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In the course of your employment with the town, you may have access to information which is confidential, including, but not limited to, information about new town projects, accounting records, insurance records, personnel records, and information about the citizens of our town. You shall not use, disclose, or divulge confidential information about the town or its citizens to any third party, without prior authorization.
(Ord. 2022-13, passed 12-21-2022)
During the first year of employment with the town, job performance will be reviewed three times. Reviews of full-time hourly employees will be given by the department head or Town Council after the initial 90 day probationary period, again at six months and then around the one-year anniversary. After receiving the one-year review, an annual performance review for all employees will be given during the month of June by the department head or Town Council. At these reviews, the reviewer will discuss an employee's progress with the town, past accomplishments, performance shortcomings (if any), attendance, safety record, and overall performance on the job. The Clerk-Treasurer will evaluate all office employees. All evaluations shall be properly documented and kept in the employee's permanent personnel file in the Clerk-Treasurer's office.
(Ord. 2022-13, passed 12-21-2022)
(A) Employees may hold outside jobs as long as they meet the performance standards of their job with the town. All employees will be judged by the same performance standards and will be subject to the Town of Monon scheduling demands, regardless of any existing outside work requirements.
(B) If the town determines that an employee's outside work interferes with performance or the ability to meet the requirements of the Town of Monon, as modified from time to time, the employee may be asked to terminate the outside employment if he/she wishes to remain with the town.
(C) Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals outside the town for materials produced or services rendered while performing their town jobs.
(D) Employees who are provided medical leave under the town's policy for their own serious illness or injury shall not be employed by outside employers when on leave of absence.
(Ord. 2022-13, passed 12-21-2022)
(A) Effective July 1, 2012 I.C. 36-1-20.2 specifies that relatives may not be employed by the town in positions that result in one relative being in the direct line of supervision of the other relative.
(B) An employee who is employed by the town as of June 30, 2012, is not subject to the nepotism provision unless the employee has a break in employment with the Town of Monon.
(C) Direct line of supervision is defined as an elected officer or employee who is able to affect the terms and conditions of another individual's employment, including making decisions about work assignments, compensation, grievances, advancement, or performance evaluation.
(D) Indiana Code defines RELATIVE to include a spouse; a parent or stepparent; a child or stepchild; a brother, sister, stepbrother, or stepsister; a niece or nephew; an aunt or uncle; a daughter-in-law or son-in-law; an adopted child; and a brother or sister by half blood. For the purpose of this policy, the Town of Monon definition of relative will also include mother-in-law, and father-in-law, effective as of adoption of the policy handbook.
(E) Each elected office holder of the town shall annually certify in writing that the officer is in compliance with the nepotism policy under I.C. 36-1-20.2. Such certification must be submitted to the Clerk-Treasurer not later than December 31 of each year.
(F) An elected official or department head that is in violation of this policy may be subject to penalties for perjury which is a level 6 felony with up to three years prison sentence.
(G) The town's failure to adopt policies under I.C. 36-1-20.2 will result in the Department of Local Government Finance not approving the town's budget or any additional appropriations for the ensuing calendar year until the State Board of Accounts certifies the town is compliant.
(Ord. 2022-13, passed 12-21-2022)
SALARY ADMINISTRATION
(A) Salary administration. 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) The usual workweek for employees of the Town of Monon is Monday through Friday. All personnel will be expected to work a five consecutive day workweek. Employees are expected to work an actual eight hours with the town providing two 15-minute breaks to be taken as one in the morning and one in the afternoon. Unpaid lunch periods are 60 minutes long. Employees shall take their full lunch period unless emergency situations arise preventing the employee from doing so, or they have been given prior approval by their department head. The Town Council must approve any variation of this each year.
(Ord. 2022-13, passed 12-21-2022)
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