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CITY OF FAIRBANK PERSONNEL POLICY GENERAL PROVISION TRAINING SICK LEAVE FUNERAL LEAVE CIVIL LEAVE ANNUAL LEAVE & VACATION HOLIDAY LEAVE PERSONAL LEAVE/ COMPENSATION LEAVE UNIFORM POLICY CODE OF CONDUCT USE OF CITY VEHICLE OUTSIDE EMPLOYMENT RESIGNATION OVER TIME POLICE SERVICE SAFETY HARASSMENT TELEPHONE USAGE INTERNET USAGE CONFIDENTIALITY DRUG AND ALCOHOL PERSONNEL RECORDS CHANGE IN THIS POLICY MANUAL Unless
you are given a written contract signed by the City Clerk
and approved by the City Council specifying an employment term,
your employment is “at will.” This means that both the City of Fairbank and the employee
have the right to terminate employment at any time with or without
cause. Nothing in this
Handbook nor any oral or written representation by any employee,
official, Manager, or Supervisor of City of Fairbank shall be construed
as a contract of employment. GENERAL PROVISIONS PURPOSE: In accordance
with Resolution No ________, entitled Personnel Policies and Procedures,
City of Fairbank, and all amendments approved and passed over the years,
it is the purpose of these rules to establish procedures which will
serve as a guide to administrative actions concerning the various
personnel activities and transactions. POSITIONS
COVERED: A.
These rules and regulations shall cover all employees in the
municipal government, paid or volunteer. ADMINISTRATION: A.
The amendments, changes, or revisions of the rules and
regulations shall be recommended by the City Clerk to the Mayor and City
Council for final approval. B.
Department Heads may promulgate appropriate rules and regulations
to regulate operating practices and procedures in the respective
department provided the prescribed rules and regulations do not conflict
with or permit a lesser standard than that imposed by the City Council
in a general City Policy. Any
such department rules and regulations shall be in written form and shall
be retained in a manual of standard practices and procedures. EMPLOYMENT
Section 1:
Equal Employment Opportunity
Our policy is to select, place, train, and promote the best
qualified individuals based upon relevant factors such as work quality,
attitude, and experience, so as to provide equal employment opportunity
for all our employees in compliance with applicable local, state, and
federal laws, and without regard to non work-related factors such as
race, color, religion/creed, sex, national origin, age, disability,
pregnancy, citizen ship, or marital status. This equal
opportunity policy applies to all City of Fairbank’s activities,
including but no limited to, recruiting, hiring, training, transfers,
promotions, and benefits. Section 2:
Hiring Each new
employee hired by the City of Fairbank will be given a position title
based on his/her duties and responsibilities.
The department head will instruct the employee of his/her
position title. Section
3:
Probationary
Period All new
employees hired to fill a full-time position shall serve a probationary
period of at least
ninety(90)days. This period
may be extended for an additional three (3) months if deemed necessary
by the department head with City Council approval. Probationary
employees are eligible for insurance and holiday and sick leave, but not
vacation pay. Vacation
eligibility is explained in Article V.
Section 4:
Part-Time Employees Part-time
employees are employees hired to work on a part-time basis usually less
then 35 hours per week. Section 5:
Temporary Employees Temporary
appointments may be made, provided such appointments do not exceed six
months duration. Such
appointments may be renewed for specific periods, not to exceed six
months, provided funds are budgeted and available and the employee's
additional services are required. Section 6:
Seasonal Employment Seasonal
employees for the city of Fairbank include lifeguards, lesson
instructors, aids and other pool employees who ARE NOT supervisory.
Pool manager is considered part-time. The “Fairbank Municipal
Pool Lifeguards Manual” also governs pool employees. All seasonal
employees are terminated at the end of their respective seasons, and
must re-apply at the beginning of the season. Section 7:
Volunteer Fire Department Employees Volunteer fire
department members are not compensated except for travel and training
cost as cover in this manual. These
cost are at the discretion of the Fire Chief, Mayor and Council. Performance standards of volunteer fire department members
are governed by fire department by-laws at the discretion of the Mayor
and Council. Fire
department members are bound by the code of conduct standards of this
manual. Section 8:
Full-time Employees All full-time
employees are on-call employees and subject to call out at any hour, and
day at the order of the department head and/or Mayor.
