Board and Commission Handbook

Boards and Commissions 
Member Handbook

Page 1
• Page 2 - Chandler's Form of
Government
• Page 10 - Open Meeting Laws
• Page 13 - Public Records Laws
• Page 14 - Conflict of Interest Laws
• Page 16 - Boards and Commissions
Meeting Procedures
Congratulations on being appointed as a City of Chandler Board or Commission
member!
The Chandler City Council thanks you for your active participation in the governing
process of our community.  As a citizen volunteer serving on a Board or Commission
you are a member of a very select group.   Citizen input and participation, such as
yours, is a valuable asset to any government organization and assists the City Council
with its goals and decision-making, thereby benefiting the community as a whole. 
Being a Board or Commission member is often demanding, as it takes a substantial
commitment of time and hard work, but it will be an exciting and rewarding
experience as you help shape the future of our community.  We hope that this Board
and Commission Handbook will help prepare you in serving as a member of the City of
Chandler’s Boards and Commissions program.
This Handbook will cover:

About Chandler
The Chandler community was founded by
Dr. A.J. Chandler on May 17, 1912.   In
1920, the town’s first Charter was drafted
and the citizens voted to incorporate and
become the Town of Chandler.   In 1954,
the status of Chandler was upgraded from
Town to City.  On May 25, 1964, the Code
containing the Charter and the General
Ordinances of the City was adopted. 
The City of Chandler operates under a Council-Manager form of local government.
Under this model, the Mayor and Council provide leadership and formulate the laws
and general policies of the City.  The Council appoints a professional manager to serve
as the chief administrative officer. 
Council – Manager Form of Government
The City Council consists of a Mayor and six Councilmembers who are elected from the
City at large by its qualified electors. A person is eligible to hold office if they are a
qualified elector, a resident of the City or annexed area for at least two years
immediately preceding the election, and hold no other public office.   [Chandler City
Charter, Article II, Section 2.01(a)and(b)]
Policy making and all other powers of the City are vested in the Council, except as
otherwise provided by law or the Charter. The Council must provide for the
performance of all duties and obligations imposed on the City by law. [Chandler City
Charter, Article II, Section 2.04]
The term of office for the Mayor and Councilmembers is four years or until their
successors are elected and qualified.  No one is eligible for the same office after two
consecutive terms and cannot hold office again for four years. [Chandler City Charter,
Article II, Section 2.01(c),(d)and(e)]. Within 30 days after taking office, the Council elects
a Vice Mayor to act as Mayor in the temporary absence or disability of the Mayor.
 [Chandler City Charter, Article II, Section 2.03(b)]
City Council
Page 2

Appointed Officials
The City Manager is the City's administrative head who
implements Council policies and directives and makes
recommendations to the Council on measures necessary for the
efficient and effective operation of municipal services. It is the
City Manager’s responsibility to direct the preparation of the
annual budget, oversee the City’s day-to-day operation, and
direct employees.
City Manager - Joshua Wright
The City Attorney serves as chief legal advisor to the Council,
City Manager, and all City departments. The City Attorney
represents the City in all legal proceedings and provides Council
and staff legal opinions concerning matters which are in the
City’s interest. 
City Attorney - Kelly Schwab
The City Clerk conducts City elections, maintains the City’s
permanent 
records, 
and 
administers 
the 
Board 
and
Commission Program.
City Clerk - Dana DeLong
The Presiding City Magistrate is the presiding officer over the
Chandler Municipal Court. The function of the Court is to
promptly and fairly process all criminal and traffic violations
filed and effectively obtain compliance of the Court's orders.
The Court facilitates mediation of neighborhood disputes and
issues Harassment Injunctions and Orders of Protection. Judges
in the Municipal Court also serve as juvenile hearing officers.
City Magistrate - Alicia Skupin
Page 3

Who We Are
Our Values define how we treat each other and our customers. They guide us in
creating a sound and supportive work culture and work systems at all levels of the
organization. Excellence is the responsibility of everyone at the City of Chandler. We
lead by our core values in constant pursuit of excellence:
• Commitment: Dedicate ourselves to consistent and excellent customer service.
• Communication: Communicate in a positive, honest and productive manner
within the organization and with our customers.
• Diversity: Promote inclusiveness and impartiality throughout the organization.
• Innovation: Implement unique, creative and cost-effective solutions that
promote a forward-thinking organization.
• Integrity: Adherence to high ethical standards.
• Personal Responsibility: Take initiative to achieve excellence and accept
accountability.
• Respect: Demonstrate a high regard for others.
• Teamwork: Promote a high performance organization through cooperative
efforts, open communication and trust.
Our Mission
We are committed to serve Chandler's citizens through teamwork, understanding and
dedication in a professional and responsive manner.
Our Vision
To make Chandler a world-class City by delivering outstanding public services, creating
a unique community and ensuring an exceptional quality of life.
Our Values
Our Brand
A safe, diverse, equitable and inclusive community that connects people, chooses
innovation and inspires excellence.
Page 4

Strategic 
Goals
Council Policy Goals
1. Being the most connected
City
2. Being a leader in trust and
transparency
3. Maintaining fiscal
sustainability
4. Attracting a range of private
sector businesses
5. Fostering a contemporary
culture that embraces unity
6. Being safe and beautiful
2021-2023 Focus Areas
The Council has identified five focus
areas to concentrate on for the next
few years to make progress toward
their vision for the community. More
information on each focus area can be
found in the 2021-2023 Strategic
Framework.
Economic Vitality
Innovation and Technology
Mobility
Quality of Life
Neighborhoods
Page 5

