In addition to prevention of workplace violence and workplace bullying, the city is dedicated to promoting professionalism, efficiency, productivity, and cooperation among its employees, elected officials, appointed officials, and members of the public. Therefore, the city expects the various stakeholders to be sensitive to how we conduct ourselves in and about city workplaces, city events, and at public meetings. Although the city cannot possibly provide an exhaustive list of impermissible behavior, the following provides some examples for guidance:
(A) Insubordination or failure to cooperate with fellow employees and/or supervisors, or directives of the City Council or Mayor;
(B) Usurpation of or interference with executive functions of city government by individual city councilmembers; or the usurpation of or interference with legislative functions of city government by the Mayor.
(C) Horseplay, gambling or instigating or participating in a physical altercation;
(D) Falsifying/making a material omissions on, or altering the city's records, time cards, report forms, application materials, etc.;
(E) Intolerant, abusive, demeaning, prejudicial comments (including yelling) and/or actions towards employees, members of the public, elected or appointed officials or any other person;
(F) Using, processing or being under the influence of alcohol or unlawful drugs while on duty, while on the city's property, or city events;
(G) Bringing unauthorized firearms, explosives or other dangerous materials on the city's property without explicit prior authorization by the city;
(H) Divulging confidential information to others without express authorization by the city; or coercing others to disclose confidential information, which is confidential to the city or to or about an individual employee;
(I) Immoral conduct; or incivility, including name-calling, verbal taunts, heckling, hissing, booing, mocking, and similar activities;
(J) Engaging in unlawful harassment of another person as defined by KRS 525.00; and
(K) Using a position of authority to unreasonably coerce other city officials to take enforcement or disciplinary action against an employee. This does not prohibit lawful exercise of legitimate supervisory authority, and discretionary decision-making authority vested in the Mayor and executive branch supervisory and/or the enforcement authority and discretion vested in appointed city officers, or the legitimate exercise of legislative authority of the City Council.
(Ord. 17-05, passed 7-5-2017)