A. 
Employees are expected to be on the job, ready to work, when scheduled. Failing to report to work as scheduled may lead to disciplinary action, up to and including termination of employment.
B. 
All requests for time off must be approved in advance.
C. 
If an employee is going to arrive late or is not able to report to work, they must call their supervisor as soon as they know of the delay/absence, but no less than one hour before the start of their workday. Calling out by passing a message through another employee is not acceptable.
A. 
The Town is required by law to keep accurate records of hours worked by employees. To ensure that the Town has complete and accurate time records and that employees are paid for all hours worked, employees who are required to record all working time shall use the Town's recording system.
B. 
Nonexempt employees must accurately record on a daily basis the time they begin and end their work, as well as the beginning and ending time for each meal period. The beginning and ending time of any partial day worked or a departure from work early for personal reasons should be recorded on the time record. The employee also shall enter all overtime hours worked.
C. 
All departments maintain attendance records for employees during each respective pay period and furnish reports of such attendance annually to the Town Manager.
D. 
Excessive or habitual lateness, absenteeism, or falsification of time records are considered serious infractions and will lead to discipline, up to and including dismissal.
E. 
Breaks for represented employees are set forth in the respective collective bargaining agreements. Time records for all employees shall indicate sick, personal, vacation or other paid leave time utilized.
F. 
Exempt employees may be asked to complete time sheets indicating the time the employee begins work and the time the employee discontinues work at the end of the day.
G. 
Notify the department head of any unrecorded or incorrectly recorded work hours or any missed meal or break periods.
H. 
Falsifying time entries is strictly prohibited. Falsifying time entries includes working "off the clock." If you falsify your own time records, or the time records of coworkers, or if you work off the clock, you will be subject to discipline, up to and including termination. Immediately report to the Town Manager or Human Resources any employee, supervisor, or manager who falsifies your time entries or encourages or requires you to falsify your time entries or work off the clock.
A. 
The Town strives to provide a safe and healthy work environment. Check with your Supervisor regarding procedures and schedules for meal breaks. Employees who work 7.5 hours or more in a shift receive at least a thirty-minute meal break. This break must be taken all at once. This meal break should be taken after the first two hours and before last two hours of your shift. Employees must clock out for meal breaks. All employees, regardless of whether or not they are entitled to a meal break, may take one five-minute personal break per shift. You are not required to clock out for this break.
B. 
Only one employee may take a break at a time. All employees must check with their supervisor prior to taking their break.
The Town pays employees on a weekly basis. Pay days are currently every Friday. If a pay day falls on a holiday, employees may be paid the day before.
Overtime must be approved in advance by your supervisor.
A. 
Hourly and nonexempt employees.
(1) 
Hourly and nonexempt employees are compensated at overtime rates in accordance with applicable state and federal wage and hour laws. Represented employees should refer to their collective bargaining agreement for specific information regarding overtime pay or compensation. Unaffiliated hourly employees are eligible for overtime pay if they work more than 40 hours in a work week.
(2) 
Unless otherwise required or exempted by law, overtime pay of 1 1/2 times your regular rate of pay is paid for any hours worked in excess of 40 hours in a work week. Holidays, vacation days, and sick leave days do not count as time worked for computing overtime.
B. 
Exempt employees. It is expected that exempt employees shall normally work a minimum of 40 hours per week and are required to work as many hours as necessary to satisfactorily perform their job duties without regard to hours per day, week or month. Since attendance at meetings of Town agencies shall be considered part of the duties of the position and not eligible for compensation, it is expected that such employees will schedule their own work in such manner as to effectively and efficiently complete assignments in a timely manner.
C. 
Compensatory time.
(1) 
Compensatory time may be given to hourly and nonexempt employees in lieu of overtime pay with the prior written approval of the Town Manager or his/her designee. All requests for compensatory time in lieu of overtime pay must be made in writing by the employee requesting such time to the Town Manager. Employees meeting these requirements will be provided with 1 1/2 hours of compensatory time for every one hour worked in excess of 40 hours in a single work week.