About the Boards and
Commissions
Article VI of the Charter authorizes the Council,
by ordinance, to create boards, commissions, or
citizens’ committees as, in its judgment, are
required 
to 
provide 
guidance, 
advice 
or
implement policies in the community. Boards
and Commissions may be granted power and
duties that are consistent with the Charter. The
Council establishes the rules and regulations
governing the Boards and Commissions and
ratifies their bylaws. The Council may also
abolish any Board or Commission not specifically
required by law.  A listing about each of the
Boards and Commissions is provided at
https://www.chandleraz.gov/sites/default/files/B
C_CitizenGuide2022.pdf
Creation
Page 6
• Airport Commission
• Arts Commission
• Board of Adjustment
• Board of Appeals
• Citizens' Panel for Review of Police
Complaints and Use of Force
• Cultural Foundation Board
• Design Review Committee
• Domestic Violence Commission
• Economic Development Advisory Board
• Health Care Benefits Trust Board
• Historic Preservation Commission
• Housing and Human Services
Commission
• Human Relations Commission
• Industrial Development Authority
• Library Board
• Mayor's Committee for People with
Disabilities
• Mayor's Youth Commission
Current Boards and Commissions
• Merit System Board
• Military and Veterans Affairs
Commission
• Municipal Property Corporation
• Museum Foundation Board
• Neighborhood Advisory Committee
• Parks and Recreation Board
• Planning and Zoning Commission
• Public Housing Authority Commission
• Public Safety Fire Personnel Retirement
Board
• Public Safety Police Personnel
Retirement Board
• Transportation Commission
• Workers' Compensation and Employer
Liability Trust Board

The Mayor nominates all Board and Commission
members with the approval of the Council. The
Mayor provides the name of the nominee to the
Councilmembers seven days prior to the meeting
at which the nominations are considered. 
Councilmembers may be appointed to serve on a
Board or Commission in an ex-officio, nonvoting
capacity. [Chandler City Charter, Article VI,
Section 6.01(b)]. The Council will remove Board
and Commission members when necessary.
Appointment
Terms of office for Board and Commission
members is three years and most expire May 1. 
[Chandler 
City 
Charter, 
Article 
VI, 
Section
6.01(c)]. After the initial term limit, members may
be appointed for additional terms. Most of the
Boards and Commissions require its members to
be a resident of Chandler for at least a year, a
registered voter, and committed and able to
attend the meetings. Please review each Board
or Commission for specific information on term
limits, additional terms, and other requirements.
Term of Office
Page  7
Selection
Citizens who wish to serve on a Board or
Commission must submit an online application
at:
https://www.chandleraz.gov/government/boards-
and-commissions/application-to-serve
Board and Commission Staff Liaisons coordinate
Board and Commission appointments and works
with the City Clerk’s Office regarding vacancies,
applications, and contact information for Board
and Commission members. The Mayor reviews
each Board and Commission vacancy and makes
nominations as necessary. 
Applications are kept on file for 2.5 years. After
that time, an applicant would need to re-apply if
there is continued interest in serving. All
information submitted in an application is a
public record and is subject to disclosure in
response to a public records request.

City Staff Support 
The Staff Liaison provides Board and Commission members education and guidance
on policies, procedures, codes, bylaws, or other documents needed to fulfill their
duties. They provide administrative support such as preparing meeting agendas and
minutes, staff reports, and related materials. The Staff Liaison also ensures compliance
with Open Meeting Laws during the meeting and consults with the City Attorney and
City Clerk regarding statutory compliance.
Board or Commission members may not direct staff in the performance of their Board
or Commission related activities, assign projects or direct their work. A Board or
Commission member may request staff assistance on various projects; however, the
City Manager must approve all requests which create a substantial demand for work
product.
Staff Liaisons
The City Clerk’s Office works with the Mayor and Staff
Liaisons on the Board and Commission appointment
process. As part of the Boards and Commissions Program,
they provide training and respond to questions from the
public, elected officials, and staff regarding Open Meeting
Law, conflicts of interest, and public records. The City
Clerk’s Office posts all meeting notices and is the official
record keeper of the Board and Commission records such
as agendas, minutes, oaths of office, bylaws, and articles of
incorporation.
The City Clerk’s Office
Page 8

Laws to Know
Public agencies and officials are bound by stricter standards than the private sector.
Preparation for meetings, meeting decisions, discussion items, agendas, and board
and commission member conduct are all strictly regulated by state law. These statutes
require compliance and affect all government agencies. Non-compliance or willful
disregard of these laws can result in serious consequences.
The most important laws that you will face as a Board or Commission member are
Arizona’s Open Meeting Law, Conflict of Interest Law, and Public Records
Law. Protecting the public and safeguarding the public process are at the core of these
laws. Because they have a direct bearing on your Board or Commission’s activities and
your behavior, it is vitally important for you to become familiar with them. A Board and
Commission may have particular rules in the Code, Charter, or bylaws which are
important to be familiar with as well.
Page 9

In order for a meeting to commence, all or a majority of members must be present. A
quorum is equal to half of the total number of members plus one. If a quorum is not in
attendance the meeting cannot be conducted. In cases where a quorum is present at
the beginning of the meeting but is lost during the meeting, the meeting must end at
the departure time of the member whose absence results in the lack of a quorum.
Discussion is limited to public sessions in keeping with the spirit of the Open Meeting
Law. This means that the public’s business is to be conducted in public. Practices such
as polling individual members to reach a decision prior to the meeting are prohibited.
Information and materials that a member wishes to share with members of their
Board or Commission should be provided to the Staff Liaison for distribution at an
open meeting or distributed by the member at an open meeting with sufficient copies
for those in attendance.  
Important Open Meeting Law
Guidelines
All Board and Commission
members must read the
Open Meeting Law materials
prepared by the Attorney
General’s Office at least one
day prior to taking office.
Required Training
Page 10

Communications can occur among Board or Commission members in a variety of ways
other than a public meeting: face-to-face, in writing, over the phone, and through
email. The Attorney General's Office prohibits the use of email between a quorum of
the members where public matters are discussed. These email discussions are
considered a meeting in violation of the Open Meeting Law. Anyone involved in
sending messages back and forth which discuss possible action or propose a formal
action may be breaking the law—the same as if the board or commission members
had met together in a private meeting.   The Attorney General’s Office cautions that
even a single email, without any responses, could violate the Open Meeting Law if the
email is sent to a quorum of the public body and proposes legal action.
The Open Meeting Law does not prohibit a member of a public body from voicing an
opinion or discussing an issue with the public either at a venue other than a public
meeting or through news or social media outlets if:
The Attorney General’s Office released an opinion that a meeting does not occur when
members of the public body merely hear or read a comment made by another
member of the public body in the media. 
• The opinion or discussion is not principally directed at or directly given to
another member of the public body.
• There is no concerted plan to engage in collective deliberation to take legal
action. 
Page 11

