.
Any reported violation of this policy will be thoroughly investigated. The town will take appropriate disciplinary action based on the findings of the investigation. An employee whose behavior is determined to be in violation of this policy is subject to disciplinary action, up to and including discharge/termination.
E. 
Training.
As part of the town’s commitment to preventing workplace violence, the town provides training on this policy during an employee’s new hire orientation and encourages employees, supervisors, and department directors to take periodic training to learn about workplace violence prevention, conflict resolution, building effective working relationships, stress management and related or similar course topics. The town offers monthly safety training as provided by our insurance provider, New Mexico self-insurers’ fund and [each] department should make efforts to budget for specific related training for their department work assignments, clients served, and needs.
F. 
Employee assistance program.
The town provides an employee assistance program (EAP) for all employees. The town’s EAP offers free and confidential assessment, short term counseling, prevention, crisis intervention, education, and referral services to employees and their eligible dependents. The EAP is a completely confidential service and is available 24/7, three hundred sixty-five (365) days of the year to help employees and their dependents. Employees are encouraged to use the EAP whenever the employee feels the need for guidance in coping with life.
(Ordinance 18-01 adopted 2018)
All employees, department directors and elected officials are prohibited from:
A. 
Using official authority or influence for the purpose of interfering with or affecting the result of an election or a nomination for office, or for any other political purpose.
B. 
Directly or indirectly coercing, attempting to coerce, commanding or advising a state or local officer or employee to pay, lend, or contribute anything of value to a party, committee or organization, agency, or person for a political purpose.
C. 
Threatening to deny promotions to any employee who does not vote for certain candidates, requiring employees to contribute part of their pay to a political fund, influencing subordinate employees to buy tickets to political fund-raising events and similar events, advising employees to take part in political activity and matters of a similar nature.
D. 
Engaging in political activity while on duty or campaigning on town property.
E. 
Displaying political stickers or posters on town owned vehicles or in any town office.
F. 
Using any town owned equipment, supplies, vehicles, space or property for political purposes.
G. 
Soliciting or handling political contributions or participating in any way in partisan fund-raising activities during work hours.
H. 
Serving in connection with, preparation for, organizing or conducting a political meeting on any partisan political matter or taking any other active part therein, during work hours.
I. 
Engaging in activity at the polls either during primary or general elections, such as soliciting votes, assisting voters to mark ballots, transporting or helping voters to the polls on Election Day, unless the employee has been granted annual leave.
J. 
Acting as a recorder, checker, poll watcher or challenger of any party or candidate, unless the employee is granted annual leave. Serving in any position of election officer in which partisanship or partisan political management may be shown.
K. 
Writing for publications or publishing any letter or article, signed or unsigned, soliciting votes in favor of or against any political party or candidate, during work hours.
L. 
Initiating or circulating partisan political nominating petitions during work hours.
M. 
Engaging in political caucuses, or canvassing a district, or soliciting political support for a party, faction or candidate during work hours.
N. 
Serving on or for any political committee, party, or other similar organization or serving as a delegate or alternate to a caucus or party convention on the county, state or national level, during work hours.
(Ordinance 18-01 adopted 2018)
A town employee who declares their candidacy for elected office must comply with the provisions of the federal Hatch Act, 5 USC sections 7321–7328. The Hatch Act prevents any employee from running for office if the employee’s job is in any way supported by federal funding.
A. 
Employees covered by the provisions of the Hatch Act, 5 USC sections 1501–1508, may not be candidates for partisan political office elections.
B. 
Employees not covered by the provisions of the Hatch Act, 5 USC sections 1501– 1508, may be candidates for any partisan political office and must take leave from their position with the town for thirty (30) calendar days immediately prior to the election. Personal leave may be used, if available. Leave without pay may be used, if approved under the provisions of section 3.100.110, “Leave without pay (LWOP)”, of this title.
