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Every employee has an important role in maintaining a productive workplace. Therefore, it <br /> is essential that all employees report to work every day as scheduled. Unsatisfactory <br /> attendance, including reporting late to work and leaving work early may result in <br /> disciplinary action up to and including discharge. <br /> If an employee must be absent from work for any reason, other than approved time off, <br /> s/he must notify his/her immediate supervisor at least thirty (30) minutes prior to the start <br /> of his/her normal working hours. If an emergency prevents the employee from notifying <br /> his/her supervisor at such time, the employee must call his/her immediate supervisor as <br /> soon as possible during the workday. <br /> Rest/Meal Break <br /> Non-exempt, full-time employees shall receive a paid rest break not to exceed fifteen (15) <br /> minutes away from job duties on one occasion during each four (4) hour work shift. Part- <br /> time employees shall receive a paid rest break not to exceed fifteen (15) minutes during a <br /> work period of four hours. <br /> Rest breaks cannot exceed fifteen minutes, including the time required to get to and from a <br /> rest break area. <br /> All employees scheduled to work six or more hours per shift are required to take a half- <br /> hour, unpaid meal break. <br /> Employees of Northbound and Westbound Liquor are required to stay "on duty" in the <br /> building and be reachable by other employees should their assistance be required during <br /> their break. In consideration ofer this, Northbound and Westbound Liquor employees are <br /> paid during their break time. <br /> Employees may not purposely miss rest breaks in order to accumulate time to leave early <br /> at the end of the day; all rest breaks and meal breaks must be taken. <br /> Employment of Relatives <br /> All employees are hired as the most qualified candidate based on qualifications, skills, and <br /> ability. Employment is not restricted to more than one member of a family (including <br /> spouse, children, parents, siblings, in-laws or other immediate relative). No family member <br /> will be hired where: <br /> 1. One family member would have the authority or practical power to supervise, <br /> appoint, remove, or discipline the other; <br /> 2. One family member would be responsible for auditing the work of the other; <br /> 3. Circumstances exist which would place the family member in a situation of actual <br /> or reasonable foreseeable conflict between the city's interests and their own; and <br /> 4. Where the family member has a relative who is employed by an organization with <br /> whom the city has business dealings, and in the city's judgment, considering the <br /> position and job responsibilities of both the employee and family member would <br /> 10 <br />