Open Meeting Law Violations
Any action taken in violation of the Open Meeting Law is null and void.  The Attorney
General or County Attorney’s Office may investigate a complaint alleging a violation
and conduct an investigation. The Attorney General or County Attorney has broad
powers to inspect all documents, require any person to submit a report or make a
statement, and issue investigative demands for production of documents.  If a public
body or officer refuses, the Attorney General or County Attorney may go to court to get
an order for enforcement. 
Upon finding that a public officer has violated the Open Meeting Law, a court may
impose a civil penalty not to exceed $500.00 for each violation against the person who
violated the law or knowingly aids, agrees to aid, or attempts to aid another person in
violating the Open Meeting Law. If the court determines that the public officer
intended to deprive the public of information, a court may remove the public officer
from the office and asses all costs and attorney fees awarded to plaintiff in pursuing
the action. The municipality may not expend public monies to retain legal counsel to
provide legal services to the public body or officer unless the public body takes legal
action at a public meeting to approve the expenditure.
Page 12

The law defines records as books, papers, maps, photographs, or other documentary
materials, regardless of physical form or characteristics, made or received by any
governmental agency in pursuance of law or in connection with the transaction of
public business.   The City’s records are the property of the State who requires that
records be maintained in accordance with the laws, standards, and requirements
developed by Arizona State Library, Archives, and Public Records. The laws governing
records disclosure require a municipality to permit examination and reproduction of
records to protect the public’s right to know.
The Staff Liaison and City Clerk’s Office is responsible for maintaining records of the
Board or Commission such as agenda, minutes, agenda packets, and other materials
provided to Boards or Commissions. Board and Commission members may dispose of
their copy of the agenda after the meeting. If a Board or Commission member keeps
notes on agenda packets and retains them, they are subject to disclosure if the City
receives a public records request or a subpoena. If you receive a request for a public
record, please contact your Staff Liaison.
Email may be used to transmit documents and may be a record.  Board and
Commission members must exercise extreme caution in the use of email if
communicating with other Board and Commission members and must forward all
emails that are records to the Staff Liaison for retention. Whenever creating
documents presume they will be public records available for inspection, copying, and
printing. Do not tamper with a public record by destroying it, backdating it, hiding it,
altering it, or otherwise falsifying it. 
Public Records Law
Page 13

Conflict of Interest laws are primarily written to protect the public’s interests, but they
also provide protections for the public agency and for you. The Conflict of Interest Law
applies to all public officers, including Board and Commission members, employees of
cities and towns, and their relatives. These laws are uniform statewide and supersede
any other local law or Charter.
Because there are severe penalties for violating the Conflict of Interest Law, you should
understand your obligations, liabilities, and rights. It is a Class 6 felony to knowingly or
intentionally violate the Conflict of Interest Law. A negligent or reckless violation is a
Class 1 misdemeanor. You can also be prosecuted for failing to disclose a conflict that
you did not know about but should have. Any person affected by the decision of the
public body may bring a civil suit in Superior Court to enforce the law. The Court may
award reasonable attorneys’ fees to the prevailing party and a person found guilty may
be required to forfeit public office. You must be alert to this possibility and make all
reasonable efforts to identify potential conflicts.
Conflict of Interest
It is the Board or Commission
member’s responsibility to make
known 
any 
conflict 
of 
interest
immediately. This should occur prior
to any discussion or statements
regarding the item for which the
member has the conflict. 
Declare Conflict of Interest
Immediately
Page 14

The first question to ask in any matter that comes before you is if you have a
pecuniary interest in the outcome. A pecuniary interest is any matter where you stand
to gain or lose something of value from the decision.
If you have a pecuniary interest, determine whether your interest is a remote interest.
A remote interest is any of the following:
If the interest fits into one of the above exceptions, you do not have a conflict of
interest. If your pecuniary interest does not fit one of the above exceptions, then
consider if you have a substantial interest. If you have a substantial interest you
cannot take part in any discussion or action involving that matter. You do not have to
resign from the Board or Commission; however, you must make your substantial
interest known.
• The interest of a non-salaried officer of a non-profit corporation.
• The interest of an attorney of a contracting party.
• The ownership of less than three percent of the shares of a corporation for
profit.
• The interest of a public officer or employee in being reimbursed for his actual
and necessary expenses incurred in the performance of official duty.
• The interest of a recipient of public services generally provided by the City.
• The interest of a member of a trade, business, occupation, profession, or class of
persons consisting of at least ten members which is no greater than the interest
of the other members of the trade, business, occupation or profession or class
of persons.
Pecuniary Interest
The City Clerk has a form to complete to disclose
the substantial interest that resulted in the conflict
of interest for the matter considered. The conflict
should also be announced during the meeting and
the Staff Liaison will enter the conflict into the
minutes.
Conflict of Interest  Form
Page 15

Discussion is to be limited to public sessions in keeping with the spirit of the Open
Meeting Law. This means that the public’s business is conducted in public. Meetings
are regularly held as determined by the individual board or commission or in
accordance with their bylaws. As a Board or Commission member it is important to
regularly attend meetings and communicate, in advance if possible, to the Staff Liaison
or Chairperson if you are unable to attend a meeting. Any Board or Commission
member who fails to attend three consecutive regular meetings without being excused
will forfeit office.
Meeting locations may be in person or virtual as long as the public has access to the
meeting. It is preferred that members inform the Staff Liaison at least 24 hours before
the meeting of their intent to attend telephonically to an in person meeting. 
Board and Commission
Meetings
Page 16