(Ordinance 18-01 adopted 2018)
The town strives to provide a place of employment free of discrimination and harassment based on sex, race, religion, color, age, ancestry, national origin, sexual orientation, gender identity, genetic information, serious medical condition, disability, spousal affiliation, status as a veteran, or any protected status as defined in title VII of the Civil Rights Act of 1964 and the New Mexico Human Rights Act. All employees and job applicants are entitled to a workplace or recruitment process that is free from discrimination and/or harassment. Every town employee has a responsibility to prevent discriminatory harassment (including sexual harassment) from occurring.
Discriminatory harassment within the workplace will not be tolerated. All employees are prohibited from engaging in discriminatory harassment of any other employee or other persons in the course of, or in connection with, employment. Any employee, including a supervisor or manager, who is found to have engaged in any form of discriminatory harassment in the course of his or her employment will be subjected to appropriate disciplinary action, up to and including termination of employment. Disciplinary action will vary depending on the severity of the infraction. The desired standard for town employee conduct and behavior is one of cooperation, mutual respect, and professionalism.
A. 
Definitions.
Discrimination in the workplace.
Employment action or employment conditions that result in unfair or unequal treatment of an individual employee (or group of employees) based on their membership in a protected class: race, religion, sex, age, national origin, ancestry, disability, spousal affiliation, pregnancy, sexual orientation, or serious medical condition, etc.
Harassment.
Any unwelcome or unwanted conduct or behavior that is based on race, color, sex, religion, national origin, ancestry, spousal affiliation, sexual orientation, serious medical condition, age, disability or other protected class and is pervasive or severe and offensive both to the recipient of the conduct and to a reasonable person.
Retaliation.
The act of attacking in return, as in taking revenge, reciprocating, settling a score or getting even; negative or adverse action taken against employee/witness because they report discriminatory harassment or provide information related to such complaints.
Sexual harassment.
Form of harassment that consists of unwelcome and unwanted sexual advances, requests for sexual favors, communication of a sexual nature or other verbal or physical conduct of a sexual nature that is pervasive or severe which adversely affects a person’s employment relationship or working environment and is offensive both to the recipient and to the reasonable person.
B. 
Reporting requirements.
It is everyone’s responsibility to prevent discrimination and discriminatory harassment in the workplace. Any employee who believes that he or she has either witnessed or been subjected to any form of discriminatory harassment on the job has the obligation to take steps to prevent discrimination/harassment and report such discrimination/harassment immediately to his or her supervisor and/or department director. Any supervisor/department director who has been notified of alleged discriminatory harassment must take immediate action to stop such behavior and report the behavior to the human resources director immediately. If the offender is the employee’s supervisor and/or department director, the employee shall report discriminatory harassment to any other non-involved department director or the human resources director. Retaliation against an individual who in good faith reports or provides information in an investigation about behavior or conduct that may violate the policy is against the law and will not be tolerated. Failure to report allegations of harassment and sexual harassment may result in disciplinary action, up to and including discharge/termination.
C. 
Investigation and findings.
Any reported violation of this policy will be thoroughly investigated. The town will take appropriate disciplinary action based on the findings of the investigation. An employee whose behavior, conduct, or actions is determined to be in violation of this policy is subject to disciplinary action, up to and including discharge/termination.
(Ordinance 18-01 adopted 2018)
A. 
The town will provide employees a non-paid meal period of at least one-half (1/2) hour but not more than one hour.
B. 
If an employee voluntarily chooses to work through their allotted lunch period, they will not be paid overtime pay and may not leave early unless authorized in advance by the supervisor/department director.
(Ordinance 18-01 adopted 2018)
Employees will be provided one paid fifteen (15) minute break during each four (4) hour period worked. Any other allowances for break times must be requested in writing from the employee and have prior written approval of the department director.
A. 
Management will schedule the employees’ breaks in such a way as to fulfill the operational needs of the town.
B. 
Breaks may not be accumulated or used in connection with meal periods or taken at the end or beginning of a workday.