(2) 
Exempt employees are required to work as many hours as necessary to satisfactorily perform their job duties and therefore are generally not entitled to compensatory time. However, in extraordinary situations, exempt employees may be granted compensatory time in the sole discretion of the Town Manager.
Full-time employees are not allowed to be employed by any entity that may pose a conflict with their employment with the Town unless written approval is received from the Town Manager. The Town Manager shall determine whether the proposed outside employment will interfere with the employee's duties to the Town, and whether to grant or deny approval. Any employee who receives approval must not allow their job performance to their Town position to decrease. Once granted, approval may be revoked at any time by the Town Manager.
Town employees will not use Town supplies or equipment except for authorized Town purposes. No Town supplies or equipment may be removed from Town property without authorization.
A. 
Software programs purchased and provided by the Town are to be used only for creating, researching, and processing materials for the Town's use. By using Town hardware, software, and networking systems, you assume personal responsibility for their use and agree to comply with this policy and other applicable Town policies, as well as city, state, and federal laws and regulations.
B. 
All software acquired for or on behalf of the Town, or developed by staff or contract personnel on behalf of the Town, is and will be deemed Town property. It is the policy of the Town to respect all computer software rights and to adhere to the terms of all software licenses to which the Town is a party.
C. 
Employees may not illegally duplicate any licensed software or related documentation. Unauthorized duplication of software may subject the employee and/or the Town to both civil and criminal penalties under the United States Copyright Act.[1]
[1]
Editor's Note: See 17 U.S.C. § 101 et seq.
D. 
Employees may not duplicate, copy, or give software to any outsiders, including clients, contractors, customers, and others. Employees may use software on local area networks or on multiple machines only in accordance with applicable license agreements entered into by the Town.
E. 
Town computers and electronic equipment are only to be used for conducting Town business, and are not to be used for personal use. Personal use includes, but is not limited to, checking or posting to Facebook (or other social media platforms), checking or sending emails, online searches, and personal internet transactions.
A. 
All employees who are required to operate a motor vehicle as part of their employment duties must maintain 1) a valid driver's license, 2) an acceptable driving record, and 3) appropriate insurance coverage as required by law. The Town may run a Motor Vehicle Department check to determine your driving record. It is the employee's responsibility to provide a copy of their current driver's license and insurance coverage if requested. Any changes in the employee's driving record, including, but not limited to, driving infractions or changes to their insurance status, must be reported to the Town promptly.
B. 
If an employee uses a motor vehicle in the course and scope of employment, they may not operate such vehicle while:
(1) 
Under the influence of drugs, alcohol, or any other substance that might impair their judgment or ability to drive; or
(2) 
Texting, emailing, or otherwise illegally using a cell phone.
C. 
Employees are personally responsible for any traffic/driving citations or tickets they receive for their driving. They are also personally responsible for any damage caused to their car.
See Town's Vehicle Policy.
A. 
The Town may use GPS technology to monitor the whereabouts of our vehicles at all times.
B. 
Questions concerning vehicle monitoring should be directed to the department head. Questions concerning the proper use of any vehicles should be directed to your supervisor.
C. 
Any employee who abuses the privilege of driving the Town's vehicles will be subject to corrective action, up to and including termination of employment. If necessary, the Town will also advise law enforcement officials of any illegal conduct.
A. 
You may not use the Town's property for personal use during working time. You are responsible for returning Town property in good condition and repairing or replacing any property damaged as the result of personal use or as the result of negligence. This includes use of copy machines, computers, electronic equipment, Town products, or office supplies for personal use without prior authorization.
B. 
Hourly employees may not access Town facilities or Town property when the facility/property is closed to the public and the employee is not scheduled to work. Salaried employees may be allowed access to Town facilities to work when the building is closed to the public.
A. 
