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05.04.2023 Council Packet AMMON CITY COUNCIL P UBLIC COMMENT AGENDA Upcoming Meetings: Ammon City Council 05.04.2023Page 1 of 163 Ammon City Council 05.04.2023Page 2 of 163 Ammon City Council 05.04.2023Page 3 of 163 Ammon City Council 05.04.2023Page 4 of 163 Ammon City Council 05.04.2023Page 5 of 163 Ammon City Council 05.04.2023Page 6 of 163 AmmonCityCouncil May4,2023 MayorColettiandCityCouncilmembers: Resolution2022-003R,AmendingtheCityofAmmonPersonnelPolicyManual StaffPresenting: AprilForrest,HumanResourcesDirector MicahAustin,CityAdministrator Recommendation -ApprovetheproposedchangestothePersonnelPolicyManualbyadoptingResolution 2023-002R SummaryofAnalysis 1.ThecurrentPersonnelPolicyManualwasadoptedonJune2,2022byResolution2022-003R. 2.TheproposedupdatestothePersonnelPolicyManualwillbepresentedattheMay4,2023 meetingbytheHumanResourcesDirector 3.HighlightedUpdatesfromtheproposedPersonnelPolicyManual: a.AmendsthedrugtestingpolicyasdirectedandrecommendedbyICRMP. b.Revisesdrivingpolicyforback-inparkingofapersonalvehicle. FinancialImpact -Nofinancialimpactsareanticipatedfromtheseproposedchanges. Motion °6wzf‡zY„zfKf zvˆ‡nzxàÞàá¼ÞÞàK Attachments: 1.TheproposedPersonnelPolicyManualwillbepresentedatthemeeting. 2135SouthAmmonRd.,Ammon,Idaho83406CityHall:(208)612-4000 www.cityofammon.usPage|1 Ammon City Council 05.04.2023Page 7 of 163 / Ammon City Council 05.04.2023Page 8 of 163 A MMON P ERSONNEL P OLICY M ANUAL Thispolicyestablishesasafe,efficientandcooperativeworkingenvironment, establishestheresponsibilitiesandlevelofperformanceexpectedofallCity employeesandexplainscertainbenefitsprovidedtoCityemployees. Thepoliciesandbenefitofferingsoutlinedinthispolicyaresubjecttochangeat anytime,withoutpriornoticeto,andconsentof,cityemployees.Changesmay bemadeatthesolediscretionoftheCityCouncil. AllemployeesoftheCityareAt-Willandareemployedatthediscretionofthe MayorandCityCouncilandwillhavenorighttocontinuedemploymentor employmentbenefits,exceptasmaybeagreedtoinwritingandexpressly approvedbytheCityCouncil.Thispersonnelpolicyisnotacontractof employmentandisnotintendedtospecifythedurationofemploymentorlimit thereasonsforwhichanemployeemaybedischarged.Allprovisionsofthis Policywillbeinterpretedinamannerconsistentwiththisparagraph.Inthe eventofanyirreconcilableinconsistencies,thetermsofthisparagraphwill prevail.OnlyawrittencontractexpresslyauthorizedbytheCityCouncilcanalter theat-willnatureofemploymentbytheCity,notwithstandinganythingsaidby anElectedOfficialorsupervisor. UpdatedPolicyDate: May4,2023,Resolution2023-002R June2,2022,Resolution2022-003R April15,2021,Resolution2021-006R December20,2018-Resolution2018-020R July12,2018-Resolution2018-006R February4,2016-Resolution2016-002 December18,2014-Resolution2014-012 February2,2012-Resolution2012-002 #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÛ¨ØØÚ2Page2 Ammon City Council 05.04.2023Page 9 of 163 MISSIONSTATEMENT Toservethepublicinterestbyproactivelymeetingthepresentandfutureneeds ofthecommunityinafiscallyresponsiblemanner.Throughleadership, education,publicinput,andorganizedplanningefforts,wewillmaintainrespect forourhistory,conserveourresourcesforthefuture,promoteequality,and enhancethefamilyfriendlycommunityofAmmon. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÛ¨ØØÚ2Page3 Ammon City Council 05.04.2023Page 10 of 163 TableofContents SECTION1:GENERALPOLICIES6 INTRODUCTIONTOPUBLICEMPLOYMENT6 EQUALEMPLOYMENTOPPORTUNITYSTATEMENT6 VETERAN'SPREFERENCE7 NEPOTISMANDCONFLICTOFINTERESTPROHIBITED7 PREFERENCEFORPROMOTIONFROMWITHIN7 SECTION2:EMPLOYMENTSTART-UP8 EMPLOYMENTFORMSTOBECOMPLETED8 PAYROLLREPORTINGSYSTEMS8 DISTRIBUTIONOFPOLICY8 INTRODUCTORYPERIOD8 POSITIONREQUIREMENTS9 SECTION3:RULESOFEMPLOYEECONDUCT10 PERSONALPERFORMANCEANDBEHAVIOR10 WORKPLACECONDUCT12 PROHIBITEDWORKPLACECONDUCT13 PROHIBITEDDISCRIMINATORYHARASSMENTPOLICY15 DRUGANDALCOHOLFREEWORKPLACEPOLICY16 VEHICLE,EQUIPMENTUSE,ANDDRIVINGSAFETYPOLICY21 TECHNOLOGYUSEPOLICY27 SOCIALMEDIAPOLICY32 THECITYOFAMMONCOMPLAINTPROCEDURE35 SECTION4:EMPLOYEECLASSIFICATION,COMPENSATION,ANDBENEFITS37 CLASSIFYINGEMPLOYEESFORPOLICYPURPOSES37 COMPENSATIONPOLICIES38 EMPLOYEEBENEFITS44 SECTION5:EMPLOYEEEVALUATIONANDDISCIPLINE51 EVALUATIONPROCEDURES51 EMPLOYEEPERSONNELFILES51 EMPLOYEEDISCIPLINEPROCEDURESANDPRINCIPLES52 AHHAKMN?6MVMA).5.!K,¾!LL.KM6A?LA3N?=!T3N=,6L*K6>6?!M6A?!?, K.M!=6!M6A?!?,°?!>.¼*=.!K6?45.!K6?4±53 SECTION6:SEPARATIONFROMEMPLOYMENT55 REDUCTIONINFORCE55 #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÛ¨ØØÚ2Page4 Ammon City Council 05.04.2023Page 11 of 163 REINSTATEMENTPREFERENCE55 RETIREMENTPOLICY55 COBRABENEFITS55 EXITINTERVIEW55 RESIGNATIONPOLICY56 ABANDONMENT56 APPENDIXA:CITYOFAMMONORGANIZATIONCHART57 APPENDIXB:SIGNATUREPAGEOFRECEIPTANDUNDERSTANDING58 APPENDIXC:NEWDRIVERCONTRACT60 APPENDIXD:ControlledSubstanceTestingConsentFormforCurrentEmployees63 APPENDIXE:DOTDrugTestingConsentFormforCurrentDrivers64 #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÛ¨ØØÚ2Page5 Ammon City Council 05.04.2023Page 12 of 163 SECTION1:GENERALPOLICIES 1.INTRODUCTIONTOPUBLICEMPLOYMENT 1.1.Tz„unxlkz„‡mf*n‡zk!wwzxªmf„fYk‡f„„fkf„„fd‡zY ®‡mf*n‡¯ªwYaf somewhatdifferentfromanyemployerforwhichyoumayhaveworkedinthe past.TheCityisapoliticalsubdivisionoftheStateofIdaho,thoughitisnota Y„‡zk ‡Y‡flzf„xwfx‡­Mmf*n‡*zˆxbnvªmf„fYk‡f„„fkf„„fd‡zY ®‡mf*zˆxbnv¯ª servesasthegoverningentityfortheCity,carryingoutlocallegislativedutiesand fulfillingotherobligations.OnlytheCouncilhasauthoritytoestablishgeneral policyforemployees,includingtermsandconditionsofemployment.The Councilalsoappointspersonneltohelpcarryoutitsadministrative responsibilities. 1.2.Eachemployeeshouldrecognizethatalthoughhe/shemayserveasanemployee intheofficeofanelectedorappointedofficial,he/sheremainsanemployeeof theCity,notoftheofficialwhosuperviseshis/herwork.Thetermsand conditionssetforthinthispolicy,andintheresolutionsandpolicystatements whichsupportit,cannotbesupersededbyanyotherofficial'scommitment, withouttheexpresswrittenagreementoftheCouncilorMayor.Thatis particularlytruefortermsorconditionswhichwouldestablishafinancial obligationfortheCity,noworinthefuture.Itisimportantthatallemployees understandtherelationshipbetweenpolicyadoptedbytheCounciland departmentpolicyimplementedbyotherofficials. 1.3.ThetermssetforthinthisbookletreflectCitypolicyatthetimeofitsprinting, andaresubjecttochangeatanytime,withoutpriornotice,andatthesole discretionoftheCouncil. 1.4.Aswithallelectedpublicofficials,theCouncilisultimatelyresponsibletothe votersoftheCity. 2.EQUALEMPLOYMENTOPPORTUNITYSTATEMENT 2.1.AllselectionofCityemployeesandallemploymentdecisions,including classification,transfer,discipline,anddischarge,shallbemadewithoutregardto race,color,religion,gender,age,nationalorigin,sexualorientation,veteran status,non-jobrelateddisability,oranyothercharacteristicprotectedby applicablelaw.Nojoborclassofjobswillbeclosedtoanyindividualexcept whereamentalorphysicalattribute,gender,orageisabonafideoccupational qualification.ItisthepolicyoftheCitytocomplyinallrespectswiththe !wf„nbYx Žn‡m,n Yanvn‡nf !b‡­!vvzatfb‡nzx ‡zYvnbY‡nzxzk‡mf*n‡¯ zvnbª #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page6 Ammon City Council 05.04.2023Page 13 of 163 inthisregard,shallbebroughttotheattentionoftheMayor,orinthecaseof objectiontoactionsundertakenbytheMayor,tolegalcounselfortheCity. 3.VETERAN'SPREFERENCE 3.1.TheCitywillaccordapreferencetoemploymentofveteransoftheU.S.Armed ServicesinaccordwithprovisionsofIdahoCode§65-502oritssuccessor.Inthe eventofequalqualificationsforanavailableposition,aveteranwhoqualifiesfor preferencepursuanttoIdahoCode§65-502oritssuccessorwillbeemployed. 4.NEPOTISMANDCONFLICTOFINTERESTPROHIBITED 4.1.NopersonshallbeemployedbytheCitywhensaidemploymentwouldresultin aviolationoftheanti-nepotismprovisionsfoundinIdahoCode§59-701, §18-1359ortheirsuccessors.Anysuchappointmentshallbevoid.Noperson relatedtoaMayorormemberofaCityCouncilwithintheseconddegreeby bloodormarriagemaybehiredorappointedifthepayisfrompublicfunds.No personrelatedtoamanagermayreportdirectlytothem. 5.PREFERENCEFORPROMOTIONFROMWITHIN 5.1.QualifiedindividualswhoarealreadyemployeesoftheCitymaybegiven preferenceoveroutsideapplicantstofillvacanciesintheworkforce.This preferencedoesnotapplytodepartmentheadpositions. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page7 Ammon City Council 05.04.2023Page 14 of 163 SECTION2:EMPLOYMENTSTART-UP 1.EMPLOYMENTFORMSTOBECOMPLETED 1.1.Thefollowingpre-employmentformsmustbecompletedbeforetheemployee maybeginworkfortheCity: 1.1.1.Employmentapplicationform. 1.1.2..wvzff¯ Žn‡mmzvdnxlYvvzŽYxbfÂ3z„wT¼âí 1.1.3.Immigrationform(I-9),withaccompanyingidentification. 1.1.4.Criminalbackgroundcheckforallemployees. 1.1.5.Benefitforms. 2.PAYROLLREPORTINGSYSTEMS 2.1.Reportsofhoursworkedandtimeonandoffthejobmustbecompletedina timelymannerinaccordwithproceduresestablishedbythispolicyandthe FinanceDepartment.Employeetimereportsshallcontainacertificationthatitis atrueandcorrectrecordoftheemployee'stimeandbenefitusageforthetime periodcoveredandmustbesignedbyboththedepartmentheadandbythe employee. 3.DISTRIBUTIONOFPOLICY 3.1.Attimeofemployment,eachemployeeshouldreceiveacopyofthepersonnel policy.Itistheresponsibilityoftheemployeetofamiliarizehimself/herselfwith thecontentsofthepersonnelpolicyandtoacknowledgeitsreceipt.Voluntary acceptanceofthispolicyandaddendumsarerequiredforallCityemployeesand officials,unlessotherwisenotedorrenderedinvalidbylaw.Periodicupdatesor changesshallbedistributedandacknowledged. 4.INTRODUCTORYPERIOD 4.1.EmployeesoftheCityaresubjecttoathree-monthintroductoryperiodwhere employeesmustdemonstratetheirabilitiestohandletheresponsibilitiesoftheir newposition.TheCityusesthisthree-monthperiodtodetermineifthe employeemeetsthejobrequirementsforwhichtheemployeewashired.During thisthree-monthintroductoryperiodeithertheemployeeortheCitymayend theemploymentrelationshipatwill,withorwithoutcauseoradvancenotice. