A. 
All employees are expected to maintain high standards of conduct, cooperation, efficiency and economy in their work for the Town. Employees shall attempt to correct any faults in their performance which are called to their attention and to make every effort to avoid behavior and actions which conflict with municipal rules and regulations.
B. 
Every supervisor is expected to discuss improper or inadequate performance with the employee in order to correct the deficiencies and to avoid the need to exercise disciplinary action. Discipline may include warning, written reprimand, suspension, demotion, or discharge. The type of discipline administered in each case shall be reasonable for the conduct or work performance for which discipline is administered.
Any conduct that reflects discredit upon the Town or is a direct hindrance to the effective performance of the Town's functions shall be considered cause for disciplinary action against any employee of the Town. Circumstances constituting cause for disciplinary actions are listed in a nonexhaustive list below, and charges may be based upon cause and complaints other than those listed:
A. 
Being convicted of a felony.
B. 
Engaging in acts of incompetency.
C. 
Being absent without authorized leave.
D. 
Engaging in acts of insubordination.
E. 
Intentionally failing or refusing to carry out instructions.
F. 
Willfully disregarding orders.
G. 
Engaging in misappropriation, destruction, theft, or conversion of municipal property.
H. 
Engaging in neglect or carelessness resulting in damage to Town property or equipment.
I. 
Becoming unfit for the performance of employee's duties.
J. 
Engaging in acts of misconduct while on duty.
K. 
Being repeatedly tardy and/or absent.
L. 
Falsifying any information required by the Town.
M. 
Failing to properly report accidents or personal injuries.
N. 
Using intoxicating liquors, narcotics or dangerous drugs (without a doctor's prescription) on Town property or in Town equipment or proceeding to work under the influence of liquor, narcotics or dangerous drugs.
O. 
Being absent from designated work area without permission.
P. 
Failing to follow safety regulations.
Q. 
Conducting personal business during an employee's work hours without authorization.
R. 
Abusing or misusing leave.
S. 
Dealing with the public in a discourteous or unprofessional manner.
T. 
Failing to adhere to a dress code established by the Town for the employee's position.
U. 
Making false statement on an employment application.
V. 
Failing to abide by the policies in this chapter applicable to the employee.
A. 
Subject to Subsection B of this section, written notice signed by the Town Manager shall be given to each employee, stating the reasons for the disciplinary action and the date it is to take effect. The notice is to be given to the employee at the time such action is taken and in any event as soon as reasonably practicable after the date of violation or discovery of same and after a predisciplinary meeting if one is required. A copy of the notice signed by the employee in the employee's file shall serve as prima facie evidence of delivery, except that, if an employee refuses to sign the notice, before placing the notice in the employee's file the Town Manager shall endorse on the notice that the employee refused to sign.
B. 
In any case of a proposed disciplinary action that involves dismissal, demotion, or suspension of an employee who has completed the introductory period of employment, a predisciplinary meeting shall be held by the Town Manager as soon as practicable following the preliminary determination to impose disciplinary action. If practicable, the meeting should be held within two workdays after the employee being informed of the potential discipline. No disciplinary action shall be implemented until after the completion of the meeting; written notification of the predisciplinary meeting and the general reasons for the meeting and the proposed disciplinary action shall be given to the employee. The employee also shall be advised that the employee will be afforded an opportunity to respond to the proposed disciplinary action and the reasons for it. The general procedure for a predisciplinary meeting shall be the presentation of the action to the employee who is being considered as grounds for dismissal, demotion or suspension by the supervisor and the opportunity for the employee to respond to the allegations. This shall not be a full administrative hearing, but rather a means for the Town Manager to determine the validity of the allegations.
A. 
All career service employees may file a written appeal of disciplinary action involving suspension, demotion or dismissal within 10 days of the date of the action to the Personnel Board with a copy to the Town Manager. A written appeal shall state, with specificity, the reasons for the appeal, including, without limitation, why the suspension, demotion or dismissal was arbitrary, capricious, unlawfully discriminatory, or otherwise unlawful. Employee appeals relative to dismissal or demotion shall not stay the disciplinary action by the Town Manager.
B. 
The Board's sole purpose in an appeal shall be to determine the validity and propriety of any action by the Town Manager which results in the suspension, demotion or dismissal of an employee. All meetings of the Personnel Board shall be closed unless the Town Manager and/or the affected employee requests, in writing, three days prior to the meeting that the meeting be opened to the public. The Personnel Board shall designate a Chairman who shall preside at the hearing. The Chairman shall require the attendance of the Town Manager, affected employee and immediate supervisor, if applicable, at the meeting.
C. 