Your personal appearance reflects on the reputation, integrity, and public image of the Town. All employees are required to report to work neatly groomed and dressed, and are expected to maintain personal hygiene habits that are generally accepted in the community, including clean clothing, good grooming and personal hygiene, and appropriate attire for the workplace and the work being performed. This may include wearing uniforms or protective safety clothing and equipment, depending upon the job. Jeans, dress pants, chinos, or other appropriate work pants may be acceptable so long as they are clean and have no holes, rips, or tears. Shorts or athletic/leisure attire is not acceptable. Casual sandals and flip-flops are not permitted. What is and is not deemed acceptable attire is at the sole discretion of the Town.
B. 
Fragrant products, including but not limited to perfumes, colognes, and scented body lotions or hair products, should be used in moderation out of concern for others with sensitivities or allergies.
C. 
The Town, in accordance with applicable law, will reasonably accommodate staff with disabilities or religious beliefs that make it difficult for them to comply fully with the personal appearance policy unless doing so would impose an undue hardship on the Town. Contact your supervisor to request a reasonable accommodation. Failure to comply with the personal appearance standards may result in being sent home, off the clock, to groom or change clothes.
A. 
While employees may bring personal cell phones and other mobile devices (i.e., smartphones, PDAs, tablets, laptops) into the workplace, they may not allow the use of such devices to interfere with their job duties or impact workplace safety and health.
B. 
Personal cell phones and mobile devices at work cannot be used if distracting, disruptive or causing a loss of productivity.
C. 
You are expected to comply with Town policies regarding the protection of confidential and proprietary information when using personal devices.
D. 
You may connect your personal device to the Town guest Wi-Fi network. Use of the Town network should be limited to nonworking time. The Town reserves the right to restrict access to its network as it sees fit. Access to the Town's network by nonemployees is strictly prohibited.
E. 
Nothing in this policy is intended to prevent employees from engaging in legally protected concerted activity.
Employees are expected to provide the Town with their current contact information, including current mailing address and telephone number, as well as any changes to your marital or tax withholding status. Failure to do so may result in loss of benefits or delayed receipt of W-2 and other mailings. To make changes to this information, contact your supervisor/administrator.
A. 
All employees are responsible for helping to make the work environment a secure work environment. Upon leaving work, lock all offices, desks, lockers, and doors protecting valuable or sensitive material in your work area and report any lost or stolen keys, passes, or similar devices to your supervisor immediately. Refrain from discussing specifics regarding Town security systems, alarms, passwords, building code, etc., with those outside of the Town or with staff who have not explicitly been cleared for such information.
B. 
Immediately advise your supervisor of any known or potential security risks and/or suspicious conduct.
A. 
The Town recognizes that the internet provides unique opportunities to participate in interactive discussions and share information using a wide variety of social media. However, use of social media also presents certain risks and carries with it certain responsibilities. To minimize risks to the Town, employees are expected to follow our guidelines for appropriate use of social media.
B. 
This policy applies to all employees who work for the Town. For purposes of this policy, social media includes all means of communicating or posting information or content of any sort on the internet, including to an employee's or someone else's web log or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether associated or affiliated with the Town or not, as well as any other form of electronic communication.
C. 
Town principles, guidelines, and policies apply to online activities just as they apply to other areas of work. Ultimately, employees are solely responsible for what they communicate in social media, and may be personally responsible for any litigation that arises from their comments. Postings that include unlawful discriminatory remarks, harassment, and threats of violence or other unlawful conduct will not be tolerated and may subject an employee to disciplinary action, up to and including termination.
D. 
Be respectful. The Town cannot mandate respectful and courteous activity by employees on social media during nonworking time. If you decide to use social media, please avoid posting statements, photographs, video, or audio that reasonably could be viewed as unlawful, slanderous, threatening, or that might constitute unlawful harassment. Examples of such conduct might include defamatory or slanderous posts meant to harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, age, national origin, religion, veteran status, or any other status or class protected by law or Town policy.
E. 
Maintain accuracy and confidentiality. When posting information:
(1) 
Maintain the confidentiality of trade secrets, intellectual property, and confidential commercially sensitive information (i.e., financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, trademarks, etc.) related to the Town.
(2) 
Do not create a link from your personal blog, website, or other social networking site to a Town website that identifies you as speaking on behalf of the Town.