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page8 Ammon City Council 05.04.2023Page 15 of 163 4.2.EmployeeswhotransferorpromotetoanotherpositionwithintheCityshallbe subjecttothesamethree-monthintroductoryperiod.Iftheemployeeis terminatedduringthisintroductoryperiod,theymaybereturnedtotheir previouspositionortransferredtoanotherpositiontheyarefullyqualifiedforif suchavacancyexistswiththeCity.DepartmentheadsorCouncilmayextend theintroductoryperiod. 5.POSITIONREQUIREMENTS 5.1.Positionsrequiringspecificqualifications,suchascertificationsorlicensesshall detailtherequirement(s)intheirrespectivejobdescription.Thisincludes z n‡nzx ‡mY‡„fƒˆn„fYYvnd*zwwf„bnYv,„nf„¯ =nbfx f­.bf‡Žmfx authorizedbytheCityAdministrator,innocaseshalltheCitybearthecosts associatedwiththeacquisitionofaqualificationwhichisastatedconditionfor hiring. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page9 Ammon City Council 05.04.2023Page 16 of 163 SECTION3:RULESOFEMPLOYEECONDUCT 1.PERSONALPERFORMANCEANDBEHAVIOR 1.1.EachemployeeoftheCityisexpectedtoconducthimself/herselfasa professionalinharmonywiththehighstandardsoftheCityasestablishedbyits missionstatement,policiesandotherstatedgoals.Eachemployeemust recognizethatpublicemployeesaresubjecttoadditionalpublicscrutinyintheir publicandpersonallivesbecausethepublic'sbusinessrequirestheutmost integrityandcare.InordertoaccomplishthegoalsoftheCityasapublic institution,eachemployeeisexpectedtoavoidpersonalbehaviorswhichwould bringunfavorablepublicimpressionsoftheCityanditsofficials.Inorderto accomplishthis,eachemployee: 1.1.1.SHALLbepromptandregularinattendanceatworkorotherrequiredjob functions.Reportsofchroniclatenessshallbeinvestigatedbythe managingofficialandappropriatedisciplinaryaction,includingdismissal, willbetakenifthetardinesscontinues.Individualdepartmentrulesmay apply. 1.1.2.SHALLcomplywithdressstandardsestablishedinthedepartmentfor whichtheemployeeworks.Dress,grooming,andpersonalcleanlinessof employeesaffectsthemoraleandproductivityofotheremployeesinthe workplaceandtheimagewhichtheCitypresentstothepublic.All employeesareexpectedtomaintaindress,grooming,andpersonal hygienestandardswhichareappropriatefortheirworkassignment. Radicaldeparturesfromconventionaldressorpersonalgroomingand hygienestandardsareprohibitedintheworkplaceorwhenrepresenting theCityexceptwhenspecificallyauthorizedbymanagement.Dress standardsshallbesetbythemanagingofficial,butintheabsenceofany departmentaldressstandards,clothingshallbeappropriateforthe functionsperformedandshallpresentaprofessionalappearancetothe public. 1.1.2.1.Shoesmustprovidesafe,securefooting,andofferprotection againsthazards.Dressshortsinthesummerarepermitted,aslong astheyarenotmorethantwoinchesabovetheknee.Mustaches andbeardsshouldbecleanandwell-trimmed.Itisnotinthe interestofmanagementtodictatetheprivaterightsofits employeesinregardstobodypiercing,butbecauseofthesafety factorsinworkingmachineryandtheoverallimagewewantto presenttoourconstituents,piercedjewelryshallbeprofessional andunobtrusive. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page10 Ammon City Council 05.04.2023Page 17 of 163 1.1.2.2.Inthecaseofknownmeetingswithcustomersandfellowbusiness people,thedressshouldbeappropriateforthemeeting.Ifyou areindoubtaboutwhatisappropriateinthesecases,itisyour responsibilitytocontactyourmanagingsupervisorfordirectionin thismatter. 1.1.2.3.Employeeswhodonotmeetestablishedpersonalappearance, dress,orcleanlinessstandardsmayberequiredtoleavework,if necessary,untiltheproblemiscorrected.Employeesgenerally willnotbecompensatedfortimelostwhentheyarerequiredto leaveworktocomplywithestablishedpersonalappearance requirements.Repeatedviolationsmayresultindisciplinaryaction uptoandincludingterminationofemployment. 1.1.3.SHALLdedicateprimaryeffortstoCityemployment.Individual departmentshavetherighttoestablishunacceptablesecondary employmentfordepartmentpersonnel. 1.1.4.SHALLavoidconflictsinappointmentsandworkingrelationshipswith otheremployeesintheCityandrelatedagencies.Noemployeeshall engageinconductwhichviolatesIdahoCode§18-1356conflictof interestlaws. 1.1.5.SHALLworkcooperativelyandconstructivelywithfellowworkersand membersofthepublictoprovidepublicserviceofthehighestqualityand quantity. 1.1.6.SHALLshowasincereregardforthefeelingsandself-respectofothers. Courtesyismorethansurfacepoliteness;genuineregardforothersis recognizedinthewayyoutreatconstituentsandstafforanswerthe ‡fvfmzxf­Mzvf„Yxbfkz„z‡mf„fzvf¯ mz„‡bzwnxl ªY ŽfvvY awarenessofyourown,shouldbethestandardbywhichemployees interactwitheachotherandthepublic.Positiveandproductive interactionsshouldbethegoalofeveryemployee. 1.1.7.SHALLbeprofessionalandontaskwhenperformingjobfunctions. Nx„zkf nzxYvafmYnz„ª ˆbmY °mz„ fvY±df‡„Yb‡ k„zwƒˆYvn‡zk work,posesasafetyriskandwillnotbetolerated. 1.1.8.SHALLnotacceptgiftsorgratuitiesinexcessof$50.00inanyprofessional capacitywhichcouldcreatepartialityortheimpressionofpartiality. 1.1.9.SHALLnotserveonanyboardorcommissionwhichregulatesor otherwiseaffectstheofficialdutiesorpersonalinterestsofsaidofficialor employeeinawaythatcouldcreatedisadvantageforothermembersof thepublicoradvantagefortheemployee. 1.1.10.SHALLnotreleasepersonnelinformationoranyotherpublicrecord withouttheexpressauthorityofthepublicofficialresponsibleforcustody oftherecord,withoutanorderfromacourtofcompetentjurisdiction,or anapprovedrequestforpublicinformationform. 1.1.11.SHALLnotusesubstances,unlawfulorotherwise,whichwillimpairthe employee'sabilitytofunctionasavaluedandcompetentpartoftheCity #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page11 Ammon City Council 05.04.2023Page 18 of 163 workforce. 1.1.12.SHALLnotengageinworkplaceorpublicconductotherwisedetrimental totheaccomplishmentofthegoalsestablishedbytheCouncilorthe officialordepartmentforwhomhe/sheworks. 1.1.13.SHALLrespecttheworkplaceandyourco-workersthatmaybesensitive tofragrancesandcolognebylimitingtheuseoftheseproductsinthe workplace. 2.WORKPLACECONDUCT 2.1.Eachemployeeshallbeexpectedtoconducthim/herselfintheworkplacein accordancewiththefollowingrules.Theserulesarenottobeconsideredan all-inclusivelistofrequiredconductforCityemployees.Ratherthefollowing rulesareprovidedtoestablishfundamentalpolicyguidelineswhichhelpdefine whatisexpectedandrequiredofallemployees.Eachemployee: 2.1.1.SHALLgivehis/herbesteffortstoaccomplishtheworkoftheCityfor publicbenefitinaccordancewithpoliciesandproceduresadoptedbythe electedofficials.Eachemployeeshallbesubjecttotheadministrative authorityoftheofficialwhosupervisesthedepartmentwherethe employeeworks. 2.1.2.SHALLadheretoanycodeofethicsinhis/herprofessionandavoid conflictsofinterestorusinghis/herpublicpositionforpersonalgain. 2.1.3.SHALLfollowallrulesforcareanduseofpublicpropertytoassurethat thepublicinvestmentinequipmentisprotectedandthatthesafetyof thepublicandotherworkersismaintained. 2.1.4.SHALLabidebyalldepartmentalruleswhethertheybewrittenorissued verballybythemanagingofficial.Noemployeeshallberequiredto followthedirectiveofamanagingofficialwhichviolateslawsofanylocal jurisdiction,thestate,ornation. 2.1.5.SHALLabidebypertinentStateandFederalStatute,andCityrules concerningthedisseminationofinformationtothepublicfrompublic recordsoraboutpublicmatters.Thedecisiontoreleaseinformationfrom thepublicrecordsortodisclosewritingsorotherinformationinthe handsofapublicofficialbelongswiththeresponsibleofficialwhohas officialcustodyofthatrecord.Eachemployeeshallmaintainthe confidentialnatureofrecordswhicharenotopentopublicscrutinyin accordancewiththedirectionoftheresponsibleofficial. 2.1.6.SHALLfollowrulesregardingthereportingofworkhours.Failureto followsuchrulesmaybegroundsfordelayedpaymentofwages,salaries, orreimbursements.Repeatedordeliberateviolationsoftimereporting policyshallresultindisciplinaryactionortermination. 2.1.7.SHALLfollowdepartmentrulesregardingbreaksandlunchperiods. 2.1.8.SHALLfollowallrulesforreportingonthejobaccidents.Eachemployee #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page12 Ammon City Council 05.04.2023Page 19 of 163 shallcooperateinthereportingandreconstructionofanyjob-related accidentinorderthatworkplacehazardscanbeeliminatedandthat properconsiderationcanbeaccordedtoinjuredworkersandthepublic. 2.1.9.SHALLreportanyaccident(s)observedtohavehappenedonCityproperty orinvolvingCityproperty.Eachemployeeshallprovideasmuch informationashe/shecanfromtheobservationsmadeinthecourseof activitiesassociatedwithone'swork.Suchinformationshouldbe reportedtotheemployee'smanagingofficialassoonasphysically possibleandreasonableeffortsshouldbemadetoassistthoseinneed. 2.1.10.SHALLfollowallrulesregardingsafetyintheworkplacewhether establishedformallybythedepartmentorbyoutsideagencies. Employeesareencouragedtosuggestwaystomaketheworkplaceor workproceduressafer. 2.1.11.SHALLmaintainacurrentdriver'slicensewhennecessaryintheconduct ofworkfortheCity.Eachemployeemustreportanystate-imposed drivingrestrictionstohis/hermanagingofficial.Eachemployeeisalso obligatedtonotifyhis/hermanagingofficialintheeventthathis/her drivingabilitiesareimpairedbyanythingotherthanstaterestrictions. 2.1.12.SHALLperformsuchobligationsasarenecessarytocarryouttheworkof theCityinanefficientandeffectivemanneratminimalcostsandwith limitedrisktothepublicandfellowworkers. 3.PROHIBITEDWORKPLACECONDUCT 3.1.Theserulesarenottobeconsideredanall-inclusivelistofinappropriateconduct forCityemployees.Rathertheserulesestablishfundamentalpolicyguidelines whichprovideabasistodefineinappropriateworkplaceconductforall employees.Eachemployee: 3.1.1.SHALLNOTbepresentintheworkplaceundertheinfluenceofdrugs, alcohol,illegalsubstancesorothersubstanceswhichwouldimpairthe abilityoftheemployeetoperformhis/herworkcompetentlyorwhich wouldthreatenthesafetyorwell-beingofotherworkersorthepublic. Noemployeeshouldbeabsentfromworkasaresultoftheconditions describedabove,eventhoughtheconductresultinginthecondition actuallyoccursoutsideregularworkinghours.Forfurtherinformation, pleaseseetheCityofAmmonDrugFreeWorkplacePolicy. 