Wyoming Statutes subsection 15-2-102(a) shall be changed so that it shall read as follows:
(a) 
The officers of a town are a mayor and four councilmembers, all of whom shall be elected. Unless otherwise provided by ordinance, the clerk, treasurer, marshal, attorney, municipal judge and department heads as specified by ordinance shall be appointed by the mayor with the consent of the governing body and may be removed by the mayor for incompetency or neglect of duty, if done with the consent of the council. All other appointments and removals, not specifically indicated herein, shall be made by the mayor with the consent of the governing body. The governing body shall determine the method of appointing members of a board or commission, unless the method of appointing such members is specified by separate statute.
(Ord. 530, 1-6-2003)
All appointed employees of the town who are appointed to serve in their capacity by the mayor with the approval of the town council shall serve for one calendar year from the date of their appointment in January of each year until the following January.
(Ord. 447, 1-7-1985)
At the first meeting of the council in January of each year, the council shall make a motion to accept the appointments submitted by the mayor. For vacated appointments, the mayor shall make an appointment to fill such vacancy with the approval of the council.
(2003 Code)
The council, by ordinance or resolution, may specify conditions for any office or position to which a person is appointed under this chapter including:
A. 
Level or range of salary;
B. 
A description of the duties and responsibilities of the office or position;
C. 
Term of appointment;
D. 
Requirements for:
1. 
Promotion,
2. 
Suspension, and
3. 
Hearing of appeals from decisions of the mayor to remove or discharge an appointee other than members of a board or commission, after which the council may affirm, modify or reverse the mayor's decision; and
E. 
Other matters which are part of the personnel policies of the town.
(2003 Code)
The salaries of the appointed town officials shall be as determined from time to time by resolution of the town council.
(2003 Code)
The mayor, by and with the consent of the town council, shall hire a town administrator, as a full-time employee, with the following understandings:
A. 
The duties of the town administrator shall be identified in an approved job description.
B. 
The town administrator shall be a full-time employee and shall receive such salary as may be fixed, from time to time, by the mayor and town council.
C. 
The town administrator shall receive the benefits as described in the full-time employee benefit package in the Official Policy and Procedures Handbook of the Town of Basin.
D. 
The Town of Basin Organizational Chain of Command shall be approved by the mayor and town council identifying the position of the town administrator and interaction between mayor, council, department heads and employees.
(Ord. 712, 7/25/2024)
The following policy shall be strictly enforced to protect the town's status as a responsible source for the award of federal contracts and grants:
A. 
Declaration—Definition: Effective immediately, any location at which town business is conducted, whether at this or any other site, is declared to be a drug-free workplace. This means all employees are absolutely prohibited from unlawfully manufacturing, distributing, possessing, or using controlled substances in the workplace.
B. 
List of Substances: The following is a partial list of controlled substances:
1. 
Narcotics (heroin, morphine, etc.);
2. 
Cannabis (marijuana, hashish);
3. 
Stimulants (cocaine, diet pills, etc.);
4. 
Depressants (PCP, LSD, "designer drugs," etc.).
Personnel can be provided a complete list and explanation of controlled substances.
C. 
Education Program: Employees have the right to know the dangers of drug abuse in the workplace, the town's policy about this and what help is available to combat drug problems. This section spells out the town's policy. The town will institute an education program for all employees on the dangers of drug abuse in the workplace. The following help may be available for combating drug abuse problems:
1. 
Medical benefits for substance abuse treatment;
2. 
Information on community resources for assessment and treatment;
3. 
Counseling program;
4. 
Employee assistance program.
D. 
Supervisory Training: The town will provide supervisory training to assist in identifying and addressing illegal drug use by employees.
E. 
Voluntary Use of Resources: It is the town's position that these resources are best used voluntarily before workplace problems occur. If an employee has failed to avail him or herself of such help and such problems do occur, the town will have little choice but to act severely and terminate such abusers in the interest of protecting all its employees.
F. 
Acknowledgment and Agreement Condition of Employment: All employees are to acknowledge that they have been informed of this policy and agree to abide by it in all respects. By law, such acknowledgment and agreement shall be required of the town's employees as a condition of continued employment.
G. 
Violation:
1. 
Disciplinary Action: Any employee violating the above policy will be severely disciplined up to and including termination for the first offense.
2. 
Notice of Conviction: Any employee convicted of violating a criminal drug statute in the workplace must inform the town of such conviction (including pleas of guilty or nolo contendere) within five days of the conviction occurring. Failure to so inform the town will result in severe disciplinary action up to and including termination for the first offense. By law, the town will notify the federal contracting officer within 10 days of receiving a notification from an employee or otherwise receiving notice of such conviction.
3. 
Rehabilitation or Drug Abuse Assistance Program: The town reserves the right to offer employees convicted of violating a criminal drug statute in the workplace participation in an approved rehabilitation or drug abuse assistance program as an alternative to discipline, with the employee required to participate and complete satisfactorily as a condition of continued employment.
(Ord. 501, 1-2-1996; Ord. 712, 7/25/2024)