At the hearing, the employee who has appealed the suspension, demotion or dismissal may be represented by counsel, may present evidence and may cross-examine witnesses; all testimony shall be given under oath. Evidence shall be presented first by the Town in support of the suspension, demotion or dismissal, then by the employee in opposition to such action, and finally by the Town in rebuttal. After the conclusion of the hearing, the Board shall make written findings of fact and conclusions of law. The Board shall uphold the suspension, demotion or termination unless the Board finds by clear and convincing evidence that the action was arbitrary, capricious, unlawfully discriminatory, or otherwise unlawful. If the Board does find that the suspension, demotion or dismissal was arbitrary, capricious, unlawfully discriminatory, or otherwise unlawful, the Board may order such remedial relief as the Board determines to be appropriate under the circumstances.
A. 
Work hours for all nonadministrative service positions within the Town's classified service shall be between 7:30 a.m. and 4:00 p.m. unless otherwise directed by the Town Manager.
B. 
Work hours for all administrative service positions within the classified service shall be between 8:30 a.m. and 4:30 p.m.
C. 
All employees within the classified service shall be limited to a one-half-hour lunch period to be taken during a period as directed by their immediate supervisor. For nonadministrative service positions, the lunch period shall be without compensation. For administrative service positions, the lunch period shall be with compensation, provided that administrative service employees may be required to work while engaging in lunch during this lunch period.
D. 
Compensation for all employees within the classified service whose compensation is paid on an hourly rate basis shall be determined weekly by multiplying the number of hours worked during that week by the hourly wage rate as established in the Town's pay plan as provided herein.
E. 
All Town employees shall endeavor to limit overtime as much as possible. It is the responsibility of each employee to work as efficiently as possible to accomplish job tasks during regularly scheduled work hours.
F. 
Whenever practical, all overtime work shall be authorized, in advance, by the Town Manager, and if same is not possible, the Town Manager may require, in writing, within three days of the actual overtime worked, a statement delineating the actual necessity for the overtime.
G. 
All employees will be compensated for overtime in excess of 40 hours in one work week at one-and-a-half times the normal rate of pay or given compensatory time on that same basis at the discretion of the Town Manager. Administrative service employees will be compensated for additional work outside their regular scheduled hours under 40 hours in one work week at their normal wage rate or given compensatory time on that same basis at the discretion of the Town Manager. By accepting and continuing employment with the Town, an employee is presumed to agree to accept compensatory time as provided in this subsection in lieu of receiving payment for hours worked in excess of 40 hours in any work week. Compensatory time shall be taken within 30 days, subject to the provisions of the federal Fair Labor Standards Act.[1]
[1]
Editor's Note: See 29 U.S.C. § 201 et seq.
All employees shall be responsible for performing work assignments in a safe manner. Prime consideration shall be given to safety in all work situations. All employees shall:
A. 
Be thoroughly familiar with safety requirements and practices applicable to their respective work assignments.
B. 
Actively observe safety practices, and report unsafe or potentially dangerous conditions and accidents or injuries to their supervisor immediately.
C. 
Refrain from engaging in horseplay, wrestling, hazing of coworkers, and any other unsafe practice.
D. 
Wear protective equipment, use protective devices and wear safety belts in all Town vehicles so equipped.
E. 
Report to supervisor any suspension, revocation or other loss or potential loss of the right to legally drive a motor vehicle if driving a Town vehicle is a responsibility or privilege of the job.
F. 
If responsible for driving Town vehicles, be properly licensed at time of employment or assignment to a vehicle; and as long as the employee is responsible for driving a Town vehicle, complete driver training or driver performance qualification checks as required by the department before operating Town vehicles.
A friendly and courteous attitude by Town employees toward the public and coworkers is required at all times. Similarly, employees are expected to deliver prompt, thorough, and efficient service to the public and other consumers to the best of their ability. All employees are required to maintain a neat and clean personal appearance. Each employee shall be subject to specific department rules and regulations concerning proper clothing, personal hygiene, and grooming that may be established by the Town Manager.
A. 
Promoted employees and employees transferred to a different class of position shall serve a six-month qualifying period. The qualifying period shall be utilized for closely observing the employee's work, for securing the most effective adjustment of a transferred or promoted employee to the position, and for replacing any employee whose performance does not meet the required standards.
B. 
An employee serving a qualifying period who continues to exhibit inadequate performance after counseling shall be demoted to a position in the class held prior to the promotional appointment if a vacancy exists. If a vacancy does not then exist, the employee shall be demoted to the next available vacancy. The department head shall notify the Town Manager, in writing, of the intention to demote an employee as provided in this Subsection B. If a demotion is approved, the employee shall be notified, in writing, not less than five working days before the effective date of demotion.
C. 
At least 10 working days before the expiration of the qualifying period, the department head shall notify the Town Manager, in writing, whether the services of the employee have been satisfactory and whether the employee will be continued in the position. A copy of this notice shall be given to the employee by the department head. Upon receipt by the Town Manager of a favorable report, the employee's qualifying period shall be complete.
A. 
A Town official or employee may not appoint, employ, promote, advance, or advocate for appointment, employment, promotion or advancement, in or to any position of the Town over which the official or employee exercises jurisdiction or control, any person who is a member of the immediate family of a Town official or employee.
B. 
An official or employee may not exercise supervisory authority over any person who is a member of the official's or employee's immediate family.