3.1.2.SHALLNOTengageinabusiveconducttofellowemployeesortothe public,oruseabusivelanguageinthepresenceoffellowemployeesor thepublic.Abusivelanguageshallincludeprofanityandloudorharassing speech. 3.1.3.SHALLNOTsleeporbeabsentfromtheemployee'sworkstationwhenon duty. 3.1.4.SHALLNOTengageinmaliciousgossipand/orspreadingrumors;engaging #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page13 Ammon City Council 05.04.2023Page 20 of 163 inbehaviordesignedtocreatediscordandlackofharmony;willfully nx‡f„kf„nxlŽn‡mYxz‡mf„fwvzff¯ Žz„uzˆ‡ˆ‡ªmz„ fvYz„ encouragingotherstodothesame. 3.1.5.SHALLNOTuseworktimeforpersonalbusinessincludingsellingofgoods orservicestothegeneralpublicorpreachingreligiousorpoliticalviews tomembersofthepublicduringtheworkday.Employeesshould minimizetheamountofworktimespentonsimilaractivitiesengaged withfellowemployees. 3.1.6.SHALLNOTengageinpoliticalactivitieswhileondutyinpublicservice. Thisruleshallnotapplytoelectedofficialsorchiefdeputiestoanelected official.Employeesshallenjoyfullpoliticalrightswhennotcarryingout theirworkobligations. 3.1.7.SHALLNOTprovidefalseormisleadinginformationonemployment applications,jobperformancereports,payrollrecordsoranyother relatedpersonneldocumentsorpapers. 3.1.8.SHALLNOTwillfullygivefalsestatementstothepublic,managingofficials, theCouncilorMayor. 3.1.9.SHALLNOTdiscriminateinthetreatmentofco-workersormembersof thepubliconthebasisofrace,color,religion,gender,age,disability, sexualorientation,veteranstatus,ornationalorigin,oranyother characteristicprotectedbyapplicablelaw. 3.1.10.SHALLNOTsmokewithinanyCityvehicle,Citybuildingoranyother publicbuilding.Cigarettebuttsshallbeproperlydisposedofby depositinginapprovedwastecontainers.Employeesshallsmokeonlyin designatedareas. 3.1.11.SHALLNOTallowunlawfulsubstancesoralcoholicbeverageseither openedorunopenedinanyCitybuildingorvehicleatanytime. 3.1.12.SHALLNOTviolatestatestatutesorlocalrulesregardingtheinappropriate use,alteration,destruction,orremovalofrecordskeptbytheCityorby otherpublicofficials,particularlywhenrequiredbylaw. 3.1.13.SHALLNOTabuseemployeebenefitofferingsbytakingunjustifiedPaid TimeOff(PTO),unearnedpaidvacation,orotherwiseparticipateina schemeordeceptiondesignedtocreateincorrectpersonnelrecordsorto claimbenefitswhicharenotdeservedinaccordancewiththeCitypolicy. 3.1.14.SHALLNOTviolaterulesconcerningabsencefromtheworkplace. 3.1.15.SHALLNOTengageinprolongedvisitswithco-workers,children,friends, orfamilymembersthatwillinterferewiththecourseofworkintheoffice ordepartmentinwhichtheemployeeserves. 3.1.16.SHALLNOTusetelephonesorcomputersintheofficeorworkplaceina mannerthatviolatespolicy.Allemployeesareresponsibletoreview, understand,acceptandadheretotheCityofAmmonTechnologyUse Policy. 3.1.17.SHALLNOTengageincriminalconductofanykindwhileondutyoroff. Employeesareexpectedtobehaveinalawfulandsociallyacceptable #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page14 Ammon City Council 05.04.2023Page 21 of 163 manner.Failuretodosoisaviolationofthetrustplacedinsuch employeesbythepublicandthemanagingofficials. 3.1.18.SHALLNOTviolateanylawfulruleestablishedbymanagingofficialsto maintainorderandproductivityintheworkplace. 3.1.19.SHALLNOTduplicateormisuseCitykey(s). 4.PROHIBITEDDISCRIMINATORYHARASSMENTPOLICY 4.1.PolicyStatement.TheCityiscommittedtoprovidingallofitsemployeeswitha workplacefreeofdiscriminationandharassment.TheCitymaintainsastrict policyprohibitingsexualharassmentanddiscriminationonthebasisofrace, color,nationalorigin,religion,gender,sex,physicalormentaldisability,age, veteranstatus,sexualorientation,oranyothercharacteristicprotectedby applicablelaw.Thisprohibitionappliestoallemployees,vendors,associates,or representativesoftheCity. 4.1.1.Noemployeeshalltolerateanyconductprohibitedbythispolicyfrom anyonewhileatworkorengagedinCitybusiness.Theemployeeshall reportanysuchprohibitedbehaviortotheappropriatemanagingofficial. 4.1.2.Thispolicyisnotintendedtoprotectanyonewhomakesafalseallegation ofdiscriminationandharassment.TheCityreservestherighttotake appropriatedisciplinaryactionagainstanyemployeewhomakesafalse allegationofharassment. 4.1.3.Thetermbystanderreferstoanemployeethatisnotdirectlyinvolvedina situationbutmaywitnessharassment,discriminationorinappropriate workplaceconduct.Bystandersareencouragedtospeak-upandreport thisbehaviortotheirsupervisororHRDirector. 4.2.SexualHarassmentDefined.Sexualharassmentprohibitedbythispolicy includesconductofasexualnaturewhen: 4.2.1.Submissiontosuchconductismadeatermorconditionofemployment; or 4.2.2.Submissiontoorrejectionofsuchconductisusedasabasisfor employmentdecisionsaffectingtheindividual;or 4.2.3.Suchconducthasthepurposeoreffectofinterferingwithanemployee's workorcreatinganintimidating,hostileoroffensiveworking environment. 4.2.4.Wheneveroneormoreoftheconditionsaboveexist,thefollowingshall beconsideredsexualharassment: 4.2.4.1.Unwantedsexualadvances. 4.2.4.2.Offeringemploymentbenefitsinexchangeforsexualfavors. 4.2.4.3.Makingorthreateningretaliationafteranegativeresponseto sexualadvances. 4.2.4.4.Visualconductsuchasleering,makingsexualgestures,displaying sexuallysuggestiveobjectsorpictures,cartoons,calendarsor #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page15 Ammon City Council 05.04.2023Page 22 of 163 posters. 4.2.4.5.Verbalconductsuchasmakingderogatorycomments,epithets, slurs,jokesorcommentsofasexualnatureaboutanemployee's bodyordress. 4.2.4.6.Writtencommunicationsofasexualnaturedistributedinhard copyorviaacomputernetwork. 4.2.4.7.Verbalsexualadvancesorpropositions. 4.2.4.8.Verbalabuseofasexualnature,graphicverbalcommentaryabout anindividual'sbody,sexuallydegradingwordstodescribean individual,suggestiveorobsceneletters,notesorinvitations. 4.2.4.9.Inappropriatephysicalconductsuchastouching,assault, impedingorblockingmovements. 4.2.4.10.Retaliationformakingharassmentreportsorthreateningto reportharassment. 4.2.5.Thislistisnotprovidedasacompletelist,butrathertoprovidedirection indefiningsexualharassment. 4.2.6.Sexualharassmentcanoccurbetweenemployeesofthesamesex.Itis unlawfulformalestosexuallyharassfemalesorothermales,andfor femalestosexuallyharassmalesorotherfemales. 4.3.OtherTypesofUnlawfulDiscrimination.TheCityprohibitsdiscriminationon thebasisofrace,color,nationalorigin,religion,gender,physicalormental disability,age,veteranstatus,sexualorientation,oranyothercharacteristic protectedbyapplicablelaw.Suchprohibiteddiscriminationincludesbutisnot limitedtothefollowingexamplesofoffensiveconduct: 4.3.1.Verbalconductsuchasthreats,epithets,derogatorycommentsorslurs. 4.3.2.Visualconductsuchasderogatoryposters,photographs,cartoons, drawingsorgestures. 4.3.3.Writtencommunicationscontainingstatements,whichmaybeoffensive toindividualsinaparticularprotectedgroup,suchasracialorethnic stereotypesorcaricatures. 4.3.4.Physicalconductsuchasassault,unwantedtouchingorblockingnormal movement. 4.3.5.Retaliationformakingorthreateningtomakeharassmentreportstothe City. 5.DRUGANDALCOHOLFREEWORKPLACEPOLICY 5.1.PolicyStatement.TheCityofAmmonhasaresponsibilitytoitsemployeesand tothepublicatlargetoseethatitsemployeesarebothdrugandalcoholfree whileonduty.Thisresponsibilitycomesinlightofstudiesshowingthat employeeswhoareundertheinfluenceofdrugsoralcoholwhileatworkare morelikelytocauseaccidentsandinjuriestothemselvesandtoco-workers,as wellastothepublicatlarge.Thispolicyshallprohibittheuseofanyillegaldrug #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page16 Ammon City Council 05.04.2023Page 23 of 163 asidentifiedbytheIdahoCode,irrespectiveofthelegalityofanydruginother States.ThetermsofthisDrugandAlcoholFreeWorkplacePolicyareintendedto produceaworkenvironmentwhereemployeesarefreefromtheeffectsof drugs,asdefinedbytheIdahoCodeand/oralcohol.Employeesshouldbeaware thattheprovisionsofthispolicymayberevisedwhennecessary.TheCity believesthatbyhavingtheprovisionsofthisDrugandAlcoholFreeWorkplace Policyitsemployeeswillenjoythebenefitsofworkinginasaferandmore productiveworkenvironment.Forthepurposeofthispolicy,safety-sensitive employeesshallbedefinedasemployeeswhosedutiesarefraughtwithsuch risksofinjurytoothersthatevenamomentarylapseofattentioncanhave disastrousconsequences,orcancausegreathumanlossbeforeanysignsof impairmentbecomenoticeabletosupervisorsorothers.Safety-sensitivejobs include(butarenotlimitedto):policeofficerswhocarryfirearms;employeesof wastewatertreatmentplants,iftheyarerequiredtoperformtaskswhichrequire themtohandlehazardouschemicals;employeeswhohandlehazardous wY‡f„nYv «fwvzff ŽmzY„f„fƒˆn„fd‡zmzvdY*zwwf„bnYv,„nf„¯ =nbfxbf (CDL). 5.2.IntroductoryProvisions 5.2.1.Applicability.Thispolicyshallapplytoallprospectiveandcurrent employeesoftheCity,includingthoseemployeeswhooperate bzwwf„bnYvfmnbvf kz„‡mf*n‡Âmf„fYk‡f„„fkf„„fd‡zY °d„nf„ ±Ã­ Jˆf ‡nzx „flY„dnxl‡mn zvnb mzˆvdafdn„fb‡fd‡z‡mffwvzff¯ DepartmentHeadortothedesignatedHumanResourcepersonwithin theCity.Acopyofthispolicyisavailabletoallemployees. 5.2.2.Possession,Use,orDistributionofIllegalDrugsorAlcohol.The possession,use,purchase,sale,ordistributionofillegaldrugsasdefined intheIdahoCode(meaningthosedrugsforwhichthereisnogenerally acceptedmedicaluse;i.e.marijuana,cocaine,methamphetamine,PCP) ordrugparaphernaliabyanemployeeinaCityvehicle,atajobsite,on Cityproperty,orduringworkhours,isstrictlyprohibited,regardlessof thelegalityofsuchdruginotherjurisdiction.Anyemployeeviolatingthis prohibitionwillbeterminated.TheCityalsohasaprohibitionagainst employeeuseofillegaldrugs,asdefinedbytheIdahoCode,offthe worksiteregardlessofthelegalityofsuchdruginotherjurisdictions.An employee'soffthejobuse,manufacture,purchase,possession,sale,or distributionofillegaldrugs,ordrugparaphernaliathatresultsincriminal chargesbeingbroughtagainsttheemployeewillresultintheemployee beingrequestedtosubmittodrugtestingandmayresultintheemployee beingsuspendedfromworkwithoutpay.Anyemployeeconvictedofa criminaldrugstatutewillbeterminatedfromemployment. ã­à­á­.wvzff¯ N fzk!vbzmzv.TheCityiscommittedtoensuringthat employeesarenotatworkwhileundertheinfluenceofalcohol. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page17 Ammon City Council 05.04.2023Page 24 of 163 Therefore,employeesarenottoconsumealcoholwithinfour(4)hoursof reportingtowork.Employeesarealsonottoreporttoworkorremainat workwhileundertheinfluenceofalcohol,meaningtheirhavingablood alcoholconcentration(BAC)greaterthan.01.Employeesareprohibited fromusingorpossessingalcoholwhileonduty. 5.3.DrugorAlcoholTestingRequiredofEmployees. 5.3.1.Pre-EmploymentTesting. 5.3.1.1.Allprospectivesafety-sensitiveemployeesshallbetestedfor drugsandalcohol. 5.3.1.2.AllprospectivedriversmustdisclosetotheCityanyprevious employersforwhomtheyhaveworkedasaCDLemployeewithin theprevioustwo(2)years.TheCitywillthenrequestfromthose fwvzf„¯ nxkz„wY‡nzx„flY„dnxlYxnxbndfx‡ Žmf„fY prospectivedriverhastestedpositiveforillegaldrugsoralcohol, orrefusedtotest,withintheprevioustwo(2)years.Intheevent theCityreceivesinformationfromaformeremployerthatthe prospectivedriverhastestedpositivefordrugsoralcoholwithin thepreviousyear,thatprospectivedriverwillnotbeoffered employmentorhis/herconditionalemploymentwiththeCitywill beterminated.Anydriverwhoisfoundtohavepreviouslytested positiveforillegaldrugsoralcoholandwhoishiredbytheCity mustshowthathe/shehasbeenevaluatedbyaSubstanceAbuse Professionalandwasfoundtobenotdrugoralcoholdependent. ItwillbetheCity'sresponsibilitytoensurethatanyrequired follow-uptestsofsuchdriversareconductedasrequiredby DepartmentofTransportation(DOT)regulations.Forthepurpose ofpre-employmenttesting,illegaldrugsandalcoholshallmean anyuseinconsistentwiththepolicyregardlessofthelegalityin anyotherjurisdictions. 5.3.2.PostAccidentTesting.AnyemployeeoperatingaCity-ownedvehicleor equipmentthatisinvolvedinanaccidentthatresultsinmorethana minoramountofdamage,resultsinbodilyinjury,orresultsinapolice reportbeingfiled,mustbetestedfordrugsandalcohol.Refertothe Vehicle,EquipmentUseandDrivingSafetyPolicy. 5.3.3.RandomTesting.Safety-sensitiveemployeeswillbesubjecttorandom drugandalcoholtesting.Electedofficialsandmembersoftheboards andcommissionsthatareappointedbythemayorarenotrequiredtobe drug/alcoholtested.Randomtestingselectionswillbeunscheduledand willbemadebyascientificallyvalidmethodofselectionwhereevery safety-sensitiveemployeeisequallysubjecttobeingtested.Random testingforalcoholwilltakeplacepriorto,during,orimmediately #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page18 Ammon City Council 05.04.2023Page 25 of 163 followinganemployee'sdutytime. 5.3.4.ReasonableCauseTesting.TheCitywillrequireanemployeetobetested foralcoholand/orillegaldrugs,regardlessofthelegalityofadrugin anotherjurisdiction,iftheemployee'sphysicalappearanceorpatternof behaviorgivesCityofficialsreasontobelievetheemployeemaybe impaired.Thebasisofsuspicionmaybeaspecific,contemporaneous eventorconductevidencingimpairmentobservedoveraperiodoftime. 5.3.5.SpecimenCollectionProcedures/TestResultNotification. 5.3.5.1.SubmissionofanAdulteratedorDilutedSpecimen.Ifthe collectionmonitordeterminesthatanemployeehassubmittedan adulteratedordilutedspecimen,thatspecimenwillbediscarded andasecondspecimenwillberequested.Itwillbethesecond specimenthatwillthenbetested.Iftherequestforasecond specimenisrefused,thecollectorwillinformtheCityofthe employee'srefusaltosubmitanacceptablespecimen.Such refusalwillresultineitheraprospectiveemployeenotbeing offeredemploymentoracurrentemployeebeingterminatedwith theCity. 5.3.5.2.DrugTestingMethods.Testingfordrugswillbedonebythe testingofanemployee'surinespecimen,orsalivaspecimenifa urinespecimencannotbeproduced.Drugtestingofdriversmay utilizethesplitspecimencollectionprocedure,whichmaybeon oroffcitypremises.Underthatprocedure,adriverwillhave his/herurinespecimensealedintwoseparatecontainerswith bothcontainerstestedbyaSAMHSAcertifiedlaboratory. 5.3.5.3.PositiveTest.6kYxfwvzff¯ kn„ ‡ fbnwfx‡f ‡ z n‡nf‡mY‡ employeemayrequestwithinthree(3)daysofthepositive notificationthattheotherspecimenbetestedatasecond SAMHSAlaboratory.Thissecondtestwillbedoneatthe employee'sexpense,unlessthesecondtestcomesbacknegative. Duringthetimethesecondspecimenisbeingtested,thatdriver willbesuspendedwithoutpay.Anyemployeewhosespecimen screenspositiveforthepresenceofillegaldrugswillhavetheir positivetestconfirmedbytheGasChromatography/Mass Spectrometry(GC/MS)confirmationmethod.Anyemployeewho testspositiveforillegaldrugsmayrequestthesamespecimenbe retestedattheirexpense.Thisrequestmustbeconveyedtothe Citywithinforty-eighthours(48)oftheemployeebeingnotified ofthepositivetestresult.Duringthetimethesecondtestisbeing conducted,theemployeewillbesuspendedwithoutpay.Any employeewhoisgivenanalcoholtestwillbegivenaninitialtest and,iftheytestatorabove.01BAC,aconfirmationtestwillbe #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page19 Ammon City Council 05.04.2023Page 26 of 163 performednosoonerthan15minutesafterthefirsttest.The confirmationalcoholtestwillbedonebytheuseofabreath testingdevice. 5.3.5.4.Refusal.Anemployeemaynotrefusetotakeadrugoralcohol testwhenrequestedtodosoconsistentwiththetermsofthis policy.Sucharefusalwillbeconsideredequivalenttotheirtesting positive.Anemployeewillbeconsideredasrefusingtotestif they: 5.3.5.4.1.Expresslyrefusetotakeatestwhensorequested; 5.3.5.4.2.Failtoprovideanadequatebreath,saliva,orurinesample withoutavalidexplanation;or, 5.3.5.4.3.Engageinconductthatclearlyobstructsthetesting process. 5.3.6.NotificationofTestResults. 5.3.6.1.AlldrugtestresultswillbeforwardedtotheCitythroughan authorizedandlicensedtestingagency,astherepresentativeof theMedicalReviewOfficer(MRO).TheMROwillfollowupon suchinformation,asisdeemedappropriate. 5.3.6.2.IftheMROfindsnoreasontodoubtthevalidityofthepositive test,thatresultwillbeconveyedtotheCitycontact,aswellas, theidentityofthedrug.Iftheemployeecannotbelocated,the MRO,orhisrepresentative,mayrequestthattheCityarrangefor theemployeetocontacttheMRO,assoonaspossible,todiscuss theresultsofthepositivetest.TheMROwillcommunicatea positiveresulttotheCitywithoutdiscussingtheresultwiththe employeeiftheemployeeexpresslydeclinestheopportunityto discusstheresultsofthetest,oriftheemployeeisinstructedby theCitytocontacttheMROyetfailstodosowithinfive(5)days ofthatnotification. 5.3.6.3.Anyemployeewhotestspositivewillbegiventheopportunityto discusstheresultswiththestaffoftheauthorizedandlicensed testingagency,priortotheCitytakingdisciplinaryaction.In talkingwithanysuchindividual,thestaffoftheauthorizedand licensedtestingagencywillfollowuponallinformationdeemed xfbf Y„‡z„f zvf‡mffwvzff¯ z n‡nfd„ˆl‡f ‡­6kn‡n determinedthataprescriptiondrugwasthecauseofthepositive ‡f ‡ª‡mffwvzff¯ ‡f ‡Žnvvaf„fz„‡fdY xflY‡nf­ 5.3.7.TestingPositiveforDrugs. 5.3.7.1.Anyprospectiveemployeewhotestspositiveforthepresenceof illegaldrugsand/oralcohol,asdefinedinthispolicy,willnotbe #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page20 Ammon City Council 05.04.2023Page 27 of 163 hired. 5.3.7.2.Anycurrentemployeewhotestspositiveforthepresenceof illegaldrugsasdefinedbythispolicy,willbeterminatedfrom employmentwiththeCity. 5.3.8.TestingPositiveforAlcohol. 5.3.8.1.Anycurrentemployeewhotestspositiveforalcoholwithablood alcoholcontent(BAC).04andabovewillbeterminatedfrom employmentwiththeCity. 5.3.8.2.Anemployeeisconsideredastestingpositiveforalcoholwhen theirbloodalcoholcontent(BAC)is.01orabove.Ifanyemployee testsbetween.01and.039BACthatemployeewillnotbeallowed toreturntoworkfor24hoursfromthetimeofthetestandshall notoperateanycityvehicleorequipmentfollowingtheirpositive test.Anyemployeewhoteststwicebetween.01and.039BAC within12monthswillbeterminated. 5.3.9.DrugandAlcoholClearinghouse 5.3.9.1.ForemployeesthatmaintainaCommercialDriverLicense(CDL)as requirementoftheirposition,theCityofAmmonoritsagentswill reportthefollowinginformationaboutthedrivertothe Clearinghouse: 5.3.9.1.1.Averifiedpositive,adulterated,orsubstitutedcontrolled substancetestresult; 5.3.9.1.2.Analcoholconfirmationtestwithaconcentrationof0.04 orhigher; 5.3.9.1.3.Arefusaltosubmittoatest; 5.3.9.1.4.Anemployersreportofactualknowledgeofonduty alcoholuse,pre-dutyalcoholuse,post-accidentalcohol use,andcontrolledsubstanceuse; 5.3.9.1.5.ASAPreportofthesuccessfulcompletionofthe return-to-dutyprocess; 5.3.9.1.6.Anegativereturn-to-dutytest;and 5.3.9.1.7.!xfwvzf„¯ „fz„‡zkbzwvf‡nzxzkkzvvzŽ¼ˆ‡f ‡nxl­ 5.3.9.2.AquerywillbeconductedoftheClearinghouseatleastonceper yearforalldriverswithaCDL.Inlieuofafullquerythecompany mayobtainawrittenconsenttoconductalimitedquery.Ifthe limitedqueryindicatesthatdrugoralcoholviolationinformation aboutthedriverexistsintheClearinghouse,FMCSAwillnot disclosethatinformationwithoutfirstobtainingadditionalspecific #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page21 Ammon City Council 05.04.2023Page 28 of 163 consents.IfaCDLdriverrefusestoprovideconsenttoconducta limitedquerytheywillbeterminatedfromemployment.TheCity ofAmmonmayalsoconductadditionalqueriesofthe Clearinghousetodeterminewhetherarecordexistsforany Y„‡nbˆvY„*,=d„nf„Yk‡f„za‡Ynxnxl‡mY‡d„nf„¯ Ž„n‡‡fxz„ electronicconsent. 5.3.9.3.ACDLdriverwillbenotifiedbylettersentbyU.S.Mailtothe addressonrecordwiththeStateDriverLicensingAgencywhen informationconcerningthatdriverhasbeenaddedto,revised, released,orremovedfromtheClearinghouse(alternativemeans fornotification,includingelectronicemail,canbeprovidedwhen adriverregistersontheClearinghouse).Also,adrivermay challengeonlytheaccuracyofinformationreporting,notthe accuracyoftestresultsorrefusals.Additionaldriverresources concerningtheClearinghousecanbefound at-https://clearinghouse.fmcsa.dot.gov/. 6.VEHICLE,EQUIPMENTUSE,ANDDRIVINGSAFETYPOLICY 6.1.PolicyStatement.ThisPolicyoutlinestheuseofvehiclesand/orequipmentfor workusedonbehalfoftheCityofAmmon.Forthepurposeofthispolicy, fmnbvf mYvvafdfknxfdY Yxfmnbvf‡mY‡„fƒˆn„f Yd„nf„¯ vnbfx fˆ„ ˆYx‡ toIdahoStatedrivingregulations.Equipmentshallbedefinedasanymechanical apparatusthatrequiressteeringorguidancetobeoperated,whichmayormay xz‡„fƒˆn„fYd„nf„¯ vnbfx f­ 6.1.1.OperatorsofCityofAmmonownedorleasedmotorvehiclesand/or equipmentshallalwaysdrivesafely,legallyandcourteously,remembering thattheyaredirectlyresponsibleformaintainingbothCityofAmmon ownedpropertyandpublictrust. 