(A) To ensure orderly operations and provide the best possible work environment, the town expects employees to follow rules of conduct that will protect the interests and safety of all employees and the town.
(B) It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:
(1) Theft or inappropriate removal or possession of property.
(2) Falsification of timekeeping records or any town-related document or record.
(3) Working under the influence of alcohol or illegal drugs.
(4) Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment.
(5) Fighting or threatening violence in the workplace.
(6) Being insubordinate, threatening, intimidating, disrespectful, or assaulting a coworker, resident, customer of town services, or vendor.
(7) Negligence or improper conduct leading to damage of town-owned property or the property of a resident or customer of town services.
(8) Violation of safety or health rules.
(9) Smoking in prohibited areas.
(10) Sexual or other unlawful or unwelcome harassment, discrimination, or retaliation.
(11) Unauthorized possession of dangerous materials, such as explosives or firearms, within town-owned facilities, unless otherwise authorized by the Town Council.
(12) Excessive documented tardiness or absenteeism.
(13) Entering or leaving the town’s facilities without permission.
(14) Unauthorized use of telephones, mail system, or other town-owned equipment.
(15) Unauthorized disclosure of confidential information acquired in the course of one’s work.
(16) Violation of any personnel policy.
(17) Unsatisfactory performance or conduct.
(18) Fraudulently obtaining accident, sick benefits or workers’ compensation benefits.
(C) Employment with the town is at the mutual consent of the town and the employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice. Nothing in this policy shall be interpreted to prohibit or otherwise restrict concerted activities by employees that are protected by law.
(Ord. 2020-26, passed 1-12-21)