(a) Open Door Policy.
(1) The City encourages any questions or concerns you may have relating to the areas covered in this handbook and other job-related or City related issues. Our open door policy encourages you to speak to your immediate supervisor about any matter of concern to you. If the problem cannot be appropriately discussed with your immediate supervisor, or if the you have not been satisfied after discussing it with your immediate supervisor, you are encouraged to seek someone in your next chain of command.
(2) Any questions about the employee’s job, wages, hours, or anything connected with work can be frankly and fully discussed with the employee’s manager. If not completely satisfied with the manager's answer the employee may talk with the City Manager.
(3) We are continuously looking for better and more efficient ways to run the City. If an employee has any ideas for improving service, reducing costs, or developing better policies and practices, we encourage them to share their ideas with us. Be assured all employee suggestions will be considered.
(b) Standards of Conduct and Discipline.
(1) It is the philosophy of the City that employees are given rules, as guidelines, to follow regarding conduct, and that the employee will behave in a manner expected in a working environment. However, if an employee does not work within the guidelines, action must be taken to correct the situation and to protect all employees involved.
(2) Certain situations and events occurring in the employment relationship require the administration of discipline. All disciplinary actions for non-exempt employees, including disciplinary hearings, will be handled by procedures established in the current Union contract.
(3) Violation of any of the following rules may result in discipline, up to and including discharge. This listing is merely illustrative and is by no means an exhaustive list of the acts for which discipline may be imposed. Other inappropriate actions may result in disciplinary action.
A. Negligence or willful inattention to work.
B. Discourteous or insubordinate conduct.
C. Divulging confidential information.
D. Theft or dishonesty.
E. Possession, use or being under the influence of alcohol or controlled substances or having such in the employee’s system.
F. Absence or tardiness and/or misuse of sick time.
G. Failure to establish and maintain a harmonious working relationship.
H. Failure to perform duties adequately and properly or interference with other employees' work.
I. Falsification of records.
J. Negligence of safety and health rules.
K. Performance that does not meet the City's standards.
L. Unprofessional conduct or conduct detrimental to the best interests of the City.
(4) Discipline for exempt employees will be at the discretion of the City Manager, after consultation with the Human Resources Director, and the City Council. Discipline of the City Manager will be governed by the current City Charter.
(5) City employees are subject to our utility shut off procedures and all city fees, the same as any other citizen. Employees, department heads, Council members, etc. are to be treated neither better nor worse than other citizens. One standard and one fee schedule applies equally to all.
(6) No exceptions are to be made for past or present City employees or members of Council. Only the City Manager has the authority to waive any fees.
(c) Safety.
(1) The City complies with all applicable Occupational Safety Health Act rules. Employees failing to follow reasonable safety rules may be disciplined, up to and including, termination.
(2) The City and the Union have jointly established a safety committee. Each time a City employee or authorized driver is involved in any accident with a City owned, leased, or controlled vehicle, the driver shall file a complete report describing the accident with the City Manager. For each accident, the City Manager shall refer the report to a safety committee, chaired by the Police Administrator and including the driver's department or division head, and one other representative to be named by the City Manager. The safety committee shall determine whether or not the accident was preventable and shall forward that information to the City Manager, along with any relevant recommendations. The City Manager shall then determine if there is cause for disciplinary action.
(3) Only approved hearing protection is allowed when operating City vehicles, emergency vehicles, construction equipment, lawn mowers, chippers, or any motorized equipment. Headphones, walkmans, or any other device that projects sound is not authorized.
(4) Immunizations for infectious diseases may be made available by the City, at no cost to the employees.
(d) Grievance and Arbitration Procedures. All grievance and arbitration procedures for non-exempt employees will be governed by the current Union contract.
(e) No Strikes and No Lockouts. All non-exempt employees will be governed by the current Union contract regarding no strikes and no lockouts.
(Ord. 07-17. Passed 5-21-07; Ord. 09-16. Passed 4-6-09; Ord. 09-52. Passed 10-5-09.)