6.1.2.TheCityofAmmoniscommittedtoprovidingouremployeesthesafest workenvironmentpossiblethatprotectsouremployees,citizens,andto alsocontributetothewellbeingoftheirfamiliesandthecommunity wheneverpossible.ThisVehicleEquipmentUseandDrivingSafetyPolicy isintendedtoprovideouremployeeswithknowledgeandguidelinesto keepthemandotherssafewhiledriving. 6.1.3.TheCityofAmmonencouragesallemployeestoutilizetheinformationin thispolicyevenwhen'offtheclock'.Theobjectivesofthispolicyare threefold: 6.1.3.1.Tosavelivesandtoreducetheriskoflife-alteringinjuriestoour employees,theirfamiliesandothersinthecommunity; 6.1.3.2.Toprotectpersonalandfinancialresources;and 6.1.3.3.Toguardagainstpotentialliabilitiesassociatedwithvehicle accidentsinvolvingemployeeswhiledrivingonCitytime. 6.1.4.Employeesareexpectedtooperatevehiclesand/orequipmentsafely.The #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page22 Ammon City Council 05.04.2023Page 29 of 163 CityofAmmonconsiderstheuseofvehiclesand/orequipmentpartof theworkingenvironment. 6.2.Applicability. 6.2.1.ThispolicyappliestoallemployeesandCityVolunteersthatmustdrive forworkpurposes.Anyemployeethatdrivesavehicle(cityorpersonal) whileperformingdutiesonbehalfoftheCityofAmmonmustfollowthe rulesandregulationsstatedinthispolicyandthosecoveredintraining sessions.Forthepurposesofthispolicy,volunteersarethosethat volunteeronaregularbasis,notone-timevolunteers. 6.2.2.Vehiclesand/orequipmentownedorleasedbytheCityofAmmonareto beusedforthefunctionsofCityofAmmon.Personaluseoranyother ‡fzkˆ fwˆ ‡afYˆ‡mz„n“fda‡mffwvzff¯ ˆf„n z„Yxd‡mf*n‡ Administrator. 6.2.3.Someemployeesmaybeassignedavehiclethatisdrivenhome;such personaluse,ifallowed,maybeataxablebenefit.Whenapplicable,the taxablebenefitrateshallbecalculatedatthecurrentInternalRevenue Servicebusinessmileagerate. 6.2.4.Vehiclesand/orequipmentover26,000grossvehicleweight,buses,and Yx zf„ßãY fxlf„ „fƒˆn„fYbzwwf„bnYvd„nf„¯ vnbfx fÂ*,=íMmf CityofAmmonrecognizesthatcertaindriversareexemptedbyState Statute49-302-3;itshallbethedeterminationofeachDepartmentHead towhichtheStatuteappliestodeterminetherequirementforthose employees,regardingaCDL. 6.3.DriverEligibility.EmployeeswhodriveCityvehiclesordrivepersonalvehiclesfor City-relatedworkmusthavepriorauthorization.Theprocesstobecomean authorizeddriverconsistsofthefollowingsteps: 6.3.1..wvzffwˆ ‡z f YYvnd6dYmzd„nf„¯ vnbfx f­ 6.3.2.Driversmustbeatleast17yearsofage. 6.3.3.RequesttoAdd/RemoveDriverRequestFormmustbesubmittedtothe 5K,fY„‡wfx‡Žn‡mYmz‡zbzzkd„nf„¯ vnbfx f­ 6.3.4.EmployeesmayberequiredtocompleteaDrivingSafetyTraining Programtaughtbyanapprovedpresenterforthesafetyprogram. 6.3.5.Priortobeinghired,theHRDirectorshallobtainallrecordsona prospectiveemployeefromtheIdahoRepositoryandanyother backgrounddatabasethatlistsanytrafficviolations.Ifintheopinionof ‡mf*n‡!dwnxn ‡„Y‡z„Yf„ zx¯ d„nnxl„fbz„dnxdnbY‡f fbf nf violations,theDepartmentHeadshallbenotifiedpriortohiringandmay imposeaprobationaryperiod. 6.3.6.EmployeesmustsignaNewDriverContractwiththeCityofAmmon. 6.3.7.PriortooperationofaCityownedvehicleorequipment,final authorizationmustbeobtainedfromtheDepartmentHead. 6.3.8.LmzˆvdYxfwvzff¯ d„nf„¯ vnbfx ffn„fªaf„fzufdz„ ˆ fxdfdª theemployeeshallimmediatelynotifyhisorhersupervisor.Atthetime zk‡mf ˆ fx nzxª‡mffwvzff¯ *n‡zk!wwzxfmnbvf¼ˆ f„nnvflf #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page23 Ammon City Council 05.04.2023Page 30 of 163 Žnvvaf ˆ fxdfdˆx‡nv‡mffwvzff¯ d„nf„¯ vnbfx fmY affxkˆvv „f ‡z„fdYxdYvndY‡fd­!vzxl‡f„w ˆ fx nzxzkYxfwvzff¯ d„nf„¯ licensemayrequirethatanemployeebeterminated. 6.4.Training.TheCityofAmmonbelievesstronglyinthevalueofitsemployees, theirfamilies,andthecommunity.Additionaltraining(review)maybeprovided annually,asneeded.Authorizeddriversmayberequiredtoattenddrivingsafety trainingsessions.Thistrainingwillbecarriedoutbyanauthorizedsafetyperson andshallbescheduledasneeded.Dateandlocationoftrainingsessionswillbe providedinadvance. 6.5.DriverContracts.AllauthorizeddriverswillberequiredtosignaNewDriver ContractFormacknowledgingtheirawarenessandunderstandingoftheCityof Ammon'sdrivingsafetypolicyregardingdrivingrecordchecks,driver performance,drivingsafetyrules,vehiclemaintenanceandproceduresfor „fz„‡nxlzkYx‡„YkknbnzvY‡nzx z„Ybbndfx‡ ­,„nf„¯ *zx‡„Yb‡ mYvvafY requirementofemploymentandshallbereceivedbytheHRDepartmentpriorto ‡mfn ˆYxbfzk‡mfkn„ ‡YbmfbuzkYxfŽfwvzff­6‡ mYvvaf‡mffwvzff¯ nwwfdnY‡f ˆf„n z„¯ „f zx nanvn‡‡z ˆawn‡‡mn dzbˆwfx‡Y‡nzx„nz„‡z Y„zYvzkYxfwvzff¯ ‡nwfbY„dkz„‡mfkn„ ‡YbmfbuYk‡f„Yxfwvzff¯ hiredate.Failureoftheemployeetoprovidethedocumentationrequiredcould resultinterminationeffectiveontheissuancedateofthefirstpaycheck. EmployeesshouldunderstandthataGPStrackingdevicemaybeinstalledonany *n‡fmnbvf­!b‡nzx zkYxfwvzffxz‡bzx n ‡fx‡Žn‡m‡mffwvzff¯ tza requirementsordutiesmayresultindisciplinaryactionsincludingbutnotlimited totermination. 6.6.Authorization.Afteranemployeehasmetallrequirementsofthispolicyto becomeanauthorizeddriver,andtheDepartmentHeadhassubmittedthe requiredformrequestingtoaddadrivertotheauthorizeddriverlist,theHR Directorwillauthorizetheemployeefordrivingprivilegesandnotifythe ,fY„‡wfx‡5fYd­!xbmYxlf ‡mY‡wnlm‡Ykkfb‡d„nf„¯ Yˆ‡mz„n“Y‡nzxÂd„nnxl accident,ticket,licensesuspension,etc.)mustimmediatelybemadeknownto ‡mffwvzff¯ nwwfdnY‡f ˆf„n z„YxdnwwfdnY‡fv„fvYfd‡z‡mf5K DirectorbytheDepartmentHead.Allstepswillbetakentodetermine appropriateactionandifachangeisnecessarytodriver'sauthorizationstatus. 6.7.DrivingSafetyRules.ThefollowingdrivingsafetyrulesshallapplytoallCity employeeswhendrivingaCityofAmmonvehicleorapersonalvehiclewhen performingdutiesonbehalfoftheCityofAmmon.Failuretoabidebythe drivingsafetyrulescouldresultinthelossofdrivingprivileges,disciplinary action,and/orterminationofemployment. 6.7.1.Drivermustfollowalltrafficlawsandregulations. 6.7.2.Drivershouldfamiliarizethemselveswiththevehicleorequipmentthey aregoingtodriveoroperatebeforeuse.Theyshouldknowwhereall instrumentsareinthecabandlocationofturnsignals,lights,wipers, flashers,emergencybrake,etc.Seatandmirrorsmustalsobeadjusted. 6.7.3.Drivershouldconfirmthatinsuranceinformationislocatedintheglove #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page24 Ammon City Council 05.04.2023Page 31 of 163 boxbeforeusingvehicle. 6.7.4.Allemployeesandpassengersarerequiredtowearseatbelts. EXCEPTION:ThosepersonsmeetingtheexemptionsofIdahoStateCode 49-673-(2)shallbeexemptfromthisrequirement. 6.7.5.Drivershoulddriveatanappropriatespeedfortheroadconditions.This meansthatinsomesituations(rain,snow,etc.)driversshoulddrive slowerthanthepostedspeedlimit. 6.7.6.Drivershouldnotengageinaggressivedrivingacts.Thiswouldinclude, butnotbelimitedto,tailgating,excessivespeed,failingtosignal intentions,runningredlights,passingonrightandmakingrude °lf ‡ˆ„f ±‡zz‡mf„d„nf„ ­ 6.7.7.AuthorizedDrivermustensurethatallpassengersarecompliantwiththe requirementsofthePersonnelPolicyManual 6.7.8.InadditiontotheemployeeassignedorpermittedtodriveaCityof Ammonvehicleorequipment,heorshemayallowothers,asnecessary, ‡zzf„Y‡f‡mffmnbvfnk‡mfmYfYYvndd„nf„¯ vnbfx fYxdY„fàãfY„ ofageorolder.Vehiclesassignedtoemployeestobetakenhomeshall notbeoperatedbyadriverotherthantheemployeeassignedor permittedforanyuseotherthanCityBusiness. 6.7.9.Drivershouldneverleavekeysinthevehicleorleavethevehicle unattendedwhiletheengineisrunning. 6.7.10.Drivershouldparkthevehicleinsuchamannerthateliminatesbacking outwheneverpossible.Driversareencouraged,butnotrequired,topark theirpersonalvehiclesinthesamemanner. 6.7.11.Unlessforsafetyreasons,neverattempttopushorpullanothervehicle. Thispolicyrelatestoprivatelyownedvehicles. 6.7.12.Nevertransporthazardous(flammable,toxic,etc.)materialsunless requiredbyjobandusingappropriatevehiclesandallnecessary precautions. 6.7.13.Smoking,vaping,oruseofanysimilarsubstanceisnotallowedinCity vehicles. 6.7.14.Driversshallnoteatwhiledriving. 6.7.15.Driversshallnotusehandhelddeviceswhiledriving.Hands-freedevices arepermitted.Thisdoesnotapplytotwo-wayradioswhenbeingused foraudiocommunicationonofficialCitybusiness. 6.7.16.Driversshouldnotattempttoperformanytypeofpersonalgrooming whiledriving. 6.7.17.AlcoholanddrugsarenotallowedinCityvehicles. 6.7.18.Driversshouldnotoperateavehicleorequipmentanytimetheirabilityto driveisimpairedoraffectedbysuchthingsasfatigue,illness,injury, medication,etc. 6.7.19.Vehiclesmustnotbeleftidlingwithnobenefittothepublicwhenparked ornotinusetoconservefuelandsavepublicfunds. 6.8.PersonalVehicleUse. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page25 Ammon City Council 05.04.2023Page 32 of 163 6.8.1.Inadditiontotheotherpoliciesrequiredbythissection,Employeeswho drivetheirpersonalvehiclesand/orequipmentonCitybusinessare subjecttotherequirementsofthispolicyincluding: 6.8.1.1.Maintainingautoliabilityinsurancewithminimumstatelimits. 6.8.1.2.ProvidingproofofliabilityinsurancetotheCityClerkonanannual basis. 6.8.1.3.MaintainvehicleinasafeoperatingconditionwhendrivenonCity business. 6.8.1.4.Ifdrivingapersonalvehicle,employee'sinsuranceisprimary.In somecases,CityofAmmon'sinsurancewillprovidesecondary coverage. 6.9.ConditionofVehicle. 6.9.1.DriverInspection.Employeesshouldinspectallvehiclesbeforedriving. Anyneededrepairsorproblemsthatcouldbeapotentialdangershould bereportedtotheimmediatesupervisorandthevehicleshouldnotbe driven.Thesupervisorshallforwardtheinformationtoanauthorized serviceagentsothatmaintenanceorrepairscanthenbeperformed beforeuseofthevehiclewillbeallowed. 6.9.2.Fueling.Driverisresponsibleforrefuelingthevehicle,asneeded,before „f‡ˆ„xnxln‡‡zY„unxl­!vvfmnbvf mYvvaf„fkˆfvfdY‡‡mf*n‡¯ kˆfv stationwheneverthevehicleisinthelocalarea.CheckwiththeHR Departmentforgascreditcardandrefuelingprocedureswhentraveling outsideofthelocalarea.NopersonalpurchasesshallbemadeonCity cards. 