All hours worked over 40/week should be recorded by the
department head and may be compensated time off at time and ½ except
for the City Clerk and Police Chief who are compensated at a rate of
straight time. No full-time
employee is compensated cash for over time except when special money has
been allotted for the specific purpose of over time pay. Section 9:
Residency Requirement All full-time employees of the city of Fairbank
that are required to be available for emergency response shall reside
within the city limits of Fairbank to allow for a rapid response in the
event of an emergency. Employees covered under this policy are all full-time employed police officers, firefighters, and utility/street employees. Individual situations may be reviewed by the City Council on a case by case basis, however no employee who is classified by this section should have the expectation that they will not be bound by this requirement for any reason. This policy becomes effective upon passage by the city council. TRAINING
Section 1:
Training The City may
authorize or require employee attendance at conferences, seminars,
workshops, or other functions of a similar nature that are intended to
improve or upgrade the employee's job skills. Requests to
attend training sessions should be made at least 2 days prior to the
deadline for registration. The
Department Head will make decisions regarding employee attendance
subject to final approval of the City Council. When a request
for training is approved, the employee's cost of registration, tuition
and publications, transportation, lodging and per diem will be covered
by the City. In addition,
while attending conferences, seminars, workshops, or other functions of
a similar nature, the employee will be compensated for a regular work
day (eight hours). Section 2:
Travel and Subsistence Allowance When employees
of the City of Fairbank are required to travel on official business, the
City will pay reasonable amounts for transportation, meals, and lodging.
An employee is expected to show good judgment and an appreciation
for economy when incurring travel expenses.
Expense limits established by these regulations are limits and
not allowances or authorization to spend that much if less would be
adequate. Paid bills and
receipts for related expenses are required to be attached to the travel
expense form and submitted for payment or reimbursement. Section 3:
General Travel advances
may be made to cover anticipated travel expenses with the approval of
the City Council. Decisions
as to which trips are authorized are normally made during the
formulation of the annual budget. Paid bills for lodging and receipts
for other related expenses are required if such expenses have been
incurred. The City shall
pay actual registration fees. Section 4:
Transportation The City may
purchase air travel tickets in advance for employees traveling by common
carrier. All employees
shall travel in tourist or economy class where such services are
available. Municipal owned
vehicles should be used for out-of-town travel. Employees, who,
with authorization from their department head, may use their personnel
vehicles for official business may be reimbursed at at the current IRS
mileage rate. The employee
prior to utilizing a personal vehicle for official business must secure
adequate vehicle liability insurance. Section 5:
Lodging An employee is
expected to make hotel reservations well in advance whenever possible
and to take actions to insure that lodging is secured at moderate rates. If an employee is to attend a formal, organized meeting or
conference, he/she may stay at the hotel or motel where the meeting is
to be held. The City, in
all cases, will pay no more than the regular single room rate. Where
registrations or tuition fees include one or more meals, the City will
only reimburse those meals not covered by such fees.
Where priced or tickets to conference luncheon or dinners exceed
individual meal limits, the applicable meal and daily limit shall be
increased by the excess amount. CITY OF FAIRBANK LEAVE POLICY SICK LEAVE The use of sick
leave is designed to help safeguard employees health and morale, but
such leave is a privilege and not a right, which an employee may use as
he/she pleases. The abuse
of sick leave is grounds for dismissal. Section 1:
Rate of Earnings Paid sick leave
for full-time employees shall be earned at a rate of 10 days
per year, accumulated at and shall have the right to accumulate
unused sick leave up to a maximum of 30 days.
An employee who has 10 years of constant full-time service to the
city may use his/her sick leave as vacation. Section 2:
Payment of Sick Leave If an employee
is to be paid for sick leave, the employee's supervisor and City Clerk
must be notified by 9:00 a.m. each day.
Police Service: The officer must notify at least four hours
before beginning tour of duty. Sick leave
shall not be granted the last two weeks of employment unless there is an
excuse from a medical doctor unless an employee with ten years of
consecutive service chooses to use sick time for vacation.
Any unused sick leave shall be lost in the event of termination,
resignation, or discharge. Employees with less then ten years of
consecutive service will not receive payment of accumulated sick leave. If an employee
is absent for three or more consecutive days, the employee must have an
excuse from a medical doctor. In some cases, a medical excuse may be
required from a medical doctor if absent after one day. When an
employee uses sick leave, the employee will be granted the number of
hours sick leave which he was normally scheduled to work for the
applicable days. Sick leave
hours shall be granted and used toward calculation of any overtime,
which occurs during that pay period. For example, if
an employee is out for two days and his normal day was eight hours, he
would be credited for sixteen hours.