(Ordinance 18-01 adopted 2018)
Personal business shall not be conducted during work hours while on town premises. Town phones and other equipment, including, but not limited to, copiers, fax machines, vehicles, etc., are to be used for town business only.
(Ordinance 18-01 adopted 2018)
The town strives to provide a safe and healthy work environment for all employees in accordance with all applicable state and federal laws. It is the responsibility of every employee to observe safe working conditions at all times. Violation of this policy and/or any policy in the town safety manual will be grounds for disciplinary action, up to and including discharge/termination. For all safety and health policy conditions and requirements, refer to the town safety manual.
A. 
Reporting unsafe conditions.
Employees should bring unsafe working conditions, practices or procedures of which they are aware of to the attention of the supervisor or department director who is responsible for mitigating or remedying such safety hazards. If an employee believes he or she is being required to work under unsafe conditions, the employee shall notify his or her supervisor and/or department director, who will immediately investigate the condition and take appropriate action. No employee will be disciplined for refusing to work under unsafe working conditions if the town has determined that the conditions are unsafe. If an employee disagrees with the supervisor’s or department director’s determination as to the safety of the working conditions, the employee may appeal the determination to the town manager.
B. 
Notification of injury.
Any employee injured on the job must immediately notify his or her supervisor/department director and, except in the case of a serious emergency, complete an employee notice of accident/incident report. If it is necessary for the employee to receive emergency medical care or treatment the town through the department director/supervisor will arrange for transportation of the injured employee. The department director or designee will immediately notify the town manager and human resources director about the injury by calling/leaving a phone message or e-mailing.
C. 
Emergency care.
In the event an employee is injured on the job and requires immediate emergency care, the time for the emergency shall be charged to administrative leave. This leave will be granted for immediate care through the end of the shift. Additional time may be approved, if necessary, on a case-by-case basis. A written release to return to work from a qualified physician will be required before returning to work and must be submitted to the supervisor/department director, who will in turn forward a copy to the human resources director upon receipt. In the case of on-the-job injuries, the town reserves the right to conduct a preliminary medical investigation at the time of the incident. Drug testing may be required as per the town personnel policy.
D. 
Early return to work modified work assignment.
An injured employee may return to work only when his/her treating physician or doctor releases the employee to return to work with written documentation which must be provided to the supervisor/department director and human resources director. An employee will be given “light duty” only when the town has light duty positions available.
(Ordinance 18-01 adopted 2018)
The town does not tolerate the abuse of drugs and/or alcohol and strives to maintain a workplace that is free from the effects of drug and alcohol abuse. Employees are prohibited, under the Drug-Free Workplace Act of 1988, from the illegal use, sale, dispensing, distribution, possession, or manufacture of illegal drugs, controlled substances, narcotics, or alcoholic beverages on town premises or work sites. Employees are further prohibited from possessing, distributing, selling, or manufacturing illegal drugs outside of work hours. Employees violating this policy and any provision herein are subject to disciplinary action, up to and including termination. Employees shall never operate town vehicles/equipment or their own personal vehicle on town business if they are impaired and not fit to drive. Impairments can be from abuse of alcohol, drug use (illegal, prescription, and over-the-counter medications), sleepiness/fatigue, headaches, vision problems, medical conditions, etc. When on-duty operation of town vehicles/equipment is necessary or job performance is impaired, it is the employee’s responsibility to immediately notify their department director and/or supervisor when they are impaired and not fit to drive or operate town vehicles/equipment. Department directors/supervisors must immediately suspend the employee from any vehicles/equipment operations or other safety-sensitive work responsibilities and immediately notify the HR director in these situations. Failure to report the use of such drugs or other substances which can impair job performance will result in disciplinary action.
A. 
Sale, use and possession of drugs.