6.9.3.RegularMaintenance.Employees,whooperateCityvehiclesorhave beenassignedspecificequipmenttooperate,areresponsiblefornormal upkeepandrepairs.Neededmaintenanceshouldbescheduledwithan authorizedserviceagentorundersomecircumstancestherequestshould besubmittedtotheimmediatesupervisor. 6.9.4.Cleanliness.Driversshouldkeepvehiclesclean.Anydebris,food,drink cups,orotheritemsshouldberemovedanddisposedofproperlyatthe endofuse. 6.10.FinancialResponsibility. 6.10.1.Driversareresponsibleforanyat-faulttickets,accidentsandviolations incurredwhiletheyaredriving.Thisalsoincludespaymentoffinesor otherfinancialcosts(insurancedeductible,repairs,etc.)incurredasa resultofsuchtickets,accidentsandviolations. 6.10.2.Driversareresponsibleforreplacementcostforlostkeys,locksmithcost foropeninglockeddoors,replacementcostforlostkeylessentrydevice andanyothersuchcostasadirectresultoftheiractions. 6.10.3.Driverswillbefinanciallyresponsibleforcleaningvehiclesreturneddirty beyondnormaluse. 6.11.AccidentProcedures.Ifinvolvedinanaccident,regardlessofseverity,calllocal authorities.Whenanaccidentoccurs,thedrivershalldothefollowing: #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page26 Ammon City Council 05.04.2023Page 33 of 163 6.11.1.Notifyyourimmediatesupervisorassoonaspossiblethereafter. 6.11.2.Getmedicalattentionifnecessary. 6.11.3.Providefirstaidonlywhennecessaryandonlytotheextentyouare trained. 6.11.4.Staycalmanddon'tengageinargumentsorphysicalaltercations. 6.11.5.Donotadmitfaultormakeanyaccusationsofguilt. 6.11.6.Ifpossible,takepicturesoftheaccident. 6.11.7.Makenotesabouttheaccidentincludingasmuchinformationasyoucan. (Otherdriversfullname,licensesnumber,platenumber,phonenumber, addressandinsurancecompany). 6.11.8.Neverprovideyourhomeaddressorphonenumber.ProvidetheCityof Ammon'sinformation. 6.11.9.Behonestandcooperativewithpolice. 6.11.10.Onlydiscussthesituationwiththepolice,CityofAmmonofficials,or representativesoftheICRMPClaimsDepartment. 6.11.11.Ifdrivingapersonalvehicle,contactyourinsurancecompany. 6.11.12.Completeaccidentreportformandprovideacopytoyourimmediate supervisor. 6.12.AccidentInvestigation. 6.12.1.AnyemployeeoperatingaCity-ownedvehicleorequipmentthatis involvedinanaccidentthatresultsinmorethanaminoramountof damage,resultsinbodilyinjury,orresultsinapolicereportbeingfiled, mustbetestedfordrugsandalcohol.Departmentheadsandimmediate supervisorsshallberesponsibleforensuringthedrugtestprocedureis initiatednolaterthanone(1)houraftertheaccidentoccurs. 6.12.2.Driverswhoareinvolvedinanaccidentmaybeplacedontemporary suspension.Employeesplacedontemporarysuspension,shouldnot driveagainforCitybusinessuntilaftercompletionofaninvestigationby theHRDepartment. 6.12.3.Thedriver'simmediatesupervisorwillbenotifiedoftheoutcomeofthe investigationandifthedriver'sauthorizationisdenied,restoredorif additionaldrivertrainingwillberequiredbeforeauthorizationisgranted. 6.12.4.Thedriver'simmediatesupervisorwillberesponsiblefordeterminingthe corrective/disciplinaryactiontakeniftheaccidentisdeterminedtohave beenpreventableortheirfault. 6.13.RoadsideAssistance.Ifadriverexperiencestroublewiththevehicletheyshould pulloverandoutoftraffic.Moveasfarfromdangeraspossible.Calltheir immediatesupervisorortheirdesigneeandinformthemofthesituation.If unabletocontactthesupervisor,refertothepacketprovidedintheglove compartmentofeachCityvehicleandcallthenextavailablepersononthelist foremergencycontactsintheCity.Thesupervisorortheemergencycontactwill makeorauthorizethedrivertomakethenecessaryarrangementstopickthe driverupandtohavethevehiclerepairedortowedifneeded. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page27 Ammon City Council 05.04.2023Page 34 of 163 7.TECHNOLOGYUSEPOLICY 7.1.PolicyStatement.ThisdocumentprovidespolicyfortheCityofAmmon Âmf„fYk‡f„„fkf„„fd‡zY ®‡mf*n‡¯ÃadfknxnxlYbbf‡Yavfˆ fbzxdn‡nzx kz„ employeeswhenusingCityofficeequipment,includinginformationtechnology, forbothlimitedpersonalreasonsandCitybusiness. 7.1.1.Thispolicyestablishesbothprivilegesandresponsibilitiesforemployees intheCity.Itrecognizestheseemployeesasresponsibleindividualswho arethekeytomakingtheCitymoreresponsivetoitscitizens.Itallows employeestouseCityofficeequipmentfornon-Citypurposeswhensuch useinvolvesminimaladditionalexpensetotheCity,isperformedonthe fwvzff¯ xzx¼Žz„u‡nwfªdzf xz‡nx‡f„kf„fŽn‡m‡mfwn nzxz„ operationsoftheCityanddoesnotviolateethicalconductforemployees. 7.1.2.TaxpayershavetherighttodependontheCitytomanagetheirtaxdollars wiselyandeffectively.PublicconfidenceintheproductivenessoftheCity isincreasedwhenmembersofthepublicareconfidentthatitiswell managedandassetsareusedappropriately.Therelationshipbetween theCityanditsemployeeswhoadministerthefunctionsoftheCityisone basedontrust.Consequently,employeesareexpectedtofollowrulesand regulationsandtoberesponsiblefortheirownpersonalandprofessional conduct.Itisexpectedthatemployeesshallputforthhonesteffortinthe performanceoftheirduties. 7.1.3.Inreturn,employeesareprovidedwithaprofessionalsupportivework environment.Theyaregiventhetoolsneededtoeffectivelycarryout theirassignedresponsibilities.Allowinglimitedpersonaluseofthese toolshelpsenhancethequalityoftheworkplaceandhelpstheCityto retainhighlyqualifiedandskilledworkers. 7.1.4.Thispolicydoesnotsupersedeanyotherapplicablelaworhigherlevel directiveorpolicy. 7.2.AuthorizedUse.CityemployeesmayuseCityofficeequipmentforauthorized purposesonly.Assetforthbelow,limitedpersonaluseofCityofficeequipment byemployeesduringnon-worktimeisconsideredtobean"authorizeduse"of Cityproperty. 7.3.Definitions. 7.3.1.Privilege.Inthecontextofthispolicy,privilegemeansthattheCityis extendingtheopportunitytoitsemployeestouseCitypropertyfor personaluseinanefforttocreateamoresupportiveworkenvironment. 5zŽff„ª‡mn zvnbdzf xz‡b„fY‡f‡mf®„nlm‡¯‡zˆ f*n‡zkknbf equipmentfornon-Citypurposes.Nordoestheprivilegeextendto #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page28 Ammon City Council 05.04.2023Page 35 of 163 modifyingsuchequipment,includingloadingpersonal,ordownloaded software,and/ormakingconfigurationchanges,exceptfornecessary updatestoalreadyinstalledsoftware. 7.3.2.Cityofficeequipmentincludinginformationtechnology.Cityoffice equipment,includinginformationtechnology,includesbutisnotlimited to:personalcomputersandrelatedperipheralequipmentandsoftware, libraryresources,telephones,facsimilemachines,photocopiers,office supplies,internetconnectivityandaccesstointernetservices,ande-mail. ThislistisnotintendedtolimitCityofficeequipmenttotheabove,but ratherisprovidedtoshowexamplesofofficeequipmentasenvisionedby thispolicy.Citydepartmentmanagersmayincludeadditionaltypesof officeequipment. 7.3.3.Minimaladditionalexpense.Minimaladditionalexpensemeansthat fwvzff ¯f„ zxYvˆ fzk*n‡zkknbffƒˆnwfx‡n vnwn‡fd‡z‡mz f situationswheretheCityisalreadyprovidingequipmentorservicesand ‡mffwvzff¯ ˆ fzk ˆbmfƒˆnwfx‡z„ f„nbf Žnvvxz‡„f ˆv‡nxYx additionalexpensetotheCityortheusewillresultinonlynormalwear andtearortheuseofsmallamountsofelectricity,ink,tonerorpaper. Examplesofminimaladditionalexpensesinclude,makingafew photocopiesinblackandwhite,usingacomputerprintertoprintouta fewpagesofmaterialinblackandwhite,makingoccasionalbrief personalphonecalls,infrequentlysendingpersonale-mailmessages,or limiteduseoftheinternetforpersonalreasons.Personalcopiesor printoutsincolormustbepreapprovedbytheappropriatedepartment head. 7.3.4.Employeenon-worktime.Employeenon-worktimemeanstimeswhen theemployeeisnototherwiseexpectedtobeaddressingofficial business.Employeesmayforexample-useCityofficeequipmentduring theirownoff-dutyhourssuchasbeforeorafteraworkday(subjectto localofficehours),lunchperiods,authorizedbreaks,orweekendsor holidays(iftheirdutystationisnormallyavailableatsuchtimes). 7.3.5.Personaluse.Personalusemeansactivitythatisconductedforpurposes otherthanaccomplishingofficialorotherwiseauthorizedactivity.Users arespecificallyprohibitedfromusingCityofficeequipmenttomaintainor supportapersonalprivatebusiness.Examplesofthisprohibitioninclude employeesorofficialsusingaCitycomputerandinternetconnectionto runatravelbusinessorinvestmentservice.ThebanonusingCityoffice equipmenttosupportapersonalprivatebusinessalsoincludes employeesorofficialsusingCityofficeequipmenttoassistrelatives, friends,orotherpersonsinsuchactivities.Usersmay,however,make limiteduseunderthispolicyofCityofficeequipmenttochecktheir personalinvestments,ortocommunicatewithnonofficialoutside #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page29 Ammon City Council 05.04.2023Page 36 of 163 contactssuchasafamilymember,friendorevenavolunteercharity organization(examples). 7.3.6.Informationtechnology.Informationtechnologyisdefinedasany equipmentorinterconnectedsystemorsubsystemofequipmentthatis usedintheautomaticacquisition,storage,manipulation,management, movementcontrol,display,switching,interchange,transmission,or receptionofdataorinformation. 7.4.SpecificProvisionsonUseofEquipmentandServices. 7.4.1.AllofficeequipmentandsoftwarenecessaryforconductingCitybusiness istobeprovidedandinstalledbyapprovedpersonnel.Personalsoftware orsoftwaredownloadedfromtheinternet,otherthannecessaryupdates foralreadyinstalledsoftware,isnottobeinstalledonCityequipment withoutproperapproval. 7.4.2.EmployeesareauthorizedlimitedpersonaluseofCityofficeequipment. Thispersonalusemustnotresultinlossofemployeeproductivityor interferencewithofficialduties.Moreover,suchuseshouldincuronly minimaladditionalexpensetotheCityinareassuchas: 7.4.2.1.Communicationsinfrastructurecosts:i.e.telephonecharges, telecommunicationstraffic,etc. 7.4.2.2.Useofconsumablesinlimitedamounts:i.e.paper,ink,toner,etc. 7.4.2.3.Generalwearandtearonequipment. 7.4.2.4.Datastorageonstoragedevices. 7.4.2.5.Transmissionimpactswithmoderatee-mailmessagesizessuchas e-mailswithsmallattachments. 