If he returned to work the same week and worked a total of thirty
hours, he would be paid forty hours, regular time and six hours over
time, if he/she is an employee that is entitled to overtime pay. Sick leave is
to be charged in units of whole hours or whole days. Section 3.
Maternity Leave, LONG-TERM
Personal Illness, and Leave
Without Pay The City of
Fairbank considers maternity the same as illness and the same
regulations shall apply to both. All full-time
female employees are entitled to maternity leave.
Maternity leave will comply with the Family Medical and Leave
Act. Personal
Illness--In case of a long-termed personal illness, all accrued sick
leave, and annual leave can be taken. Family
Illness--An employee may use accrued sick leave in the event of family
illness. This may be to
take an immediate member of the family to the doctor, dentist, or other
persons or facilities depending on the illness.
A request form shall be filled out and approved by the department
head and Mayor, or City Council. General leave
without pay--All full-time employees may request leave without pay for
reasons considered AN EMERGENCY. The following reason would be included: --Extended
illness not covered by sick or annual leave --Necessary
leave to take care of personal problems --Disciplinary
reasons deemed proper by the department head Leave without
pay shall not exceed one (1) month, but may be extended for an
additional one (1) month approval of the Mayor and City Council.
Leave without pay may also be taken with the employee paying the
entire monthly group premium for the hospitalization and life insurance
programs provided by the City. In the case of
funeral leave, an employee may take the day before, day of, and day
after the funeral with pay in the event of a death of immediate family
or spouse's immediate family. The
immediate family includes husband, wife, child, father, mother, brother,
sister, mother-in-law, father-in-law, sister-in-law, and brother-in-law
and grandparents. CIVIL LEAVE Section 1:
Jury Duty All full-time
city employees selected for jury duty shall be entitled to Civil Leave
with pay for the period of absence required.
Such leave shall not be charged to annual or sick leave earnings,
except that on any day when such employee is excused from service on a
jury he will be expected to report for duty at the regular place of work
if within reasonable commuting distance or be charged annual leave for
the time excused from jury duty because of illness shall be charged sick
leave. Jury fees shall be
turned into the City and the City will compensate the employee as a
normal workday. Section 2:
Official Court Attendance All full-time
employees subpoenaed or ordered to attend court to appear as a witness
or to testify in some official capacity on behalf of the City, State, or
the Federal Government shall be entitled to leave with pay for such
period as his court attendance may require. Section 3:
Private Litigation Absence of a
City employee to appear in private litigation in which he/she is a
principal party shall be charged to annual leave or to leave without
pay. Section 4:
Military Leave Employees
who are members of the Reserves or the National Guard will be granted
leave as required by Iowa Law. ANNUAL LEAVE Section 1:
Purpose It is the
policy of the City of Fairbank to provide vacation affording for
healthful rest and relaxation to all full-time employees. No employee
shall be paid for vacation if vacation time has not yet been earned. Section 2:
Workweek As used in this
policy, the term "workweek" shall mean the number of hours an
employee is scheduled to work during a normal week.
A normal workweek is considered forty hours. Section 3:
Rate of Earnings All full-time
employees who have satisfactorily completed the initial appointment
probationary period shall earn vacation time after 1 year of consecutive
service at a rate of the following: Ø
An employee who has
completed one year of employment with the City shall receive one
workweek paid vacation. Ø
An employee who has
completed two years of employment with the
City shall receive two workweeks paid vacation. Ø
An employee who has
completed six years of employee with the
City shall receive three workweeks paid vacation. A request for
vacation shall be approved by the department head, or the Mayor or City
Council. The
request must be received 7 days in advance of requesting the vacation
leave. Vacations shall be figured on the basis of when an employee began working. An employee is eligible for vacation after his or her anniversary date. A vacation earned must be taken by the employee prior to the employee’s next anniversary date.
Exceptions must
be approved by the City Council. Part-time--Employees
who are scheduled part-time shall not earn nor be paid for vacation
time. Temporary/Seasonal--Employees
shall not earn and shall not be paid for vacation time. Leave
Statute--Employees on leave without pay for more than (10) consecutive
workdays shall not earn credits for paid vacation while in leave status. A vacation earned must be taken by the employee
prior to the employee’s next anniversary date. Section
4:
Use of Vacation Vacation time
will be charged in units of whole days or whole hours.