Any employee who illegally sells, purchases, or transfers drugs or any illegal substance, on or off duty, shall be discharged/terminated. Any employee who, while on duty, possesses drugs or any substance in schedules I and II of the Controlled Substances Act, section 30-31-41 [30-31-1 et seq.] New Mexico Statutes Annotated 1978, without a valid prescription or as otherwise authorized by law shall be terminated. Any employee who is caught consuming alcohol while on duty shall be terminated.
B. 
Employee cooperation.
All employees are expected to cooperate in the testing process. Any conduct that clearly obstructs the testing process such as tampering with the specimen or the testing procedure will result in termination of employment.
C. 
Call-back duty.
Employees called back to work at a time when they are off from work and not on on-call duty status, and they have been consuming intoxicants, those employees shall report this usage to the person calling them to return for special duty. The person receiving the notification from the employee shall promptly notify the requesting supervisor/department director.
D. 
Employee categories.
1. 
Federally mandated employees.
Federally mandated employees are those working under the rules of the U.S. Department of Transportation (DOT) and/or the Federal Motor Carrier Safety Administration (FMCSA). At the town these are employees whose job requires a commercial driver’s license (CDL). Federally mandated employees are subject to pre-employment, post-vehicle accident, random, and reasonable suspicion testing following the rules and procedures established by DOT and FMCSA.
2. 
Safety sensitive employees.
Employees that are in designated safety sensitive positions are subject to pre-employment, post-accident, post-vehicle accident, random and reasonable suspicion testing. Designated safety sensitive positions include, but are not limited to, police department officers and law enforcement personnel, animal control officer, fire department employees, public works employees, facilities services employees, youth and family center employees, emergency management and events employees. These employees are subject to pre-employment, post-accident, random, and reasonable suspicion testing following the rules and procedures established by DOT and FMCSA.
3. 
Administrative employees.
All other town employees are subject to post-offer/pre-employment, post-accident, post-vehicle accident, and reasonable suspicion testing.
E. 
Drug testing.
The town has a vital interest in maintaining safe and efficient working conditions for its employees and citizens. Employees under the influence of alcohol and/or drugs pose serious safety and health risks not only to the user but also to those in contact with the user. Therefore, the town will conduct drug and alcohol tests in compliance with accepted testing standards in the following circumstances:
1. 
Post-offer/pre-employment testing.
2. 
Post-accident testing.
3. 
Post-vehicle accident testing.
4. 
Reasonable suspicion testing.
5. 
Random testing.
F. 
Categories for drug and/or alcohol testing.
1. 
Post-offer/pre-employment testing.
Prior to employment, the applicant or employee must submit to testing for alcohol and controlled substances. The town shall not employ an individual if they refuse to submit to the drug/alcohol testing or the results indicate a positive drug test result or breath alcohol greater than .04.
2. 
Post-accident testing.
After an accident/incident resulting in any on the job injury which requires medical attention for the employee(s) and/or any other person involved, and/or causes the employee to lose time from work. It is also considered an accident when town property has been damaged. When an employee is required to submit to a drug and/or alcohol test, the employee will be driven to the collection site by the department director or supervisor. Refusal to submit to the drug/alcohol test will be regarded the same as a positive drug test result or breath alcohol greater than .04 and the employee shall be subject to disciplinary action.
3. 
Post-vehicle accident testing.
After a vehicle/motorized equipment accident/incident in which an employee is involved in driving or operating a town vehicle/motorized equipment and the accident involves a fatality, or the employee receives a citation under state or local law for a moving traffic violation arising from the accident; or if any vehicle had to be towed from the scene; or if any individual involved in the accident had to be treated for injuries away from the accident site. When an employee is required to submit to a drug and/or alcohol test, the employee will be driven to the collection site by the department director or supervisor. Refusal to submit to the drug/alcohol test will be regarded the same as a positive drug test result or breath alcohol greater than .04 and the employee shall be subject to disciplinary action.
4. 
Reasonable suspicion testing.