7.5.PersonalUse.CityemployeesarepermittedlimiteduseofCityofficeequipment forpersonalneedsiftheusedoesnotinterferewithofficialbusinessand involvesminimaladditionalexpensetotheCity.Thislimitedpersonaluseshould ‡YufvYbfdˆ„nxl‡mffwvzff¯ xzx¼Žz„u‡nwf­Mmn „nnvflf‡zˆ f*n‡zkknbf equipmentfornon-Citypurposesmayberevokedorlimitedatanytime.This policyinnowaylimitspersonnelintheuseofCityofficeequipment,including informationtechnology,forofficialCityactivities. 7.6.InappropriatePersonalUses. 7.6.1.Allusersareexpectedtoconductthemselvesprofessionallyinthe workplaceandtorefrainfromusingCityofficeequipmentforactivities thatareinappropriate.MisuseorinappropriatepersonaluseofCityoffice equipmentincludes,butisnotlimitedtothefollowing: 7.6.2.AnyunprofessionaluseofCityofficeequipment.Forexample,the creationoruseofinappropriateorpersonaldesktopicons,images, #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page30 Ammon City Council 05.04.2023Page 37 of 163 wallpapersorscreensaversdetractfromaprofessionalworking environment. 7.6.3.Anypersonalusethatcouldcausecongestion,delay,ordisruptionof servicetoanyCitysystemorequipment. 7.6.4.UsingtheCitysystemsasastaginggroundorplatformtogain unauthorizedaccesstoothersystems. 7.6.5.Thecreation,copying,transmission,orretransmissionofchainlettersor otherunauthorizedmassmailingsregardlessofthesubjectmatter. 7.6.6.UsingCityofficeequipmentforactivitiesthatareillegal,inappropriate,or offensivetofellowemployeesorthepublic.Suchactivitiesinclude,but arenotlimitedto:hatespeech,ormaterialthatridiculesothersonthe basisofrace,creed,religion,color,sex,disability,nationalorigin,or sexualorientation. 7.6.7.Thecreation,download,viewing,storage,copying,ortransmissionof sexuallyexplicitorsexuallyorientedmaterials. 7.6.8.Thecreation,download,viewing,storage,copying,ortransmissionof materialsrelatedtoillegalgambling,illegalweapons,terroristactivities, andanyotherillegalactivitiesoractivitiesotherwiseprohibited,etc. 7.6.9.Useforcommercialpurposesorinsupportof"for-profit"activitiesorin supportofotheroutsideemploymentorbusinessactivity(e.g.consulting forpay,salesoradministrationofbusinesstransactions,saleofgoodsor services). 7.6.10.Engaginginanyoutsidefundraisingactivity,endorsinganyproductor service,participatinginanylobbyingactivity,orengaginginany prohibitedpartisanpoliticalactivity. 7.6.11.Useforpostingagencyinformationtoexternalnewsgroups,bulletin boardsorotherpublicforumswithoutauthority.Thisincludesanyuse thatcouldcreatetheperceptionthatthecommunicationwasmadein zxf¯ zkknbnYvbYYbn‡Y Y*n‡fwvzffªˆxvf Y„z„nY‡fY„zYvmY beenobtained.Thisalsoincludesusesorcommunicationsatoddswith ‡mf*n‡¯ wn nzxz„z n‡nzx ­ 7.6.12.Anyusethatcouldgeneratemorethanminimaladditionalexpensetothe City. 7.6.13.Theunauthorizedacquisition,use,reproduction,transmission,or distributionofanycontrolledinformationincludingcomputersoftware anddata,thatincludesprivacyinformation,copyrighted,trademarkedor materialwithotherintellectualpropertyrights(beyondfairuse), proprietarydata,orexportcontrolledsoftwareordata. 7.7.ProperRepresentation. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page31 Ammon City Council 05.04.2023Page 38 of 163 7.7.1.Itistheresponsibilityofemployeestoensurethattheyarenotgivingthe falseimpressionthattheyareactinginanofficialcapacitywhentheyare usingCityofficeequipmentfornon-Citypurposes.Ifthereisexpectation thatsuchapersonalusecouldbeinterpretedtorepresenttheCity,then YxYdfƒˆY‡fdn bvYnwf„wˆ ‡afˆ fd­AxfYbbf‡Yavfdn bvYnwf„n ¬°Mmf contentsofthismessageareminepersonallyanddonotreflectany z n‡nzxzk‡mf*n‡zk!wwzx­± 7.8.AccessManagementandSecurity. 7.8.1.N f„ wˆ ‡xz‡ˆ fz‡mf„ˆ f„ ¯Y Žz„d ªˆ f„nd ªz„Ybbzˆx‡ z„ Y‡‡fw‡‡zbY‡ˆ„fz„lˆf z‡mf„ˆ f„ ¯Y Žz„d ­N f„ wˆ ‡xz‡mndf theiridentityformaliciouspurposesorassumetheidentityofanother user. 7.8.2.Usersmustnotattempttoaccessrestrictedfilesorportionsofoperating systems,securitysystems,oradministrativesystemstowhichtheyhave notbeengivenauthorization.Accordingly,usersmustnotaccesswithout authorization:electronicmail,data,programs,orinformationprotected ˆxdf„ ‡Y‡fYxdkfdf„YvvYŽ ­N f„ wˆ ‡xz‡„fvfY fYxz‡mf„f„ zx¯ privateorrestrictedinformation. 7.8.3.Usersmust: 7.8.3.1.FollowestablishedproceduresforprotectingCityassetsanddata, includingmanagingpasswords. 7.8.3.2.Protectthephysicalandelectronicintegrityofequipment, networks,softwareandaccountsonanyCityequipment. 7.8.3.3.Notopene-mailfromunknownsendersore-mailthatseems suspicious. 7.8.3.4.Notknowinglyintroducingwormsorvirusesorothermalicious codeintoanysystem,nordisableprotectivemeasures:i.e. antivirus,spywarefirewalls. 7.8.3.5.Notinstallunauthorizedsoftware. 7.8.3.6.Notsendrestrictedorconfidentialdataovertheinternetor outsidetheCitynetworkunlessappropriatelyprotected. 7.8.3.7.Notconnectunauthorizedequipmentormedia,whichincludes butisnotlimitedto:laptops,thumbdrives,removabledrives, wirelessaccesspoints,PDAs,tablets,phones,mp3players,or similardevices. 7.8.3.8.UsershavenoinherentrighttouseCityofficeequipment. Therefore,alldepartmentswillestablishappropriatecontrolsto ensurethattheequipmentisusedappropriately. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page32 Ammon City Council 05.04.2023Page 39 of 163 7.9.PrivacyExpectations. 7.9.1.Usersdonothavearight,norshouldtheyhaveanexpectation,ofprivacy whileusinganyCityofficeequipmentatanytime,includingaccessingthe internetorusinge-mail.ByusingCityofficeequipment,usersimplytheir consenttodisclosingthecontentsofanyfilesorinformationmaintained orpassedthroughCityofficeequipment. 7.9.2.Byusingthisofficeequipment,consenttomonitoringandrecordingis impliedwithorwithoutcause,including(butnotlimitedto)accessingthe internetorusinge-mail.AnyuseofCitycommunicationsresourcesis madewiththeunderstandingthatsuchuseisgenerallynotsecure,isnot private,andisnotanonymous. 7.9.3.Systemmanagersmayemploymonitoringtoolstodetectimproperuse. ElectroniccommunicationsmaybedisclosedwithintheCitytoemployees orofficialswhohaveaneedtoknowintheperformanceoftheirduties. Cityofficials,suchastheMayor,CityCouncilmembers,systemmanagers and/orsupervisors,mayaccessanyelectroniccommunications.Ifany equipmentisbeingusedinamannerbelievedtobeaviolationofthelaw, thesamewillbereportedtolawenforcement. 7.10.SanctionsforMisuse. 7.10.1.UnauthorizedorimproperuseofCityofficeequipmentmayresultinloss ofuseorlimitationsonuseofequipment,disciplinaryactionordismissal aswellaspossiblecriminalpenaltiesand/orusersbeingheldfinancially liableforthecostofimproperuse.Sanctionsformisuseshallbe df‡f„wnxfdY Y„z„nY‡faY fdzx‡mfzkkfx fa‡mffwvzff¯ DepartmentHeadandtheCityAdministrator.Sanctionswillresultin formalactionuptoandincludingtermination.Insomeinstances,the determinationwillbereferredtotheMayorandCityCouncil. 8.SOCIALMEDIAPOLICY 8.1.PolicyStatement. 8.1.1.Thispolicyprovidesguidelinesfortheuse,management,administration andoversightoftheCityofAmmon-ownedsocialmediaforofficialuse.It Yv z„zndf lˆndfvnxf kz„fwvzff ¯f„ zxYvˆ fzk zbnYvwfdnYaz‡m atworkandoff-duty. 8.1.2.Forpurposesofthispolicy,socialmediaiscontentcreatedbyindividuals usingaccessibleandscalabletechnologiesthroughtheinternet.Social mediacomesinmanyformsandincludesanymethodthatfacilitates electroniccommunications,includinginternetforums,blogs,online profiles,wikis,podcasts,pictures,video,email,instantmessaging,music #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page33 Ammon City Council 05.04.2023Page 40 of 163 sharing,voiceoverIP,aswellassocialwebsitesoronlinecommunitiesfor businessandpersonaluse,suchasFacebook,LinkedIn,Twitter,Yelp, YouTube,Flickr,Google+,Pinterest,messageboardsandchatrooms, amongothers. 8.1.3.Nothinginthispolicyisintendedtoprohibitorinfringeuponany communication,speechorexpressionthatareprotectedorprivileged underthelaw.Thisincludesspeechandexpressionprotectedunderstate andfederalconstitutionsaswellaslabororotherapplicablelaws.For examplethispolicydoesnotlimitanemployeefromspeakingasaprivate citizenregardingpublicissues.TheCityofAmmonrecognizestherightof employeestowriteblogsandusesocialnetworkingsitesanddoesnot wanttodiscourageemployeesfromself-publishingandself-expression.It doesnotdiscriminateagainstemployeeswhousesocialmediafor personalinterestandaffiliatesorotherlawfulpurposes.Thispolicyisnot nx‡fxdfd‡zvnwn‡z„nxk„nxlfˆzxfwvzff ¯k„ffdzwzkf„f nzx­ 8.2.Applicability.ThispolicyappliestoallCityofAmmonemployees.Employeeswho violatethetermsofthispolicyaresubjecttodisciplineuptoandincluding termination. 8.3.PersonalUseofSocialMediabyEmployees.Socialmediaisagrowingtoolto connectwithfamily,friends,colleaguesandtheworld,italsopresentscertain risks.ToassistCityemployeeswithresponsibleusewhenusingsocialmedia,we haveestablishedtheseguidelines: 8.3.1.Privacydoesnotexistintheworldofsocialmediaandcareful considerationshouldbetakenwhenreferencingtheCityofAmmon,City departments,co-workersorCitybusinessorpolicies.Searchenginescan turnuppostsyearsaftertheyarecreated,andcommentscanbeshared orcopied. 8.3.2.Employeesshouldnotrepresentthemselvesasaspokespersonforthe CityofAmmonoranyofitsdepartments,unlessitispartoftheirofficial duties,onanofficialCityofAmmonsite.Ifanemployeecreatesonline postsrelatedtotheCity,itspolicies,operationsoritsstaff,ortheir employment,theymustmakeitclearthattheyarenotspeakingon behalfoftheCity.Itisbesttoincludeaversionofadisclaimerthatthe opinionsexpressedareyourownanddonotnecessarilyrepresentthe viewsoftheCityofAmmon. 8.3.3.Anyconfidentialorprivilegedinformationacquiredbyanemployee becauseoftheiremploymentwiththeCitycannotbedisclosedviasocial media.Thisincludes,butisnotlimitedto,internalreports,policies, procedures,otherinternalbusiness-relatedconfidentialcommunications, andanypersonalconfidentialinformation. 8.3.4.Employeesshouldnotaccesspersonalsocialmediaduringworkinghours. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page34 Ammon City Council 05.04.2023Page 41 of 163 SeealsotheTechnologyUsePolicyformoredetails. 8.3.5..wvzff mzˆvd„f fb‡‡mfn„YˆdnfxbfYxd‡mf*n‡¯ Žz„uvYbf„ˆvf ­ Anythingthatisnotacceptableintheworkplaceisnotacceptableonline ½f„ zxYvnx ˆv‡ Yxdza bfxn‡nf z„z ‡nxl ‡mY‡nxbvˆdfdn b„nwnxY‡z„ remarks,harassmentandthreatsofviolenceorsimilarinappropriateor unlawfulconductwillnotbetolerated. 