Types of Meetings
These meetings are held when it is necessary to study or discuss a subject that may be
voted on at a later date. A request for a study session is made to the Staff Liaison. No
action is taken.
Regular Meetings
These meetings are scheduled at the end of the year for the following year or
determined by the Board or Commission’s bylaws. Action by the Board or Commission
is taken at these meetings.
Special Meetings
These meetings can be held for any purpose on the call of the Chair or the request of
two or more members and action can be taken.
Study Sessions
The Board or Commission may request, through the Staff Liaison, that the City
Attorney schedule an executive session closed to the public during a regular or special
meeting.  The City Attorney will determine if the matter is authorized by law to be
discussed in executive session, which are: 
• Employment, discipline or resignation of public officer, appointee or employee
• Obtain legal advice
• Contract negotiations or litigation
• Discussion regarding security and critical infrastructure
• Negotiations for purchase, sale or lease of real property
• Discuss records exempt by law from public inspection
• Employee organization negotiations
Executive Sessions
A quorum of a Board or Commission may attend a conference, social event, or similar
activity and must exercise extreme caution to ensure Open Meeting Law violations  do
not occur. These events are not considered meetings.
Subcommittees
Subcommittees and other committees may be formed or appointed, if allowed by the
bylaws, by a Board or Commission to make recommendations to the Board or
Commission. These committees must follow all Open Meeting Law requirements.
Special Events
Page 17
These meetings are to learn more about a specific subject and provide Staff direction.
No formal action is taken however a consensus of the public body provides staff
direction to work towards their defined goals.
Work Sessions

The Meeting Agenda
Order of Business
The Chairperson serves as the presiding officer, facilitates public meetings, and
coordinates with the Staff Liaison on agenda items and logistical issues. Each matter of
business is called in the order listed on the agenda, following parliamentary practice,
and supporting evidence is presented to the Board or Commission. In the event the
Chairperson is absent the Vice Chair assumes their duties.  
Page 18

Call to Order
The Chairperson calls the meeting to order, ensures
the meeting stays on track, and everyone has the
opportunity to speak in a fair and orderly manner.
Roll Call
Before proceeding with the meeting, roll call is
taken by the Staff Liaison and the members
present, absent, excused or unexcused, are
entered into the minutes. Members may attend by
telephone or web conferencing and are listed as
present. After roll call, the Chairperson and Staff
Liaison confirm if a quorum is present. If a quorum
is not met, then no items can be discussed or
actions taken except to adjourn the meeting.
Scheduled Public Appearances
A member of the public may request to be placed
on the agenda to address a certain topic. The
board or commission members may engage in
discussion regarding the topic but cannot take
formal action. The board members may request
the topic be placed on the next agenda for further
discussion, action, or may ask staff to follow up
with the member of the public.
Unscheduled Public Appearances
A member of the public may speak at any public
meeting with a time limit at the discretion of the
Chairperson. 
The 
board 
and 
commission
members cannot engage with the member of the
public or comment. The board members may
respond to criticism made by members of the
public, request the topic be placed on the next
agenda, or ask staff to follow up on the matter.
Page 19

Consent Agenda
Items on Consent Agenda may be acted upon in
one motion and vote. Questions and comments
can be made on the items before a vote is taken.
These items are typically routine and do not
require discussion or were previously discussed in
a study session or work session. A member may
ask to move any of the consent items to action for
separate discussion and consideration (Action
Agenda). A member may vote no on an item on
Consent Agenda but yes to all other items. The
Staff Liaison will record the vote in the minutes.
Action Agenda
Items on Action Agenda are discussed and
considered individually with separate motion and
votes for each item. Staff and the public may
present information for or against the item and
discussion can be held before a vote is taken.
Briefing Item
Items listed under briefing may include a staff or
member presentation. There would likely be little
to no discussion and this section is used for
information being presented to the public body.
Discussion Item
Items listed under discussion may include a staff
or board member presentation and may result in
lengthy discussion on the topic. This section can
be used for the Board or Commission to provide
direction to staff regarding the topic. No formal
action can be taken, only direction can be given on
a matter that may appear on an agenda at a later
date.
Page 20

Member Comments
This section is for members to make comments or
announcements, such as upcoming events or
items of interest, to the public and no discussion
or action can be taken.
Calendar
This states the next meeting date and upcoming
events.
Informational
These items are for informational or administrative
purposes and do not require discussion or action.
Adjourn
The Chairperson will adjourn the meeting. A
motion and vote does not need to be taken
unless this is listed specifically in the Board or
Commission’s rules of procedure or bylaws. A
meeting can be continued so long as the
reconvening time and place is announced before
adjournment and additional notice is provided.
Page 21

Acting on Agenda Items
It is important to remember that parliamentary practice is a guide for conducting the
business of a meeting and not the law. The only required actions to make an item legal
are a motion, a second, and a vote. Intent must be clear and those who vote on the
matter must clearly understand the intent. Parliamentary practice provides formulas
for sequencing of different kinds of motions and an orderly rule for conducting a
meeting.
Motions
A motion to adopt or approve staff recommendations or simply to approve the action
under consideration, unless otherwise particularly specified, includes adoption of all
proposed findings and execution of all actions recommended in the staff report on file
in the matter. 
When a motion in favor fails to receive an affirmative majority vote (or a tie vote) it is
entered into the minutes as a motion that failed for lack of majority.  If there is no
motion, or the motion dies for lack of a second, it is entered into the minutes as a
motion that failed for lack of consideration. 
If a motion is plainly made, a second to the motion is placed on the record, and the
voting participants understand the effect of their vote and support the outcome of the
motion, it will stand up on its own even if it does not exactly follow parliamentary
practice.
Precedence of Motions
When a motion is before the Board or Commission, no motion can be entertained
except the following in the order indicated:
1. To adjourn   
2. To fix hour of adjournment   
3. To lay on the table 
4. For the previous question   
5. To postpone to a certain day   
6. To refer   
7. To amend    
8. To postpone indefinitely
9. To divide the questions. 
Page 22

