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Resignation
<br />The purpose of pYoper notice is to ensure an oYderly transition of responsibilities and open work items. Holidays oY
<br />the use of vacation, sick, or compensatoryT time mayT on1�T be approved b�T the city administer to be considered proper
<br />notice.
<br />With proper notice, the employree will be compensated foY any accrued, unused vacation time. Pa�-ment shall be at the
<br />rate of �a�- «-hei� the resignation is submitted. If eligible, s/he ma�r also be compensated foY a poYtion of banked sick
<br />leave as stated in the Seve�ance Pay Section of this policyr manual.
<br />Defnitions of Sexual and Other Forms of Harassment
<br />HaYassment consists of unwelcome conduct based on a person's race �u�cludi�ig traits Zssociated «�ith race, u�cludin�,
<br />but not liniited to, hair texttzre and 11air st�-les such as braids, locs and t�-ists)„ coloY, cYeed, Yeligion, national origin,
<br />sex, sexual orientation, gender, gender identityT, gender expression, disabilityT, age, marital status, familial status,
<br />pregnancy, status with regard to public assistance, veteran status, or any other protected class status that is interfering
<br />with yTour job performance; or creating an intimidating, hostile, or offensive work environment; or `vhen submission
<br />to such conduct is explicitlyT or implicitlyT:
<br />Types of Disrespectful Behavior
<br />■ Violent behavior including the use of phyTsical force, harassment, bullyTing, or intimidation.
<br />DiscriminatoryT behavior including inappropriate remarks about or conduct related to a person's legall�T
<br />protected chaYacteristic such as Yace (includiilg traits associated «�ith race, including, but not limited to, hur
<br />te�ture and h�ir st��les such as braids, locs and t«�ists)„ color, creed, religion, national origin, disabilityr, sex,
<br />gender, pregnancy, marital status, age, sexual orientarion, gender identityT or gender expression, familial status,
<br />or status regarding public assistance.
<br />Drug and Alcohol Policy
<br />Employees aYe expected and required to repoYt to woYk on time and in appropriate mental and physical condition. It is
<br />the cityT's intent and obligation to provide a drug-free, safe, and secure `vork environment.
<br />The city contracts �vith federal agencies and is subject to the federal Drug-Free Workplace Act `vhich places certain
<br />requirements on employTers to maintain a drug-free workplace. In accordance with the act, you are hereby notified:
<br />The unlawful manufacture, distribution, dispensation, possession, or use of an�T controlled substance (including
<br />alcohol) is prohibited on cittT property or while conducting cinT business. The lawful use of �controlled
<br />substances is prohibited while conducting cityT business. Employees violating this prohibition may be subject to
<br />disciplinaryT action including, but not limited to, suspension or termination, and mayT have legal consequences.
<br />Controlled substances include, but are not limited to, opiates, hallucinogenic substances, depressants, stimulants, and
<br />narcotics. The Drug-Free Workplace Act prohibits only unla2aful �uf�der Federal la«��use, possession, or distribution of
<br />such drugs in the workplace, and not the la`vful use of prescription medications.
<br />Foot Protection Policy (EXHIBIT B)
<br />All employees will wear footwear appropriate to their job duties. Each affected employee shall ��ear protective
<br />foot��ear when `vorking in areas where there is a danger of foot injuries due to:
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