Section
General Provisions
33.001 General information
33.002 Equal employment opportunity
33.003 Productive work environment
33.004 Authorized alien status and citizenship
33.005 E-verify
Employment Policies
33.020 Residency requirements
33.021 Employee classifications
33.022 Introductory period
33.023 Access to personnel files
33.024 Personal information changes
33.025 Confidential information
33.026 Performance review and wage increases
33.027 Outside employment
33.028 Nepotism
Salary Administration
33.035 Work hours
33.036 Wage policy
33.037 FLSA timekeeping
33.038 Indiana timekeeping requirements
33.039 Work time restricted
33.040 Rounding
33.041 Payday
33.042 Cell phone allowance
33.043 Clothing allowance
33.044 Payroll deduction
33.045 Employment at will
33.046 Full-time employee/volunteer fireman
33.047 Overtime
33.048 Compensatory time
33.049 Flex time
Employee Benefits
33.060 Vacation
33.061 Holidays
33.062 Sick leave
33.063 Bereavement leave
33.064 Time off to vote
33.065 Court and jury duty
33.066 Family Medical Leave Act (FMLA)
33.067 Americans with Disabilities Act (ADA)
33.068 Worker’s Compensation
33.069 Workplace safety
33.070 Group medical and life insurance
33.071 Dental insurance
33.072 Vision insurance
33.073 Life insurance
33.074 Identify theft protection
33.075 Legal shield
33.076 Indiana Public Retirement System (INPRS)
33.077 Longevity
33.078 Elective waiver of benefits
33.079 Cafeteria plan
Working Conditions
33.090 Work rules
33.091 Anti-theft policy
33.092 Use of town property
33.093 Use of cellular phones and electronic devices while driving
33.094 Social media policy
33.095 Drug free workplace
33.096 Smoking
33.097 Use of town telephones, fax machines, and town mail
33.098 Use of town provided computers, digital equipment, and internet access
33.099 Authorized use of town owned and/or leased vehicles
33.100 Take home vehicle policy
33.101 Travel and conferences
33.102 Training
33.103 Indiana Internal Control Standards policy
33.104 Materiality policy
Personal Conduct
33.115 Attendance and punctuality
33.116 Excessive tardiness/absenteeism
33.117 Unexcused tardiness/absenteeism
33.118 Excused tardiness/absenteeism
33.119 Dress code
33.120 Harassment/hostile work environment
33.121 Violence-free workplace
33.122 Employee conduct
33.123 Summary
GENERAL INFORMATION
(A) The policies contained in this chapter and throughout the Town of Monon Personnel Policies Handbook apply to all Town of Monon employees, except when in direct conflict with special employment conditions set forth by various statutes governing employment relationships.
(B) This Town of Monon Personnel Policies Handbook is designed to provide employees with information about working conditions, employee benefits, and some of the policies affecting employees employment. Employees should read, understand, and comply with all provisions of the policy. The Town of Monon Personnel Policies Handbook describes many responsibilities as an employee and outlines the programs developed to benefit town employees. One of the town’s objectives is to provide a work environment that is conducive to both personal and professional growth.
(C) Nothing in this policy is intended to, in any sense, constitute a contract of employment. Town of Monon is an "At-Will" employer which refers to the nature of the employment relationship, which means that the employee may resign at any time and the employer may discharge an employee at any time with or without cause.
(D) This personnel policy is not a contract of employment and in no way grants property interests or contractual rights to Town of Monon employees. This policy does not create an entitlement or an expectation of continued employment.
(E) No employee handbook can anticipate every circumstance or question about policies. As the Town of Monon continues to grow, the need may arise to change the policies described in the handbook. The Town of Monon therefore reserves the right to revise, supplement, or rescind any policies or portion of the policies from time to time as it deems appropriate, in its sole and absolute discretion. Employees will, of course, be notified of such changes as they occur.
(F) While the Town of Monon believes these policies are accurate, they are only summaries, and any discrepancies between these summaries (such as insurance policies) shall be governed by the actual terms of the underlying, more detailed plan documents.
(Ord. 2022-13, passed 12-21-2022)
The Town of Monon does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex (pregnancy, gender identity, and sexual orientation), national origin, age (40 and over), disability, genetic information as referenced in the Genetic Information Nondiscrimination Act (GINA), military service veteran status, or any other characteristic protected by federal, state and local laws.
(Ord. 2022-13, passed 12-21-2022)
It is a policy of the Town of Monon to maintain a productive work environment. Verbal or physical conduct by any supervisor or employee which harasses, disrupts, or interferes with another's work performance or which creates an intimidating, offensive, or hostile environment will not be tolerated.
(Ord. 2022-13, passed 12-21-2022)
(A) The Town of Monon is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.
(B) Applicants who refuse to or are unable to supply the documentation necessary to prove that they are American citizens or aliens authorized to work in this country will be dropped from consideration for the position.
(C) In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete Section 1 of the Employment Eligibility Verification Form I-9 at the time of hire. HIRE means the beginning of employment in exchange for wages or other remuneration. The time of hire is noted on the form as the first day of employment. and present documentation establishing identity and employment eligibility within the first three days of employment. Former employees who are rehired must also complete a new I-9 form, if they have not completed the form with the town within the past three years, or if their previous form is no longer retained or valid.
(D) Employees with questions or seeking more information on immigration law issues are encouraged to contact the Clerk-Treasurer. Employees may raise questions or complaints about immigration law compliance without fear of reprisal. I-9 Forms are maintained by the Clerk-Treasurer.
(Ord. 2022-13, passed 12-21-2022)
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