Amendments
No more than one amendment to a main motion is permitted. When an amendment
is before the Board or Commission, they vote on the amendment first.  After the
amendment has passed or failed, the Board or Commission votes on the main
motion. 
Motion to Table
This motion is to temporarily bypass the subject.  A motion to lay on the table is non-
debatable and precludes all amendments or debate of the subject under
consideration.  If the motion prevails the matter may be “taken from the table” at any
time before the end of the next regular meeting. 
Motion for Previous Question
This motion is to close debate on the main motion and no further discussion is
permitted until the motion is acted upon.  If the motion fails, debate is reopened; if
motion passes, then the Board or Commission votes on the main motion. 
Division of Question
If the question contains two or more divisible propositions, the Chairperson may, or
upon successful motion of the Board or Commission, divide the question.
Withdrawal of Motion
A motion may not be withdrawn by the mover without the consent of the member
seconding it
Motion to Reconsider
A motion to reconsider must be made by one on the prevailing side but may be
seconded by any member. A question failing because of a tie vote may be
reconsidered by motion of any member of the Board or Commission.
A majority vote of the Board or Commission members
present is required to take official action such as the
adoption of policy or recommendations. Each member is
entitled to one vote. No member is excused from voting
except on matters involving consideration of their own
official conduct or due to a conflict of interest in which
they must disqualify themselves and abstain from voting.
Voting
Page 23

Meeting Conduct
Board and Commission members are representatives of the City, and the members
must preserve order and decorum.  A member shall not disturb any member while
speaking, interrupt, refuse to obey the orders of the presiding officer, or otherwise
delay the proceedings or peace of the Board or Commission. Any person making
personal, impertinent, or slanderous remarks, or becomes boisterous while
addressing the Board or Commission, interferes with the order of business, and who
fails, upon request of the presiding officer to cease such activity, is barred from further
audience before the Board or Commission, unless permission to continue is granted
by a majority vote. 
Members should dress and act in a professional manner at meetings when
representing the City, even when different ideas and opinions are presented. Be aware
that opinions publicly expressed (to the public, press, stakeholders, etc.) by an
individual member reflects only the individual’s view and may not be represented as a
Board or Commission statement or position without formal approval by the Board or
Commission. Exercise caution to avoid statements being construed as promises or
binding upon the duties of the office. 
Board and Commission members should never use their position or information in the
performance of their duty as a means for making private profit, advancing the financial
interest of others, dispensing special favors or privileges, or accepting gifts or benefits
that could be construed as influencing the performance of official duties.  Any gifts
accepted must be reported to the Staff Liaison. Members should also avoid
negotiations entered into by the City involving the purchase or sale to the City of land,
goods, or materials while acting in the capacity of a public official.
Page 24

Forms
The following documents must be filed at least 24 hours before your first meeting. The
City Clerk’s Office will send an electronic packet for your review and signature after
your appointment to the Board or Commission is confirmed or you may complete the
forms attached and file them in the City Clerk’s Office. If you have any questions,
please contact the City Clerk’s Office or your Staff Liaison.
Anti-Harassment Policy
On May 24, 2018, the Council adopted Resolution 5166 which adopted the City’s Anti-
Harassment and Anti-Bullying Policy to apply to the Council and Boards and
Commissions members. Please read Resolution 5166 and the Anti-Harassment and
Anti-Bullying Policy and sign the acknowledgment form.
Oath of Office
Please complete your Oath of Office and have the document notarized. The City Clerk’s
Office is available to notarize this document free of charge. Please schedule an
appointment with the City Clerk's Office at cityclerkagenda@chandleraz.gov
Arizona Attorney General Open Meeting Law Handbook
Please read the handbook located at
https://www.azag.gov/outreach/publications/agency-handbook
and sign the acknowledgement located on the Oath of Office form.
Board and Commission Bylaws
Please read the bylaws, if applicable, for your Board of Commission located  at
https://www.chandleraz.gov/government/boards-and-commissions
Contact Information
If you contact information has changed since your application, please contact the
City Clerk's Office at cityclerkagenda@chandleraz.gov
Page 25

RESOLUTION NO. 5166 
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHANDLER, 
ARIZONA, ADOPTING THE PROHIBITIONS OF THE CITY'S ANTI­
HARASSMENT AND ANTI-BULL YING POLICY TO APPLY TO THE CITY 
COUNCIL AND MEMBERS OF CITY BOARDS AND COMMISSIONS AND 
ADOPTING RELATED PROCEDURES. 
WHEREAS, diversity, integrity, and respect are among the core values of the City of Chandler 
(''the City") and all employees and representatives of the City are expected to treat all of the 
persons they encounter with dignity and respect; and 
WHEREAS, harassment and bullying, including sexual harassment, are incompatible with the 
core values of the City; and 
WHEREAS, the City has had a long-standing policy of prohibiting discrimination and 
harassment in the workplace which is reflected in its Anti-Harassment and Anti-Bullying Policy 
and Complaint Procedure applicable to all City employees; and 
WHEREAS, the Mayor and City Council believe that elected and appointed officials should be 
required to abide by the same standards of conduct required of City employees and want to make 
clear that harassing or bullying conduct by any elected City officials and appointed Board and 
Commission members will not be tolerated; 
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Chandler, Arizona, 
as follows: 
Section 1. 
The prohibitions against harassment, bullying, and retaliation set forth in Sections 
II, III, and VII of the City's Anti-Harassment and Anti-Bullying Policy and 
Complaint Procedure ("the Policy") are hereby adopted to apply to the City Council 
and all persons appointed to serve on any Board or Commission of the City. A copy 
of the Policy is attached hereto as Attachment A. 
Section 2. 
The following procedures shall be implemented for educating elected officials and 
Board and Commission members about their responsibilities under the Policy and 
reporting and investigating allegations of violations and taking corrective action 
where appropriate: 
1. The City Clerk will provide all elected officials and Board and Commission
members with a current copy of the Policy and will include a copy of this
Resolution in the Board and Commission Handbook.
2. Elected officials and Board and Commission members have a duty to report any
conduct by an elected official, a Board or Commission member, or any other
City representative that potentially violates the Policy.