All full-time employees are required to take at least ½ the
earned paid vacation each calendar year following their initial
employment date. Any unused
vacation time is lost without compensation to the employee.
Except in the case of an emergency, all earned vacation time must
be approved in advance by the employee's department head, Mayor or City
Council Member. No employee
shall take time off for earned vacation when that time has not been
earned. Such action shall
be considered fraudulent When the City
observes an earned holiday during the period an employee is on an earned
vacation, the employee shall receive time off at another date. When an
employee terminates employment, the employee shall be paid for accrued,
unused vacation. Section
5:
Attendance and Attendance Records The City of
Fairbank relies on you to report to work regularly and on time.
If you are going to be late or absent, you must contact your
Supervisor or city hall immediately.
If you have to leave early, you must obtain approval from your
Superior or Manager. Your
Supervisor or Manager may require that you make up any lost work time. The City of
Fairbank will take disciplinary action, up to and including discharge,
where attendance is unacceptable. This policy
shall not be construed to conflict with the American with Disabilities
Act, the Family and Medical Leave Act, The Iowa Civil Rights Act, and
other applicable federal and state laws. The city clerk
shall maintain an attendance record for each employee. This record shall reflect all absences, including sick leave,
vacation leave, civil leave, etc. The
department head shall be responsible for daily attendance records to be
turned into the city clerk on the day after the time sheet ends. Americans with
Disabilities Act As stated
elsewhere in this Handbook, the City of Fairbank shall not discriminate
against any applicant or employee because of a disability.
The City of Fairbank will endeavor at all times to provide
reasonable accommodation to applicants or employees with a disability.
A disability will affect a person’s employment only when and if
it is determined that individual cannot perform the essential functions
of the job, even with a reasonable accommodation. The City will
keep medical information confidential, consistent with federal and state
law. NO
TIME OFF SHALL BE ADVANCED TO AN EMPLOYEE WHO HAS NOT EARNED LEAVE WITH
PAY
VACATION LEAVE After time is
earned for vacation, employees shall request and inform city hall 7 days
in advance of a vacation lasting 1 work week or longer.
Employees shall coordinate vacation as to not have personnel
unavailable to answer calls or emergencies.
Department Heads shall not leave the state, or the area for an
extended period of time without informing the mayor and/or department
committee members. HOLIDAY LEAVE
Holidays Observed The following
shall be observed as official holidays for the employees of the City of
Fairbank, Iowa: New Year's Day Memorial Day July
4th-Independence Day Labor Day Thanksgiving
Day Christmas Day When a holiday
falls on Saturday, the proceeding Friday will be observed. When a holiday
falls on Sunday, the following Monday will be observed. If employees work a holiday, he/she shall be entitled to take time off at another date. If an employee has a holiday fall on his/her normal day off, he/she shall be entitled to time off at another date. A request form for alternate holidays time off shall be approved by the department head. PERSONAL
LEAVE
That each full time employee shall receive two (2) days of paid personal leave each year to be used within the year the days are earned. COMPENSATED TIME OFF Employees that
have earned time off in compensation for overtime worked shall notify
their department head, or Mayor 1 day in advance if they are requesting
1 full day or more off. Comp
time shall not be allowed if an excess number of employees are scheduled
for leave in that period. Employees
shall coordinate time off as to not have personnel unavailable to answer
calls or emergencies. UNIFORM ALLOWANCE & PERSONAL APPEARANCE/HYGIENE PURPOSE: The City of
Fairbank expects its employees to be presentable to the public at all
times. This may include the
requirement to wear a specific uniform.
The city also expects all employees to be neat and clean when
interacting with the public. The
city understands that there are circumstances that will occur when
employees are engaged in work that will render the employee to be dirt
or stain covered. Employees should make every attempt to become presentable to
the public after such work is complete. Section 1:
Uniform Policy and Allowance All full-time
city employees shall be allowed $500.00/ year to be used to replace
clothes and shoes. City
uniforms shall be purchased out of the $500.00 allowance. Part-time and
pool employees may be required to purchase their own uniforms. If a city
uniform is provided, that uniform shall be worn at all times when
interacting with the public. Police
Officers shall wear the department uniform at all times unless working
on an investigation, under cover, or the officer was called out for an
immediate emergency off duty. All
city uniforms shall be kept in neat, clean order.
