Current Policy 400 Professional and Personal Conduct.pdf
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Table of Contents Page 1 of 5 Policy 400: Professional and Personal Conduct Effective Date: December 1, 2024 General Provisions It is the policy of the City to uphold, promote, and demand the highest standards of conduct from all of its employees and officials, whether elected, appointed, or hired. Therefore, it is expected that all persons associated with the City will maintain the highest standards of personal integrity, truthfulness, ethics, and fairness while conducting their public duties. Policy The purpose of this policy is to provide standards of behavior for City of Buckeye employees. Confidentiality Employees are expected to carry out their duties in a manner which would withstand public scrutiny. Some employees handle confidential court-related, law enforcement-related, financial-related or employee- related information, while others handle sensitive matters concerning the operation of the government. Employees shall maintain the confidentiality of all activities and communications about City business matters, ensuring information about these activities is made public only upon appropriate authorization. Discrimination It is the City’s policy to provide a work environment that is cooperative, safe, conducive to good job performance and free of all forms of unlawful discrimination. Discrimination against an individual based on race, color, religion, political affiliation, sex, national origin, age, disability and genetic information, veteran status, or other factors prohibited by applicable law, are contrary to the Human Resources Policy and Guidelines and is strictly prohibited. All employees employed by the City are responsible for ensuring the workplace is free from such discrimination. Harassment Each employee is made aware that guidelines have been issued and published by the Equal Employment Opportunity Commission (EEOC) setting forth its interpretation that racial, national origin, age or sexual harassment in the workplace constitutes discrimination in violation of Title VII of the Civil Rights Act of 1964. Table of Contents Page 2 of 5 It is the City’s policy that all employees have a right to work in an environment free of discrimination, which includes freedom from harassment, whether that harassment is based on race, color, religion, sex, national origin, age, disability and genetic information, veteran status or membership in other protected groups. The City prohibits harassment of its employees in any form. In keeping with this policy and the laws, it is expected and required that each employee will not engage in any conduct toward any other person that may be viewed as unlawful harassment. Such conduct will result in disciplinary action for the employee who harasses others. Corrective action measures will also be implemented if it is determined the harasser is third- party. No hardship, loss of benefit, or penalty may be imposed on an employee as punishment for: a. filing a complaint, in good faith, of discrimination or harassment; b. appearing as a witness in the investigation of a complaint; or c. serving as an investigator. Sexual Harassment Sexual harassment is any unwelcome sexual advance, request for sexual favors, or verbal or physical conduct of a sexual nature when: • submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual’s employment. • submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or • such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. No hardship, loss of benefit, or penalty may be imposed on an employee as punishment for: a. filing a complaint, in good faith, of discrimination Table of Contents Page 3 of 5 or harassment; b. appearing as a witness in the investigation of a complaint; c. serving as an investigator. Prohibited Conduct No person shall willfully make any false statement, certify, mark, rate, or report regarding any application for employment, test, certification or appointment held or made under these Policies or ordinances of the City, or in any manner commit or attempt to commit any fraud preventing the impartial execution of these Policies. No person seeking appointment to or promotion to any position in the City service shall either directly or indirectly give, promise, render, or pay any money, service or other valuable thing to any person for, on account of, or in connection with their test, appointment, proposed appointment, promotion or proposed promotion. Workplace Violence The City and its employees have a mutual obligation to ensure a safe and healthy work environment. The City has zero tolerance for violence or the threat of violence by or against any City employee and will take any reasonable steps necessary to protect its workforce from violence. An employee who commits or encourages violence in the workplace will be subject to serious disciplinary action, up to and including termination. The City will fully cooperate with the efforts of law enforcement personnel to prosecute anyone who subjects employees to violent acts or threats of violence. It is the obligation of all City employees to prevent violent behavior and threats of violent behavior. All threats, harassment and violent acts that may impact the workplace, whether by co-workers or individuals not employed by the City, must be promptly reported to an employee’s immediate supervisor or, if the immediate supervisor is unavailable, to the next level supervisor, department director, Human Resources or City Manager’s Office. Table of Contents Page 4 of 5 Employees acting in good faith who report violent behavior, threats of violent behavior or harassment will not be subject to retaliation or harassment based upon their report. If there is uncertainty as to whether a situation constitutes violent or threatening behavior, the employee is encouraged to discuss the matter with his/her immediate supervisor, department director, Human Resources or City Manager’s Office. Employees must take all threats and violent behaviors seriously, whether directed at the employee or another, and have a duty to report them. Supervisors, managers and directors shall monitor their workplace and report all threats and violent behaviors immediately to the Human Resources Director, regardless of whether the person engaged in the behavior is a direct subordinate or a complaint was not made. The first response to serious violence should be to call 911. Failing to report violent acts or threatening behavior can be a serious offense. Except for sworn police officers, the possession, use or threat of use of any weapon, including all firearms and other objects, which could be used as weapons likely to cause serious injury, is prohibited in the workplace and within any City property, including City vehicles. An employee found with an unauthorized weapon on City property shall be subject to disciplinary action, up to and including termination. Employees who feel they have a special need for added personal safety should contact the Human Resources Director who will consult with the Chief of Police to determine if additional measures for safety are necessary. Attendance Department directors (or designee) are responsible for establishing and communicating a schedule of working hours for each employee to ensure an optimum level of service to the citizens of the City. Employees are expected to report to work on time as assigned. Attendance is an essential requirement of the job. Table of Contents Page 5 of 5 Conflict of Interest Employees are subject to the provisions of A.R.S. §§ 38- 501 through 38-511 regarding conflict of interest. Any employee who has, or whose relative has, a conflict of interest shall make known such interest in the official records of such public agency and shall refrain from participating in any manner as an employee in such decision. Outside Employment The City is expected to be the principal place of employment for City employees. Nevertheless, it is recognized that some employees choose to have additional employment to meet their financial and/or personal needs. An employee may engage in secondary employment provided the following conditions are complied with: • It does not interfere with efficient or safe job performance at the City. • It does not in any way conflict with the interests of the City. • It is not a type of employment that would reasonably give rise to criticism or suspicion of conflicting interests or duties. • The employee may not work secondary employment while off on injury leave, FMLA leave, workers compensation, or sick leave. Vehicle Use City vehicles should be used only for City business and should not be used for personal errands. Employees operating City vehicles and equipment are required to comply with all State and local traffic laws, as well as with the City’s Fleet Safety Policy and Program. Safety belts must be worn while riding in or driving a City vehicle.