Resolution No. 5166 
Page2 
3.
Any person who believes he or she has experienced any type of harassment or
bullying by an elected official or Board and Commission member or who has
knowledge of bullying or harassing behavior by an elected official or Board and
Commission member may make a report of such conduct to the City Attorney's
Office. Complaints of harassment and bullying must be reported to the City
Attorney wi_thin 90 days of the last incident or occurrence of conduct on which
the complaint is based.
4.
All timely complaints will be investigated in a prompt, thorough, and impartial
manner as follows:
a.
An initial internal review will be conducted to determine whether the
complaint falls within the scope of the Policy and requires further
investigation; and
b.
If warranted, the complaint will be referred for a full fact-finding
investigation to be conducted by City staff if the complaint involves a
Board or Commission member or an external third party investigator if the
complaint involves the Mayor or a member of the City Council.
5.
The results of a completed investigation will be reported to the City Council in
an Executive Session that includes:
a.
A briefing on the allegations and findings and conclusions of the
investigation.
b.
Legal advice concerning the resolution of the matter which may include:
i)
A recommendation for corrective action that may include removal
of a Board or Commission member from office;
ii)
A 
determination 
that 
no 
violation 
has 
occurred 
and
recommendation that the matter be closed; or
iii)
Other appropriate action necessary to enforce the Policy.
6.
All elected officials and Board and Commission members are expressly
prohibited against retaliating against any complainant and/or witnesses. Any
person who believes he or she has been retaliated against as a result of
participating in the process to enforce the Policy should report the conduct to
the City Attorney within 90 days of the incident for review and a
recommendation for corrective action where appropriate.

Resolution No. 5166 
Page3 
PASSED AND ADOPTED by the Mayor and City Council of the City of Chandler, Arizona, this 
24th day of May 2018.
ATTEST: 
{
cITYCLERK 
CERTIFICATION 
I HEREBY CERTIFY that the above and foregoing Resolution No. 5166 was duly passed and 
adopted by the City Council of the City of Chandler, Arizona, at a regular meeting held on the 
24th day of May, 2018, and that a quorum was present thereat. 
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CITY CLERK
	 
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Resolution No. 5166 
Attachment A 
CITY OF CHANDLER 
ANTI-HARASSMENT AND ANTI-BULL YING POLICY 
AND COMPLAINT PROCEDURE 
I.
PURPOSE
The City of Chandler is committed to maintaining an environment that encourages and 
fosters appropriate conduct among all persons and respect for individuals and individual 
values. Accordingly, the City is committed to enforcing this Anti-Harassment and Anti­
Bullying Policy at all levels of the organization in order to create an environment free 
from discrimination, harassment, and retaliation. The purpose of this policy is to inform 
employees of their rights and responsibilities and the procedures for promptly 
addressing allegations of bullying and harassment in the workplace. All employees are 
required to take the time to ensure they understand their obligations under this policy. 
II.
POLICY
It is the policy of the City to provide a work environment free from discrimination, 
bullying, harassment, and retaliation. Bullying and harassing conduct in the workplace 
violate City policy and will not be tolerated. Retaliation against individuals for reporting 
or complaining of bullying or harassment, for assisting or participating in the 
investigation of a complaint of bullying or harassment, or for enforcing this policy is 
prohibited. Any employee who engages in bullying, harassment, or retaliation violates 
City policy and will be subject to disciplinary and/or remedial action up to and including 
dismissal. 
This policy and the related procedures are designed to help the City identify and 
address potentially harassing conduct before it becomes severe or pervasive within the 
meaning of the federal and state anti-discrimination laws. This policy covers work­
related bullying and harassment which occurs both in and out of the workplace, such as 
on business trips, through social media, or at work-related events or social functions. It 
applies to bullying and harassment by employees and non-employees including 
employees of other employers, contractors, and members of the public, such as 
vendors and customers. The underlying principle of this policy is that employees must 
treat others with dignity and respect and should, themselves, be treated with dignity and 
respect. 
The City encourages employees to report incidents of bullying and harassment 
promptly. All allegations of bullying and harassment will be taken seriously and 
addressed promptly. Any inquiry or investigation will be conducted with the greatest 
degree of confidentiality consistent with completing a fair and thorough investigation. 
1

Ill. 
DEFINITIONS 
2 
A. "Bullying" is offensive, intimidating, malicious, or insulting behavior involving the
misuse of power that makes a person feel vulnerable, upset, humiliated,
undermined or threatened. "Power" does not always mean being in a position of
authority, but can include both personal strength and the power to coerce
through fear or intimidation. Bullying can take the form of physical, verbal and
non-verbal conduct.
Examples of bullying behavior include, but are not limited to:
•
Shouting at, being sarcastic towards, ridiculing or demeaning others;
•
Staring, glaring or other nonverbal demonstrations of hostility;
•
Personal attacks (angry outbursts, excessive profanity, or name-calling);
•
Nonverbal threatening gestures; glances that can convey threatening
messages;
•
Pushing, shoving, kicking, poking, tripping, assault or threat of physical
assault, damage to a person's work area or property;
•
Socially or physically excluding or disregarding a person in work-related
activities, or encouraging others to do so;
•
Physical or psychological threats;
•
Acts of physical or psychological violence;
•
Creation of arbitrary standards for one person, imposing unrealistic
demands, micromanaging work, or using supervision to intimidate a
person;
•
Inappropriate, 
exaggerated 
or 
untrue derogatory 
remarks 
about
someone's performance, particularly in front of others;
•
Sabotage of work;
•
Abuse of authority or power by those in positions of seniority;
•
Stealing credit for another's work; and
•
Conduct that a reasonable person would find hostile, offensive, and
unrelated to the employer's legitimate business interests.