If a uniform becomes un-presentable, it needs to be replaced. Section 2:
PERSONAL APPEARANCE AND HYGIENE Employees shall
be neat and clean at al times when interacting with the public.
Clothing and uniforms shall be in neat, clean order.
Hair shall be groomed and clean.
Male employees shall not have excessive hair length past the
shirt collar. Employees
shall maintain a high level or hygiene as not to be offensive to others. YOUR RESPONSIBILITIES & CODE OF CONDUCT Purpose: The City of
Fairbank has always maintained the highest standards of public service.
Therefore, in all dealing with the public and with each other,
all City of Fairbank employees are expected to respect the dignity of
each individual. With the
foregoing in mind, the City of Fairbank has developed policies and rules
for the benefit of us all. Section 1:
un-expectable behavior and prohibited actions Some of the
policies have already been outlined earlier in the Handbook. Others are contained in the following list.
You are encouraged to read this list of actions and to understand
them fully. Many of these
things have never been a problem for the City of Fairbank, and we hope
to keep it that way. If any
one of these actions or any one of the previously mentioned actions or
similarly egregious action is taken by you, it can result in
disciplinary action up to and including dismissal.
No city employee shall act in such a way to bring shame and/or
disorder to the city on or off duty. 1.
Improperly treating or servicing a fellow employee, customers or
any other non-employee. 2.
Insubordination or lack of cooperation. 3.
Failing to follow City of Fairbank job instructions. 4.
Failing to follow instruction of, or to perform work requested
by, a Supervisor or Manager. 5.
Failing to meet a City of Fairbank measurer of efficiency and
productivity. 6.
Placing long distance personal phone calls or making or receiving
excessive personal phone calls on City of Fairbank time. 7.
Unauthorized or excessive absences (including late arrival and
early departure) from work. 8.
Sleeping on City of Fairbank property or during the time in which
you are supposed to be working. 9.
Abusing, wasting, or stealing City of Fairbank property or the
property of any City of Fairbank employee or non-employee. 10.
Removing City of Fairbank property or records without written
authorization. 11.
Falsifying your employment application or other personal records. 12.
Falsifying City of Fairbank reports or records (including
timesheets). 13.
Violating the law on City of Fairbank premises. 14.
Fighting or starting a disturbance on City of Fairbank premises
or while performing job duties, including, but no limited to, assaulting or
intimidating a
City of Fairbank employee, official, or non-employee. 15.
Unauthorized possession of firearms, weapons, or dangerous
substances while performing job duties or on City of Fairbank premises. 16.
Reporting to work in a condition unfit to perform your duties,
including reporting to work with measurable amounts of illegal drugs or controlled substances in your system or being under the influence of alcohol or drugs
or controlled substances 17.
Consuming or selling alcohol (except in designated areas while
off-duty), illegal drugs or controlled substances on City of Fairbank
premises or while performing your job duties. 18.
Smoking in prohibited areas or in city vehicles. 19.
Violating a City of Fairbank safety rule or practice or creating
or Contributing to unhealthy or unsanitary conditions. 20.
Acting in conflict with the interests of the City of Fairbank. 21.
Disclosing confidential City of Fairbank information without
authorization. 22.
Unauthorized solicitation or distribution on City of Fairbank
property. 23.
Using profanity towards others 24.
Failing to fully cooperate in any City of Fairbank investigation. 25.
Failing to fulfill financial responsibilities to the City of
Fairbank including but not limited to utility bills. All employees
are expected work efficiently and harmoniously and to meet the
requirements and standards for their position.
Section 2:
PERFORMANCE STANDARDS All employees
are expected to work efficiently and harmoniously and to meet the
requirements and standards of their position. During your
employment with the City of Fairbank, your Manager or his or her
designee will evaluate your work. Your salary is
monitored in this manner so that it accurately reflects your job and
your performance. Based
upon the evaluation of your Manager or his or her designee and your
total work record, your salary may be increased.
It should be understood, however, that increases in your salary
are not an automatic part of the performance review but are within the
City of Fairbank’s discretion based upon your entire work record and
the evaluation of your Manager or his or her designee. The following
guidelines have been adopted by the city council to preserve public
confidence in the integrity of municipal officials and employees and to
promote high ethical
standards in local government service. Section 3:
Conflict of Interest A.
