The following are prohibited activities of city employees in the classified and unclassified service:
A. 
Use of City Position. Employees of the city shall not use their position to influence any vote or other political activity within the city, except as an inherent part of the employee’s official duties or in connection with such prescribed duties. An employee of the city shall not knowingly solicit political contributions from other city employees unless done incidentally to a solicitation of a larger segment of the public that may include employees of the city. No city employee shall participate in political activities of any kind while in uniform.
B. 
Use of City Funds or Resources. No city employee shall use city funds or resources to advocate a partisan position or otherwise use city funds or resources to support his or her personal political activities.
C. 
Political Activities During Work Hours. No city employee shall engage in political activities of any type during working hours. Political activities are prohibited on all city premises except in circumstances when a city facility has been rented for such purpose and at times when the facility would not otherwise operate or function for normal city business.
D. 
Endorsements. No city employee shall represent or refer to representation of the city in connection with the endorsement of any political candidate, nor shall employees use their city affiliation to endorse commercial products.
E. 
Termination Upon Election. An employee, upon election to a position on the city council of the city, or upon council appointment to any of the city’s boards, commissions, or committees, shall be automatically terminated (except when serving as a city staff representative).
(Ord. 3213 § 1, 1998; Ord. 5013 § 14, 2012)
Employees shall arrange their personal financial affairs so that creditors and collection agencies will not have to make use of city offices, officers, or the city manager in the collection of payments of just debts arising from the financial obligation of employees. Where the city is required under court authority to participate in the collection of an employee’s debt, such employee shall be charged by payroll deduction for all direct and incidental costs of such city participation required to meet the obligation of such court order. Repeated failure on the part of employees to meet their financial obligations without the aid or participation of the city in collections for indebtedness shall be adequate grounds for appropriate disciplinary action, including dismissal.
(Ord. 3213 § 1, 1998; Ord. 5013 § 14, 2012)
A. 
Receiving Gifts. No employee shall accept or receive any benefit from any gift, gratuity, or service of any kind from any one source, which may be directly or indirectly offered as a result, or in anticipation, of an employee’s position or performance of duties with the city, in excess of an annual cumulative value which would constitute a conflict of interest requiring disqualification pursuant to the Political Reform Act. An employee who receives any gift, gratuity, or service of any kind of a value in excess of 50 percent of the amount which must be reported as a gift pursuant to the Political Reform Act shall, within three days of receipt, report in writing to the employee’s department head the donor, gift, value and the date the gift was received.
B. 
Reporting Requirements. The reporting requirements imposed by this section are in addition to and not a substitute for any requirements imposed pursuant to the Political Reform Act or other applicable law. The provisions of this section apply to all employees, regardless of whether they are designated employees pursuant to the Political Reform Act or other applicable law.
(Ord. 3213 § 1, 1998; Ord. 5013 § 14, 2012)
All employees will be expected to conduct themselves at all times during the course of work in the following general manner:
A. 
Conduct. An obligation rests upon every employee of the city to render honest and efficient service in performance of the employee’s duties. All employees shall be responsible for adhering to all prescribed operations of the city and provisions of these rules and regulations, or any other city regulations relating to operational activities.
B. 
Reporting Requirement. All employees have a duty to report, verbally or in writing, promptly and confidentially any evidence of any improper practice of which they are aware. As used here, the term “improper practice” shall mean any illegal, fraudulent, dishonest, negligent, or otherwise unethical action arising in connection with city operations or activities.
C. 
Reporting Process. Reports of improper practice shall be submitted through the line of administrative supervision except when the alleged impropriety appears to involve supervisory officials. In such cases, reports shall be submitted directly to the city manager.
(Ord. 3213 § 1, 1998; Ord. 5013 § 14, 2012)
No friends, relatives or other unauthorized persons shall be permitted to visit an employee during working hours at city work locations, without the express permission of the department or division head.
(Ord. 3213 § 1, 1998; Ord. 5013 § 14, 2012)
A. 
Conditions. City employees are permitted to work off-duty only when all of the following conditions are met:
1. 
Written approval is granted in advance by the department head and city manager.
2. 
Such employment does not conflict with department schedules, duties and responsibilities.
3. 
Such employment does not create a conflict of interest nor an incompatibility with employment.
4. 
Generally, the number of hours worked at such off-duty employment shall not exceed 20 hours weekly, except during vacations or work weeks within which a holiday occurs. Any hours worked in excess of such maximum are hereby determined to be detrimental to the performance of work for the city. However, the department head may recommend, under special circumstances, approval of up to 25 hours per week off-duty employment depending on the nature of the compatibility between the employee’s city and off-duty employment.
5. 
The work performed in off-duty employment is not regulated or inspected by the city department by which the employee is employed.
6. 
The off-duty employment does not involve conducting private business during hours of city employment.
B. 
Outside Employment Request. Employees wishing to engage in off-duty employment shall complete the “Outside Employment Request” form, explaining pertinent details of such employment, and shall submit the form to their department head. If approved by the department head and city manager, copies of the request shall be sent to the department head and the affected employee, and entered into the employee’s personnel file.
C. 
Self-Employment. Self-employment is considered off-duty employment and falls under the same conditions as other off-duty employment, with the addition of the following restriction:
The employment does not involve ownership of a private business that is incompatible with an employee’s position with the city (e.g., a firefighter selling fire extinguishers or fire insurance).
D. 
Injury/Illness. An employee who sustains injury or illness during the course of self-employment or off-duty employment not related to city service:
1. 
Is not entitled to receive workers’ compensation benefits provided by the city;
2. 
Is not entitled to receive paid sick leave for absence because of such injury or illness. If such leave is claimed and awarded in error, the city shall be entitled to recover the amount of salary paid on account thereof. Such sick leave credit shall be restored to the account of the employee upon making restitution.
3. 
Must request and obtain a leave of absence without pay pursuant to Chapter 3.12, Section 3.12.130, if vacation and compensatory time balances have been exhausted.
E. 
Revocation. Authority to engage in off-duty employment shall be revocable at any time by the department head or city manager. Such revocation must be based upon a finding that the conditions of this rule have not been met. An employee’s development of physical or emotional problems detrimental to city service as a direct result of such offduty employment may be the basis for such a finding.
F. 
Reporting. A new or revised “Outside Employment Request” form must be submitted by the employee and approved as prescribed herein upon each subsequent change in off-duty employer, type of work, modification of work schedule or hours, or work location.
(Ord. 3213 § 1, 1998; Ord. 5013 § 14, 2012)