§ 9. Employee standards of conduct.

A.

Accidents. Employees are to report the occurrence of any accident while at work, however minor, to the appropriate department head or his/her designee. That person shall memorialize the report of accident in writing and shall timely file the written report with the city clerk. If the accident happens after 5:00 p.m. or on weekends or holidays, the report must be made on the next working day.

B.

Alcohol.

(1)

No employee or volunteer shall possess, distribute, dispense, sell, use, or ingest any alcoholic beverage during work hours or on municipal premises or in the immediate premises wherever municipal work is being conducted. "Possess" includes having an alcoholic beverage in the employee's immediate work area.

(2)

No employee shall report to work under the influence of alcohol. (See addendum 4.)

C.

Appearance. Employees are to be neat, clean, and well-groomed at all times while working. Employees should dress appropriately and in conformity with uniform requirements or special job assignments.

D.

Attendance.

(1)

Attendance is an essential function of every municipal job; punctuality and regular attendance are expected of all employees. However, when it is necessary to be absent from work, an employee must inform his department head as far in advance of the absence as possible of: 1.) the reason for the absence; 2.) where he can be reached during his absence; and, 3) when he will return to work. In the event that it is impossible for the employee to notify his department head of the absence, he shall provide the required notice to his immediate supervisor, or, if impractical to do so, to the city clerk.

(2)

Employees are to report to work on time.

(3)

Any employee absent from work for three consecutive days without notifying his department head will be considered to have abandoned and voluntarily resigned his position.

E.

Drugs.

(1)

The City of Carencro intends to be a drug-free workplace in full compliance with all federal and state laws including, but not limited to, the Drug Free Workplace Act of 1988, the Controlled Substances Act and the Uniform Controlled Dangerous Substances Law (R.S. 40:964).

No employee or volunteer shall possess, use, or ingest any controlled substance or controlled dangerous substance while in the service of the municipality, on municipal property, or on the immediate premises wherever municipal work is being conducted. "Possess" includes having illegal drugs in the employee's immediate work area.

(2)

No employee shall report to work, and no volunteer shall report to serve, under the influence of any controlled substance or any controlled dangerous substance.

(3)

All employees are required to abide by and cooperate with the administration of the municipality's random drug testing program. The details of the program are set out in Ordinance No. 2000-012, and they are made a part of this policy statement by reference hereto. (See addendum 4.)

(4)

Violation of the municipality's drug-free workplace policy will be grounds for immediate termination. The confirmed failure of a required drug/alcohol test will be considered a violation of the policy and grounds for termination. Any refusal to cooperate in the municipality's random drug testing program or any other reasonable request to submit to drug/alcohol testing will be considered a violation of the policy.

(5)

Any employee or volunteer required by a physician to take prescription medication which may impair his/her ability to perform the essential functions of his/her position, [or] operate a motor vehicle or other motorized equipment, shall notify his/her department head or the appropriate designee. Such notification shall be documented in writing, and the department head/designee may alter the employee's or volunteer's assignment temporarily to accommodate the need for the medication.

F.

Misrepresentation. No employee shall purport to represent the municipality while engaged in private business.

G.

Municipal property.

(1)

(a)

An employee shall exercise due care in his use of municipal property and utilize such property only for authorized purposes.

(b)

Inventory accountability is conducted each January and at other times at the discretion of the mayor. To assure accurate and timely results, employees shall assist the personnel responsible for the inventory check. Forms containing the office furniture and equipment assigned to, used by, or otherwise in the control or possession of each employee will be distributed. Each employee is to review and revise the form as necessary and then sign the form verifying the inventory on the form/forms assigned to, used by, or otherwise in his control or possession. At each annual inventory accountability, employees shall submit a copy of their updated inventory listing. If any discrepancies occur and the furniture or equipment is not located, the last employee verifying the item shall be responsible for the missing item.

(c)

Unauthorized removal of municipal property from the premises or its conversion to personal use is prohibited.

(2)

Municipal property is subject to inspection at any time and without prior warning. "Municipal property" includes, but is not limited to, vehicles, desks, files, containers, and foot lockers. There shall be no expectation of privacy by any employee or volunteer concerning any municipal property. However, any inspection of any employee's or volunteer's locker shall be in the presence of the employee or volunteer.

(3)

Municipal property issued to an employee must be returned to the municipality at the time he terminates employment or when it is requested by his department head.

H.

Outside employment. The work of the municipality shall have precedence over the other occupational interests of employees. All outside employment for salary, wages, or commission and all self-employment must be reported to the mayor. Conflicting outside employment is prohibited.

I.

Political activity.

(1)

Partisan political activity by an employee while at work, including publicly or privately advocating or lobbying passage or defeat of any matter before the municipality, is prohibited.

(2)

No employee shall participate in any activity which would compromise the ability of the employee to discharge with neutrality, efficiency, and integrity his duties and obligations to the municipality.

J.

Purchasing. An employee may initiate a request for goods or services through his department head using the form provided by the municipality.

K.

Discrimination and/or harassment in the workplace. The City of Carencro intends to provide for all employees, volunteers and visitors an environment which is pleasant, healthy, comfortable, productive, and free from intimidation, hostility or other offenses which might interfere with the performance of the work or service of the municipality. Discrimination and/or harassment of any kind—verbal, physical, visual—will not be tolerated. The city intends to comply fully with all federal and state statutes and guidelines regarding equal employment opportunity and the prohibitions against disparate treatment of employees. A detailed anti-discrimination/harassment policy statement is attached to this manual as appendix 1. All employees shall review the policy statement carefully and sign a copy of the statement to confirm receipt and review. Violation of these policies and procedures will be grounds for appropriate disciplinary action, including termination.

L.

Solicitation. Solicitation by and of employees on municipal premises is prohibited. However, solicitations for gifts for municipal employees (resignations, retirements, weddings, births, etc.) are permitted.

M.

Except as otherwise specifically provided, a violation of this section shall be grounds for disciplinary action, including dismissal.