3 
The occurrence of any of the above listed behaviors does not automatically 
constitute a violation of this policy. The purpose of the policy is to address 
and correct severe, repetitive, or cumulative behavior that unreasonably 
affects an employee's work environment and/or has a detrimental effect on 
the productivity of the work group. 
Legitimate, 
reasonable, and constructive criticism of an employee's 
performance or behavior, or reasonable instructions given to employees in 
the course of their employment, does not constitute bul_lying on its own. 
B. "Harassment" is serious, severe, or pervasive conduct that is unwanted or
offensive and directed toward an individual because of his or her race, gender
and/or gender identity or expression, color, creed, religion, age, national
origin, ethnicity, disability, veteran or military status, sexual orientation,
pregnancy, genetic information, marital status, political affiliation, citizenship
status or on any other legally prohibited basis, that has the purpose or effect
of violating a person's dignity or creating an intimidating, humiliating, hostile or
offensive environment. The harasser can be the person's supervisor, a
supervisor in another area, a co-worker, or someone who is not an employee
of the City, such as a contractor, client, or customer.
Examples of harassing conduct include, but are not limited to: 
•
Unwanted and inappropriate physical contact or horseplay, including
touching, pinching, pushing, grabbing, unnecessary brushing against
someone, invading personal space and physical or sexual assault;
•
Unwelcome sexual advances or suggestive behavior, and suggestions
that sexual favors may further a career or that a refusal may hinder it;
•
Stalking or persecuting a person with unwanted attentions, gifts, or
messages;
•
Continued suggestions for dating, romance, or social activity after it has
been made clear that the suggestions are unwelcome;
•
Sending or displaying material that is pornographic or that some people
may find offensive (including e-mails, text messages, video clips and
images sent by mobile phone or posted on the Internet);
•
Offensive or intimidating remarks, insults, epithets or gestures, or
insensitive jokes or pranks that undermine the dignity of the person;
•
Mocking, mimicking or belittling a person's disability or age;

4 
•
Racist, sexist, homophobic or ageist epithets, slurs and jokes, or
derogatory or stereotypical remarks about a particular ethnic, social,
linguistic or religious group, or gender;
•
Displays or electronic transmission of derogatory, demeaning or hostile
materials;
•
Disclosing or threatening to disclose someone's sexual orientation without
their consent;
•
Shunning someone, for example, by deliberately excluding them from a
conversation or a workplace social activity; and
•
Bullying behavior that is serious, severe, or pervasive and directed toward
an individual because of his or her membership in one of the protected
groups described herein.
•
Offensive electronic communication, regardless of the type or ownership
of the device used, such as:
o
Virtual harassment: harassment through a social media site;
o
Textual harassment: harassing, intimidating, or inappropriate text
messages;
o
Sexting: sexually explicit or offensive photos or videos sent via
electronic media; or
o
Cyberstalking: harassing an employee by following him or her on
biogs, posts, and social websites.
Individuals may be harassed even if they are not the intended target. For 
example, an individual may be harassed by racist jokes about a different 
ethnic group if the jokes create an offensive environment for the non-targeted 
individual. 
C. "Sexual harassment" is a form of harassment that consists of making
unwelcome sexual advances or requests for sexual favors, or engaging in
other verbal or physical acts of a sexual or sex-based nature where such
conduct interferes with the employee's work performance or creates an
intimidating, 
hostile 
or 
offensive 
working 
environment.
Sexual harassment may also occur where a supervisor/manager demands 
that an employee/subordinate satisfy sexual demands in order to receive job 
benefits, to continue employment, or as a basis for making any other 
employment-related decision. Such sexual harassment occurs between a 
manager/supervisor 
and an employee due to the nature 
of the 
manager/subordinate relationship. A manager/supervisor for this purpose is 
someone who can affect or impact an employee's terms, conditions, or 
privileges of employment because s/he can take or impact action such as

hiring, firing, promoting, disciplining, scheduling, training, or deciding how to 
compensate that employee. 
D. A "hostile work environment" results from harassing conduct that has the
purpose or effect of unreasonably interfering with an employee,s work
performance, or creates an intimidating, hostile or offensive working
environment.
E. "Retaliation" is any adverse action taken against an individual (applicant or
employee} because s/he filed a charge of discrimination, complained to the
City or a government agency about discrimination on the job, or participated
in an employment discrimination proceeding (such as an internal investigation
or lawsuit}, including as a witness. Retaliation also includes adverse action
taken against someone who is associated with the individual opposing the
perceived 
discrimination, 
such 
as 
a 
family 
member.
Examples of retaliation include, but are not limited to dismissal, demotion, 
refusal to promote, unwarranted job or schedule reassignment, threats, 
unjustified negative evaluations, unjustified negative references, increased 
unwarranted monitoring or any other adverse action that a reasonable person 
could perceive as retaliatory. 
IV.
RESPONSIBILITIES
5 
A. Human Resources Director. The Human Resources Director is responsible
for:
1. Assisting supervisors and managers to comply with this policy and
procedures;
2. Assisting supervisors and managers to identify the most appropriate
measures to ensure compliance with this policy;
3. Ensuring that performance appraisals of all supervisors and managers
included training relating to compliance with this policy;
4. Ensuring that all new employees receive a copy of this policy;
5. Maintaining all harassment inquiry-related records and files in a secure
location.

6 
B. Supervisors and Managers. Supervisors are responsible for maintaining a
respectful work environment that is free from bullying and harassment by both
employees and non-employees, and for taking prompt, effective corrective
action when they know or have reason to know of interactions among
coworkers, either on or off duty, that foster a hostile work environment.
1. Because of the nature of their positions, supervisors and managers are
specifically responsible for:
•
Ensuring that their subordinates are aware of this policy and
procedures, and evaluating employees' compliance;
•
Fostering a harassment-free work environment and setting an example
through personal behavior of appropriate conduct in both the
workplace and in social settings;
•
Understanding and clearly communicating the process for investigating
and resolving bullying and harassment complaints made by
employees;
•
Taking immediate and appropriate steps to address any allegations of
bullying or harassment upon becoming aware of them, whether or not
a complaint has been made;
•
Taking appropriate action during an investigation, including separating
the parties to the complaint, when appropriate;
•
Monitoring the work environment after a complaint of an alleged
violation of this policy has been made to ensure there are no further
violations or incidents of retaliation against any individual who reported
or participated in the inquiry or investigation; and
•
Ensuring bullying and harassment situations are dealt with in a
sensitive, prompt and confidential manner.
C. Employees. Employees are responsible for:
•
Treating others with respect in the workplace;
•
Understanding their rights and responsibilities under this policy and the
related procedures;
•
Promptly reporting bullying or harassing conduct in the workplace by
employees or others before it becomes severe or pervasive;