No City employee shall accept a favor, which would in any way
bring about special consideration, treatment, or advantage to any
citizen or business, which goes beyond that, afforded to other citizens
and businesses. City
employees shall not accept any service if it can be reasonably inferred
that such service was intended to influence the employee in the
performance of their duty or as a reward for any official action.
No city employee may accept a gift per the State Code, the Iowa
Gift Law. B.
No City employee shall represent the City in any matter with any
firm, corporation, or individual where the employee will benefit due to
personal or financial interest with that firm, corporation or
individual. Use of City Vehicle and Equipment City Vehicles
shall be used only for city business except as authorized by the City
Council. Full-time
employees shall be allowed to use city vehicles for personal business
within the city limits of Fairbank for events and trips for a reasonable
time. However, a city vehicle shall not be considered, or used as
primary transportation during off duty hours.
Employees shall use good judgment and desecration when operating
city vehicles. Any city
employee or city official shall be allowed to operate city vehicles.
City employees assigned or otherwise operating city vehicle shall
observe the following practices: A.
Operate vehicle safely and economically and in strict compliance
with all traffic and parking
regulations. Including the wearing of seatbelts. This would not apply to emergency vehicles as defined
in the State Code, when in use as an emergency vehicle. B.
Comply with routine maintenance schedules as established by the
City Council. C.
Assume responsibility for reporting needed repairs and
maintaining the cleanliness of the interior and
exterior of the vehicle. D.
Radio equipped vehicles shall maintain radio contact with an
appropriate base station when on duty or
on call. E.
No poster, stickers, or advertisement shall be placed upon city
vehicles without prior approval of the
City Council. Outside Employment City employment
shall be the principal vocation of all permanent full-time employees.
No employees shall hold other city offices or have conflicting
employment while employed by the City.
The employee may not engage in outside employment if the
additional work impairs the efficiency of the employee or department,
requires deviation from normal work schedules, cause a conflict of
interest, or can be construed as unbecoming a city employee. RESIGNATION GUIDELINES
Resignation A.
An employee who resigns shall give a fourteen-day notice.
The notice shall be directed to the city
Clerk. If an
employee fails to give proper notice, all earned compensation is
forfeited. B.
Any employee who assumes leave without proper notification shall
be consider to be absent without leave and assumed terminated. OVERTIME POLICY Section 1:
General Purpose All full-time
employees shall normally work a minimum of forty (40) hours per week.
In order to provide essential services, some employees, who at
the direction of the mayor or councilperson may be required to work in
excess of the normal workweek hours. The City of Fairbank will compensate at a rate of one and
one-half (1 1/2) times the regular pay to full-time employees under the
Fair Labor Standards Act. City
Clerk and Police Chief shall be compensated at straight time for time
worked over normal hours. The City of
Fairbank will compensate at a rate time one and one-half (1 1/2) off to
employees who are covered under the Fair Labor Standards Act; who work
in excess of the normal workweek. If
the employee wishes to take the time off for overtime worked, the city
strongly suggest doing this; and to take the time off as soon as
possible. Section 2:
Exempt and Non-Exempt Status For overtime
purposes, all City employees are classified in exempt or non-exempt
status. The determination
is made in the Fair Labor Standards Act.
The police department and the City Clerk is exempt under the Fair
Labor Standards Act. THE CITY OF
FAIRBANK WILL PROVIDE STRAIGHT TIME OFF TO EXEMPT EMPLOYEES WHO WORK IN
EXCESS OF THE NORMAL WORKWEEK. THIS
WOULD MEAN THAT TIME OFF MAY BE TAKEN FOR EXTRA TIME WORKED.
ANY UNUSED COMP TIME SHALL BE LOST IN THE EVENT OF TERMINATION,
RESIGNATION, OR DISCHARGE. THERE
WILL BE NO PAYMENT OF ACCUMULATED COMP TIME TO EXEMPT EMPLOYEES.