(3) 
Never represent yourself as a spokesperson for the Town. If the Town is a subject of the content you are creating, do not represent yourself as speaking on behalf of the Town. Make it clear in your social media activity that you are speaking on your own behalf.
(4) 
Respect copyright, trademark, third-party rights, and similar laws and use such protected information in compliance with applicable legal standards.
F. 
Using social media at work. Do not use social media while on your work time, unless it is work related as authorized by your manager or consistent with policies that cover equipment owned by the Town.
G. 
Media contacts. If you are not authorized to speak on behalf of the Town, do not speak to the media on behalf of the Town. Direct all media inquiries for official Town responses to the Town Manager.
H. 
Retaliation prohibited.
(1) 
Retaliation or any other negative action is prohibited against anyone who, based on a reasonable belief, reports a possible deviation from this policy or cooperates in an investigation. Those who retaliate against others for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.
(2) 
Nothing in this policy is designed to interfere with, restrain, or prevent employees from communications regarding wages, hours, or other terms and conditions of employment, or to restrain employees in exercising any other right protected by law. All employees have the right to engage in or refrain from such activities.
Town phones are principally for work-related communications. Unless there is an emergency, telephone calls are to be limited to business purposes. Limit personal use of Town telephones to brief communications during rest periods where possible. Casual conversation with friends and relatives during working hours is not permitted. Telephone use is subject to the Voicemail/Email/Internet Usage Policy.
A. 
The Town's computer and telephone system, as well as all data transmitted or received through those systems, is the exclusive property of the Town. You should not have any expectation of privacy in any communication over this system. If you are permitted to have access to the system, you will be given a voicemail, email, and/or internet address and/or access code and will have use of the system consistent with this policy.
B. 
The Town reserves the right to monitor, intercept, and/or review all data transmitted, received, or downloaded over the system. Any individual who is given access to the system is hereby given notice that the Town will exercise this right periodically, without prior notice and without the prior consent.
C. 
The interests of the Town in monitoring and intercepting data include, but are not limited to: protection of Town trade secrets, proprietary and similar confidential commercially sensitive information (i.e., financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, trademarks, etc.); managing the use of the computer system; and/or assisting staff in the management of electronic data during periods of absence.
D. 
You should not interpret the use of password protection as creating a right or expectation of privacy. To protect everyone involved, no one can have a right or expectation of privacy regarding the receipt, transmission, or storage of data on the Town voicemail/email/internet system.
E. 
Any staff who violates this policy will be subject to corrective action, up to and including termination of employment. If necessary, the Town will also advise law enforcement officials of any illegal conduct.
A. 
Pursuant to the requirements of Connecticut Public Act 98-142, An Act Requiring Notice to Employees of Electronic Monitoring by Employers, employees should recognize that their work activities and communications may be subject to electronic monitoring.
B. 
"Electronic monitoring" is defined by the Act as "the collection of information on an employer's premises concerning employees' activities or communications by any means other than direct observation, including the use of a computer, telephone, wire, radio, camera, electromagnetic, photo-electronic or photo-optical systems, but not including the collection of information for security purposes in common areas of the employer's premises which are held out for use by the public, or which is prohibited under state or federal law."
C. 
Employees may be subject to electronic monitoring or recording (including sound, voice or video devices) while in Town facilities and other locations where the Town business is conducted, except that employees will not be subject to any such monitoring or recording in areas designed for the health or personal comfort of the employees, such as restrooms, locker rooms or lounges.
D. 
Employees should understand that their activities involving Town computer equipment and computer and/or electronic documents, data and communications, including email and internet usage, are subject to being monitored, recorded and reviewed. Employees should be aware that the fact that a document, data or communication has been "deleted" by the employee does not mean that the item cannot be monitored or retrieved and reviewed.
A. 
Town property, including but not limited to lockers, phones, computers, tablets, desks, workplace areas, vehicles, or machinery, remains under the control of the Town and is subject to inspection at any time, without notice to any staff, and without their presence.
B. 
You should have no expectation of privacy in any of these areas. The Town assumes no responsibility for the loss of, or damage to, your property maintained on Town premises including that kept in lockers and desks.