•
Promptly reporting any suspected retaliation for making a complaint or
helping another employee make a complaint, participating in an inquiry
into potential violations of this policy, 
or opposing unlawful
discrimination or harassment; and
•
Fully cooperating in any inquiry or investigation and respecting the
confidentiality related to the investigative process.
V.
PROCEDURES
7 
A. Reporting potential violations.
1. An employee who has been subjected to bullying or harassing conduct is
always encouraged to inform the person(s) responsible for the conduct
that it is unwelcome and offensive and to request that the behavior stop
immediately. If the unwelcome behavior continues, or the employee feels
uncomfortable confronting the responsible person(s) about the conduct,
s/he should report the conduct as provided below.
2. Employees who have experienced conduct that they believe violates this
policy, or who have concerns about such matters, should report their
complaints verbally or in writing to their immediate supervisor, the
Department Director, the Human Resources Director or the City Manager
before the conduct becomes severe or pervasive. Individuals should not
feel obligated to report their complaints to their immediate supervisor first
before bringing the matter to the attention of one of the other designated
City representatives identified above.
3. Employees who have observed or are otherwise aware of hostile or
abusive conduct directed at others are encouraged to report the conduct
to the supervisor of the offending employee, the reporting employee's own
supervisor, the Department Director, or the Human Resources Director.
B. Fact-Finding Inquiries and Investigations. The City will conduct a prompt,
thorough and impartial investigation and take immediate and appropriate
corrective action if it determines that conduct that violates this Policy has
occurred.
1. Supervisors or managers who observe or are notified of bullying or
harassing conduct are required to assess the situation immediately and
notify the Human Resources Director.

8 
2. The Human Resources Director, in consultation with the department, will
determine based on the nature and circumstances of the complaint
whether a fact-finding inquiry or investigation will be conducted at the
department level or will be handled by Human Resources. In some cases,
the determination will be made that the nature of the complaint falls
outside of the scope of this Policy and no further inquiry or investigation
will be required.
3.
Depending on the circumstances, the department may be advised to take
appropriate interim measures to alleviate escalation of the circumstances
during the fact-finding process.
4. The investigator (or co-investigators, as necessary) will conduct a fact­
finding inquiry that may include written statements, interviews and any
other sources of evidence the investigator deems appropriate. During the
course of the investigation, the investigator may receive counsel from the
Human Resources Director, the City Attorney's Office, or other parties as
needed.
5. While the length of an investigation will depend on a variety of factors,
including the nature and scope of the allegations, the number of parties
and witnesses, and the availability of parties and witnesses, the
investigator will seek to conclude the investigation within 45 business days
of receipt of the complaint.
6. The inquiry or investigation should result in a written record sufficient to
support any corrective and/or disciplinary action taken or to indicate that
there is insufficient evidence to support corrective and/or disciplinary
action.
C. Confidentiality
1. The City will protect the confidentiality of harassment or bullying allegations
to the extent reasonably possible. 
Information will be disclosed on a
need-to-know basis, consistent with the City's legal obligations to follow up
on complaints, including investigation, remedial action, and if required,
reporting to appropriate enforcement agencies.
2.
When supervisors become aware of the alleged harassment or bullying,
they are responsible for taking the steps outlined in this policy to prevent
and correct the behavior, protecting confidentiality to the greatest degree
possible.
3. Employees that are interviewed as part of an investigation regarding
harassment and bullying must refrain from discussing the investigative
interview with other employees as the integrity of the investigation could
be compromised.

VI.
GOOD FAITH ALLEGATIONS
Because of the nature of discrimination, harassment, or retallation complaints, 
allegations often cannot be substantiated by direct evidence other than the complaining 
individual's own statement. Lack of corroborating evidence should not discourage 
individuals from seeking relief under this policy. No adverse action will be taken against 
an individual who makes a good faith allegation of discrimination, harassment, or 
retaliation under this policy, even if an investigation fails to substantiate the allegation. 
However, individuals who make dishonest statements or make statements with willful 
disregard for the truth during an investigation or enforcement procedure under this 
policy may be subject to disciplinary action in accordance with existing City policies. 
VII.
RETALIATION
No employee will be subject to any form of retaliation or discipline for addressing or 
making a complaint about harassment or for cooperating in an investigation. 
An 
employee or supervisor who initiates a retaliatory act is subject to discipline up to and 
including -dismissal. 
VIII.
APPROVAL
Date 
9

ACKNOWLEDGEMENT OF RECEIPT AND UNDERSTANDING 
OF ANTI-HARASSMENT AND ANTI-BULL YING POLICY 
I acknowledge that I have received and read the Anti-Harassment and Anti-Bullying Policy 
and/or have had it explained to me. 
I understand: (1) that it is my responsibility to abide by all rules contained in this policy, (2) how 
to report incidents of harassment or bullying as set forth in this policy (3) that I shall not 
retaliate against any employee exercising his or her rights under this policy, (4) that I shall not 
make false and/or malicious allegations, or deliberately provide false information during an 
investigation, and (5) that violation of this policy can lead to disciplinary action by City of 
Chandler, up to and including termination of employment. 
Printed Name: _________________ _ 
Signature: ___________________ _ 
Date:

OATH OF OFFICE 
STATE OF ARIZONA   ) 
   ) ss 
COUNTY OF MARICOPA 
   ) 
I, ____________________________________________, do solemnly swear (or affirm) that I 
will support the Constitution of the United States and the Constitution and 
laws of the State of Arizona; that I will bear true faith and allegiance to the 
same, and defend them against all enemies, foreign and domestic, and that I 
will 
faithfully 
and 
impartially 
discharge 
the 
duties 
of 
the 
_______________________________________________________________________ of the City of 
Chandler, County of Maricopa, State of Arizona, according to the best of my 
ability, so help me God (or so I do affirm). 
SIGNED: 
______________________________ 
Subscribed and sworn to before me this ________day of  ___________, 2022. 
________________________________ 
NOTARY PUBLIC 
I have reviewed Open Meeting Law materials, pursuant to A.R.S 38-431.01G. 
SIGNED: 
______________________________