THE POLICE DEPARTMENT IS EXEMPT FROM THE FAIR LABOR STANDARDS
ACT. THE POLICE CHIEF
POSITION WOULD BE COVERED UNDER THIS SECTION, BUT THE WORK WEEK AND
SCHEDULE IS DETERMINED BY THE MAYOR AND ANY EXCESS HOURS WORKED HAVE TO
BE APPROVED BY THE MAYOR. Section 3:
Overtime During Leave Periods In calculating
overtime, time taken officially as annual leave, sick leave, or holidays
shall be considered as time worked. UNIFORM
AND EQUIPMENT POLICY DUE TO SECURITY ISSUES, ANY PERSONNEL IN POSSESSION OF POLICE EQUIPMENT AND UNIFORMS SHALL BE THOROUGHLY RECORDED AND UPDATED AS NEEDED. SUCH RECORDS SHALL BE ON FILE WITH THE POLICE CHIEF AND CITY CLERK UNIFORM
POLICY-FULL-TIME UNIFORM
ALLOWANCE-Payable the first pay period following the anniversary hire. See
Uniform Allowance Policy All
full-time officers shall receive the following upon hire date: UNIFORM:
Two winter shirts, two summer shirts, two trousers,
One winter coat, one spring jacket, one tie or dickie. EQUIPMENT:
Two badges, one bullet resistant vest, shoulder
patches, nameplate collar brass
tie clasp, duty belt, inner belt, duty weapon, holster,
ammo pouch, hand
cuff case, mace and mace holder,
one set of keys, key holder, asp baton and holder,
Latex glove holder, one portable radio and holder,
flashlight, also a winter and summer hat. Note:
Equipment is not part of the uniform allowance and any item will
be replaced as needed as directed
By the Chief of Police UNIFORM
POLICY-PART-TIME
A)
Part-time officer working less than 30 hours a week average shall
receive shall receive upon hire one winter shirt, one summer shirt, one
trousers, a winter coat, a spring jacket, tie or dickey. Equipment
provided: 1 badge, collar brass, duty belt weapon,
Inner belt, weapon, mace and holder, asp baton and holder.
Shoulder patches, nameplate, keys and key holder, holster and
Clip holder, a winter, and a summer cap or hat. UNIFORM
POLICY-RESERVE OFFICERS
A)
Equipment Provided: 1 badge, collar brass, name plate, Note: All uniforms and
equipment in stock will be used after being evaluated by the Chief of
Police. All purchases are subject to the approval by the Mayor or City Council
Police Committee Members directed to sign Purchase Orders. All
city owned equipment will be returned to the city upon termination.
No compensation will be made to officers using his or her own
equipment or service weapon, while on duty for the city.
If a uniform becomes torn or damaged while on duty for the city,
it will be replaced by the city and will not be posted against his or
her uniform allowance. Worn
out uniforms will be responsibility of the officer. SAFETY The city of
Fairbank will provide safety training for the city employees and the
property equipment, according to OSHA regulations.
All city employees will observe all safety regulations and
attendance at all safety committee meetings will be mandatory. HARASSMENT IS FORBIDDEN
A fundamental policy of the City of Fairbank is
that the workplace is for work. Our
goal is to provide a workplace free from tensions involving matters,
which do not relate to the City of Fairbank’s business.
In particular, an atmosphere of tension created by nonwork-related
conduct, including ethnic, racial, sexual or religious remarks,
animosity, unwelcome sexual advances or requests for sexual favors, or
other such conduct does not belong in our workplace. Harassment of employees or of applicants by other
employees is prohibited. Harassment
includes, without limitation, verbal harassment (epithets, derogatory
statements, slurs), physical harassment (assault, physical interference
with normal work or involvement), visual harassment (posters, cartoons,
drawings), and innuendo. Sexual harassment is a violation of state and
federal law. It includes
unwelcome sexual advances, requests for sexual favors, sexually
motivated physical contact and other verbal or physical conduct, or
visual forms of harassment of a sexual nature when submission to such
conduct is either explicitly or implicitly made a term or condition of
employment or is used as the basis for employment decisions or when such
conduct has the purpose or effect of unreasonably interfering with an
individual’s work performance or creating an intimidating, hostile, or
offensive work environment. You cannot be forced to submit to such conduct as a
basis for any employment decision and the City of Fairbank will do its
best to keep itself free of any conduct, which creates an intimidating,
hostile, or offensive work environment for our employees. What To Do If You Feel Our Policy Has Been Violated
In the event that any sort of ethnic, racial
religious, or sexual harassment, or similarly abusive verbal or physical
conduct interferes with any individual’s work performance or creates
an intimidating, hostile or offensive work environment, we urge you to
contact your Manager or Supervisor. If you feel uncomfortable bringing the matter to
your Manager or Supervisor or if your Manager or Supervisor is thought
to be involved in the harassment, you may contact the City Clerk, who,
to the extent possible, will treat the matter to the degree of
confidentiality that you require. If
you feel uncomfortable bringing the matter to the City Clerk, or if the
City Clerk is thought to be involved in the harassment, you may contact
the Mayor, who, to the extent possible, will treat the mater with the
degree of confidentiality that you require.