A. 
The Town maintains separate medical records files and personnel files for all staff. Files containing medical records are stored separate and apart from any business-related records in a safe, locked, inaccessible location. The medical file is the repository for sensitive and confidential information related to an individual's health, health benefits, health-related leave and/or accommodations, and benefits selections and coverage. Medical records are kept confidential in compliance with applicable laws, and access is on a "need-to-know" basis only.
B. 
Supervisors and others in management may have access to your personnel file for possible employment-related decisions. If you wish to review or receive a copy of your personnel or medical records file, you must give the Town reasonable notice. Inspection must occur in the presence of a Town representative.
C. 
All requests by an outside party for information contained in your personnel file will be directed to the Town Manager's Office, who is solely authorized to give out such information.
The Town is concerned about the effect that smoking and secondhand smoke inhalation can have on its staff and members of the public. Smoking (including vaping) anywhere inside the building or Town vehicles is prohibited and is only permitted in designated outside areas during authorized breaks.
See Town's Drug- and Alcohol-Free Workplace Policy.
A. 
The Town considers drug and alcohol abuse a serious matter that will not be tolerated. The Town prohibits employees from using, selling, possessing an open container of, or being under the influence of illegal drugs, alcohol, or a controlled substance or prescription drug not medically authorized while at their job, on Town property, or while on work time.
B. 
Therefore, it is Town policy that:
(1) 
Employees may not report to work under the influence of alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized.
(2) 
Employees may not possess an open container of or use alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized while on Town property or on Town business.
C. 
Employees must also use caution when taking prescribed or over-the-counter medication that can affect their ability to perform their job safely, or the use of prescribed or over-the-counter medication in a manner violating the recommended dosage or instructions from the doctor. Employees must have a valid prescription for any prescription medication used while working for the Town. Inform their supervisor prior to working under the influence of a prescribed or over-the-counter medication that may affect your ability to perform your job safely. The Town may, if required and permitted by applicable law, consider the medical use of marijuana as a prescribed medication under this policy. If the Town determines that the prescribed or over-the-counter medication does not pose a safety risk, employees will be allowed to work. Failure to comply with these guidelines concerning prescription or over-the-counter medication may result in disciplinary action, up to and including termination of employment.
D. 
A violation of this policy will result in disciplinary action, up to and including termination of employment.
A. 
The Town recognizes that inclement weather and other emergencies may affect employees' ability to get to work.
B. 
When the Town has a delayed opening, early closure, or total facility closure due to inclement weather, the Town shall inform employees of such through various electronic means of communication, such as: 1) Facebook; 2) Twitter; 3) the Town website; 4) the Town's email subscription service; and 5) WFSB and NBC 30. Additionally, when a delay or closure occurs on short notice, the Town may utilize the Everbridge system to notify staff members by phone.
C. 
Notified of closure prior to reporting to work. If you are nonexempt and are notified of a closure prior to reporting to work, you will not be paid during the closure, unless otherwise required by law. If you are an exempt employee, you will be paid your normal salary for the week and are expected to work remotely if possible.
D. 
Extending leave. When the Town's closure ends, you are expected to report to work. Contact your manager/supervisor if you cannot return to work at the end of the closure.
E. 
If you cannot get to work.
(1) 
Unique circumstances may affect your ability to come to work even when the Town is able to remain open. The Town recognizes that in a severe national or regional disaster, all methods of communication may be unavailable; however, you should continue to try and contact your supervisor by any method possible.
(2) 
Once the inclement weather has passed or the emergency has ended, employees are expected to make all reasonable efforts to safely arrive at work at the designated time to work as scheduled. Leave yourself extra time and plan ahead.
(3) 
Time missed under circumstances where the Town remains open and you are unable to report to work is to be used as paid time off or is unpaid.
It is the responsibility of all staff to maintain a healthy and safe work environment. Report any safety hazards and occupational illnesses or injuries to your supervisor as soon as reasonable. Failure to follow the Town health and safety rules may result in disciplinary action, up to and including termination of employment.