An employee shall be required to undergo a drug/alcohol test if there is a reasonable suspicion that the employee is under the influence of alcohol or drugs. The department director or a designated supervisor will accompany the employee to the collection site for testing. Results will be reported to the human resources department after review and certification by the MRO. Refusal to submit to a drug or alcohol test shall be deemed cause for immediate termination.
a. 
Circumstances which constitute a basis for determining “reasonable suspicion” may include, but are not limited to:
(1) 
A pattern of employee behavior problems, such as declining work performance, argumentative, uncooperative, disruptive behavior, or display of abnormal or erratic behavior (emotional outburst, excessive energy or lethargy, mood swings);
(2) 
Information provided by a reliable and credible source (with written documentation of when and how information was obtained/observed);
(3) 
Direct observation of drug or alcohol use; or
(4) 
The presence of typical physical symptoms of drug or alcohol use (e.g., glassy or bloodshot eyes, alcohol odor on breath, slurred speech, sleeping on the job, and/or poor coordination and reflexes).
b. 
Employees who believe that another town employee is under the influence of alcohol or drugs should immediately report the incident to the supervisor/department director. If they are not available, or in the event of immediate danger, contact local law enforcement.
c. 
The town supervisor/department director will respond immediately to any report of suspected intoxication or drug/alcohol use on town premises/worksite during working hours, by investigating the report, enforcing the “reasonable suspicion” drug testing procedure, and taking appropriate corrective and disciplinary action up to and including termination of an employee engaged in such behavior, if necessary.
5. 
Random testing.
Federally mandated and safety sensitive employees (as defined above) are subject to random testing complying with the rules and procedures for random testing established by DOT and FMCSA.
6. 
Random testing procedures.
The town will require the following groups to be randomly drug tested as follows:
a. 
DOT regulated employees: Fifty percent (50%) of workforce per annum for controlled substances; ten percent (10%) for alcohol.
b. 
Safety sensitive employees: Twenty-five percent (25%) of workforce per annum.
G. 
Positive test results.
1. 
Unclassified, probationary, or temporary employees who test positive for drugs or alcohol will be terminated.
2. 
A classified employee who tests positive for drugs or alcohol is subject to termination unless they elect to enroll in the town’s employee assistance program (EAP). Employees who elect to enroll in the EAP may use their accumulated personal leave to seek treatment. When all authorized leave is exhausted, they will be placed in a leave without pay status. Any employee who is not cleared to return to work within ninety (90) calendar days of referral to the EAP will be terminated.
H. 
Voluntary self-referral.
The town strongly encourages any employee who believes or suspects that they may have a problem with drugs and/or alcohol to seek help from the human resources department and EAP prior to any mandated drug and alcohol testing. The initial EAP screening is free to an employee. Any costs for required additional treatment shall be borne by the employee. Voluntary self-referrals may use personal leave and unpaid administrative leave in order to complete the EAP. Self-referrals must be cleared to return to duty within ninety (90) calendar days of entering the EAP program or they may be terminated.
1. 
Non-safety sensitive employees.
Non-safety sensitive employees will be referred to the EAP for evaluation. Such employees are expected to be at work and performing satisfactorily unless they have been removed from duty by the EAP for treatment.
2. 
Federally mandated and safety sensitive employees.
Federally mandated and safety sensitive employees will be removed from duty, placed in an appropriate leave status, and referred to the EAP for evaluation. Such employees may be assigned to a non-federally mandated or safety sensitive job, if available and approved by the EAP. If assigned to such a position, the employee is expected to be at work and performing satisfactorily unless removed from duty by the EAP for treatment.
3. 
Mandatory testing during and after the EAP.
Employees enrolled in the EAP are subject to random drug and alcohol testing. Once an employee has successfully completed the EAP, they shall be subject to random drug and alcohol testing in the twelve (12) month period following their return to work.
I. 
Failing to complete the EAP.
An employee who has elected the EAP in lieu of termination, or who has self-referred to the EAP, who fails to successfully complete the EAP and all recommended follow-up treatment will be terminated.
(Ordinance 18-01 adopted 2018)