The Manger or Supervisor will notify the City Clerk of the
harassment who will in turn notify the Mayor and City Council.
Charges of harassment will be promptly and thoroughly
investigated and a report will be made to you concerning the results of
the investigation. If the City of Fairbank determines that harassment
has occurred, appropriate relief for the employee bringing the complaint
and appropriate disciplinary action against the harasser, up to
harassment in the workplace will be informed of our City of Fairbank’s
policy and appropriate action will be taken.
In all cases, the City of Fairbank will make follow-up inquiries
to ensure that the harassment has not resumed. An employee who remains unsatisfied after
investigation by his/her Manager or Supervisor may seek review from the
Mayor and City Council may direct or conduct an independent
investigation, including witness interviews and statements concerning
the complaint. Additionally, the Mayor and City Council may take further
remedial or disciplinary action as is appropriate. The City of Fairbank understands that these matters
can be extremely sensitive, and so far as possible will keep all
employee complaints and all communications, such as interviews and
witness statements in strict confidence. The City of Fairbank will not tolerate retaliation
against any employee who complains of sexual harassment or provides
information in connection with any such complaint. Contact with the public is
vital to our business. Telephone
courtesy is a priority because, to the public, yours may be the only
City of Fairbank voice on the phone. The City of Fairbank
recognizes that there may be an occasion when it is necessary to make or
receive a personal call at work. Abuse
of this privilege is subject to disciplinary action. Cellular phones are provided
to department heads and full-time employees that are deemed necessary by
the Mayor and Council to have a cellular phone.
Employees may make personal calls as long as the calls are not
interfering with official business, or causing extra expense or disorder
to the city. A full-time employee shall
be assigned to audit all phone bills. FOR
THE USE OF INTERNET
ACCESS 1. FOR BUSINESS PURPOSES. 2. NOT TO BE ACCESSED FOR ANY UNETHICAL PURPOSE. 3. NOT TO BE ACCESSED FOR ANY TYPE OF ILLEGAL ACTIVITY. 4. NOT TO BE ACCESSED FOR ANY TYPE OF CONTROVERSIAL INFORMATION. 5.
ONLY ACCESSED BY CITY STAFF. USE 1. FOR LOOKING UP INFORMATION FOR THE BENEFIT OF THE CITY. 2. FOR DOING RESEARCH FOR THE BENEFIT OF THE CITY AND AS DIRECTED. 3. FOR SUBMITTING REPORTS TO THE COUNTY, STATE OR FEDERAL GOVERNMENT. 4. FOR RECEIVING REPORTS FROM THE COUNTY, STATE OR FEDERAL GOVERNMENT. 5. TO ORDER SUPPLIES OR MATERIALS AS DIRECTED FOR THE CITY (FUTURE USE). 6. CITY STAFF COULD USE THE INTERNET FOR THEIR OWN USE AFTER HOURS OR WHILE ON BREAK AS LONG AS IT IS NOT USED FOR ANY UNETHICAL OR ANY ILLEGAL ACTIVITY. As an employee of the City
of Fairbank you may learn confidential business information.
During and after employment with the City of Fairbank,
confidential business information may not be shared with non-employees
of the City of Fairbank and may only be shared with City of Fairbank
employees on a need to know basis.
If you violate this policy, disciplinary action will be taken up
to and including immediate discharge. The City of Fairbank will
provide employee information to outside agencies only upon written
authorization of the employee or as provided by law.
Most banks, credit agencies, or other parties requiring
employment information will provide you with an appropriate form. Our standard credit or other
reference letters are limited to confirming dates of employment job
title, and current rate of pay. All
requests for employment verification must be received by the City Clerk
in writing. Our response
will be in writing unless special arrangements are make in advance with
the City Clerk. The City of
Fairbank does not provide letters of recommendation. The City of Fairbank protects employee’s confidentiality and expects the employees to protect the City of Fairbank’s confidences as well. Supervisors may not give out any information about an employee and |