8.3.6.!xfwvzff¯ *n‡fwYnvYdd„f wˆ ‡xz‡afˆ fd‡z„fln ‡f„zx zbnYv networks,blogsorotheronlinetoolsunlessitispartoftheirofficial duties,onanofficialCityofAmmonsite. 8.4.CreationandUseofCitySocialMediaAccounts.Tmnvf‡mf*n‡¯ Žfa n‡f ŽŽŽ­bn‡zkYwwzx­ˆ Ãn ‡mf*n‡¯ „nwY„nx‡f„xf‡„f fxbfª‡mf*n‡ recognizesthatsocialmediamayreachabroaderaudience.Thefollowing establishesCity-widesocialmediausepolicies,protocolsandprocedures intendedtomitigateassociatedrisks. 8.4.1.CreationofsocialmediaforumsonbehalfoftheCityofAmmonare allowedwhenthereisaclearpublicentitypurpose. 8.4.2.Theestablishmentanduseofanysocialmediaaccountmustbe authorizedbytheMayorandCityAdministratorandbelongtotheCityof Ammon. 8.4.3.TheCityClerk,Mayor,andCityAdministratorareauthorizedtomaintain andeditsocialmediaaccountsonbehalfoftheCityofAmmon,andare theonlyindividualspermittedtoaccess,manage,publish,comment and/orpostonbehalfoftheCityofAmmononthemedia.These employeesmustconductthemselvesatalltimesinaccordancewithall applicableCityofAmmonpolicies.ThePublicRelationsDirector,Mayor, andCityAdministratormayassignpostingaccesstoothersona case-by-casebasis. 8.4.4.AllpostsonCityofAmmonsocialmediamustbeinaccordancewiththis policyandmustbeabletobeeditedorremovedifinviolationofthe policy. 8.4.5.AllpostsaresubjecttoretentionpursuanttotheIdahoPublicRecordsAct Yxd‡mf*n‡¯ „fbz„d „f‡fx‡nzx bmfdˆvf­ 8.4.6.Authorizedemployeesmustnotsharepersonalinformationabout him/herself,otherCityemployees,orcitizensonsocialmedia. 8.4.7.Wheneverpossible,CityofAmmonsocialmediashouldlinkbacktothe officialCityofAmmonwebsiteforforms,documents,onlineservicesand otherinformationforconductingbusinesswiththeCity. 8.4.8.Contentonsocialmediaforumsmustabidebyallapplicablefederal, state,andlocallaws,regulationsandpolicies,includingcopyright, #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page35 Ammon City Council 05.04.2023Page 42 of 163 trademarkandprintedmateriallaws. 8.4.9.Mmf*n‡zk!wwzxdzf xz‡ˆ f‡nwf¼fn„f zbnYvwfdnYvY‡kz„w ½ nxbvˆdnxlLxYbmY‡ªTnbu„ªLvnxl mz‡ªf‡b­½Y ˆbmvY‡kz„w dzxz‡ coincidewithpublicrecordretentionpolicy. 9.THECITYOFAMMONCOMPLAINTPROCEDURE 9.1.Anyemployeewhobelieveshe/shehasbeensubjectedtounlawfulharassment, discrimination,orunfairtreatmentprohibitedbythispolicy,shouldtellthe personinitiatingtheseactionstostophis/herunwantedbehaviorand immediatelyreportthebehavior,preferablyinwriting,totheirdepartmenthead and/ortheCityAdministrator. 9.2.Anyemployeewhobecomesawareofunlawfulharassing,discriminating,or unfairconduct,prohibitedbythispolicy,eitherengagedinorsufferedbyaCity employee,regardlessofwhetherornotsuchharassment/discrimination/unfair treatmentdirectlyaffectsthatemployee,theemployeeshallimmediatelyreport theincident,preferablyinwriting,totheirdepartmentheadand/ortheCity Administrator. 9.3.Anyemployeereportinganincidentshalldosoeitherpreferablyinwritingor verballytoatleastoneofthefollowing;thedepartmenthead,theHuman ResourcesDirectorand/ortheCityAdministrator.Uponreceiptofacomplaint, thedepartmenthead,HumanResourcesDirectorandCityAdministratorshallall bemadeawareofthecomplaint.TheCityAdministratorwillthenberesponsible toadministeranimmediate,thoroughandobjectiveinvestigationonbehalfof theCity.TheHumanResourcesDirectorwillberesponsibleforthecreationand maintenanceofanyandallrecordkeepingnecessaryfortheproperexecution andenforcementofthispolicy. 9.4.Allwrittencorrespondencerelativetotheincident,includingwrittenelectronic communicationsshallbeforwardedtotheHumanResourcesDirectorupon receipt.Inaddition,anyrelativeverbalcommunicationshallbesummarizedby therecipientinwritingandforwardedtotheHumanResourcesDirector.Ifitis determinedandsubstantiatedthatprohibitedharassment,discrimination,or unfairtreatmenthasoccurred,appropriateactionwillbetakentoensurethat theconductwillnotreoccur.Adeterminationregardingtheallegedbehavior shallbemadeandcommunicatedtothepersonclaimingharassment, discrimination,andunfairtreatment,assoonaspractical.Employeesviolating thispolicyaresubjecttotheemployeedisciplineprocedureoutlinedinthis policy. 9.5.TheCitystrictlyprohibitsretaliationagainstanypersonbyanotheremployeeor bytheCityforusingthiscomplaintprocedure,reportingharassment,reporting discrimination,reportingunfairtreatment,orforfiling,testifying,assistingor #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page36 Ammon City Council 05.04.2023Page 43 of 163 participatinginanymannerinanyinvestigation,proceedingorhearing conductedbytheCityoragovernmentalenforcementagency.Prohibited retaliationincludes,butisnotlimitedto,termination,demotion,suspension, failuretohireorconsiderforhire,failuretogiveequalconsiderationinmaking employmentdecisions,failuretomakeemploymentrecommendations impartially,adverselyaffectingworkingconditionsorotherwisedenyingany employmentbenefit. 9.6.TheCitydoesnotconsiderconductinviolationofthispolicytobewithinthe courseandscopeofemploymentanddoesnotsanctionsuchconductonthe partofanyemployee,includingelectedofficialsormanagementemployees. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page37 Ammon City Council 05.04.2023Page 44 of 163 SECTION4:EMPLOYEECLASSIFICATION,COMPENSATION,AND BENEFITS 1.1CLASSIFYINGEMPLOYEESFORPOLICYPURPOSES 1.1.EmploymentStatus.Forvariedreasons,employeestatusmustbeorganizedby classesinordertoadministeremployeepolicies,benefitsorotherwiseaddress employmentissues.Itisgenerallytheresponsibilityoftheemployeetoassure thathe/sheisproperlycategorizedforpurposesofeachissueorbenefittype. TheCitywillendeavortoassistwithsuchmatters,buttheemployeeisultimately responsibletoassurethathis/herserviceisproperlyaddressed. 1.2.EmploymentClassification.Theclassificationofthepositionyouholdwiththe Citymayaffectthestatusofobligationsorbenefitsassociatedwithyour employment.Theprimaryclassesofemployeesandtheirrespectivestatusis outlinedasfollows: 1.2.1.Full-TimeRegularEmployees.Typicalworkschedulecallsforatleast30 ormorehoursofscheduledworkduringeachseven(7)calendar-day payrollperiod.Full-timeregularemployeesshallreceiveallemployee benefitsprovidedbytheCity;assuchbenefitsnowexistormaybe subsequentlychanged.Nepotismlawsapplytoallfull-timeemployees. 1.2.2.Part-TimeRegularEmployees.Typicalworkschedulecallsfor29orless hoursofscheduledworkduringeachseven(7)calendar-daypayroll period.Part-timeregularemployeesshallreceivereducedemployee benefitsinaccordancewithpoliciesadoptedbytheCouncilandrequired byPERSI.Thescopeofbenefitsreceivedmayvaryproportionatelywith thenumberofhourstypicallyscheduledforapart-timeregular employee.Thenumberofhoursscheduledmayalsoaffectthe employee'sobligationtoparticipateincertainmandatorystatebenefit programs.Certainbenefitsmaynotbeavailable. 1.2.3.SeasonalEmployees.SeasonalemployeesprovideservicesfortheCity onanirregularortemporarybasisandwhosetimeofemploymentisless than8consecutivemonthsannually.Seasonalemployeesshallreceiveno benefitsprovidedtoregularemployees,exceptthoserequiredbylawor thoseprovidedbyexpresswrittenauthorizationoftheCouncil.The HumanResourcesDirectorwillfilerequiredreportsregardingseasonal employeeswithPERSI.Nepotismmaybeallowedforpart-timeseasonal employees.Nepotismwillnotbeallowedforfull-timeseasonal employees. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page38 Ammon City Council 05.04.2023Page 45 of 163 2.1COMPENSATIONPOLICIES 2.1.EstablishmentofPaySystem.TheCitycompensatesemployeesinaccordwith decisionsbytheCouncilasbudgetsaresetandtaxleviesareauthorized.Payfor anygivenpositionissubjecttotheannualbudgetaryprocessandassuchmaybe subjecttoincrease,reduction,orstatusquomaintenanceforanytimeperiod. Themanagingofficialmaymakesuggestionsaboutsalarycompensationand otherpaysystemconcernsbutthefinaldecisionregardingcompensationlevels „f ‡ Žn‡m‡mf*zˆxbnv¯ aˆdlf‡Y„„ˆvnxl YxdknxYvdn„fb‡nzxk„zw‡mf*n‡ AdministratororMayor. 2.2.ComplianceWithStateAndFederalPayActs.TheCityshallcomplywithall StateandFederalpayactsrespectingthecompensationofemployeesfor servicesperformedinthepublicservice. 2.3.RighttoChangeCompensationandBenefits.TheCouncilreservestherightto makebudgetadjustments,andconsequentlypayadjustments,duringthecourse ofthebudgetyearinordertomanagecashflowortodealwithother circumstanceswhichjustifychangesinCityexpenditures.Compensationmay alsobeadjustedbaseduponjobperformanceandtheavailabilityoffundsto maintainasolventCitybudget. 2.4.OvertimeCompensation 2.4.1.CompliancewithFairLaborStandardsAct.Inadditiontotheemployee classificationssetforthelsewhereinthispolicy,allemployeesare classifiedaseitherexemptorhourlyforpurposesofcomplyingwiththe FederalFairLaborStandardsAct(FLSA).TheFLSAistheFederalwageand hourlawwhichgovernstheobligationofemployerstopayovertime compensation.Exemptemployeesarenotrequiredtoreceiveovertime payforhoursworkedbeyondthelimitsprovidedbythestatute. Employeeswhoserveasswornlawenforcementofficersshallbesubject tospecialexceptionsfoundintheFLSA(See207K).Pleasecontactyour departmentheadortheofficeoftheHRdirectorforfurtherclarification ofyourFLSAstatus. 2.4.2.CalculationofOvertime.Allhoursworkedinexcessof40hoursina seven-dayworkperiodshallbecompensatedattherateof1½timesthe regularhourlyrate.Sickleave,PaidTimeOff(PTO),andholidayswillbe excludedfromhoursworkedforovertimepurposes.Overtimeshallbe workedonlywhennecessary. 2.4.3.OvertimeduringaDeclaredDisaster.IntheeventtheMayordeclaresa disaster,whichislaterconfirmedbytheCouncil,exempt(salaried) employeeswillbecomenon-exempt(hourly)forthedurationofthe disaster.WhentheMayorandCityCouncildeclarethedisasterhas concluded,originalexemptemployeeswillautomaticallybetransitioned backtoexemptstatus.TheCityAdministratororMayorshalldetermine theprecisemomentwhenexemptemployeesaretransitionedtohourly employees.Thistransitionmaycoincidewithexistingorfuturepay #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page39 Ammon City Council 05.04.2023Page 46 of 163 cycles. 2.4.3.1.Whenprovidingassistancetooutofareadisasters,allexempt (salaried)employeeswillbecomenon-exempt(hourly)forthe durationoftheassistance.Forallemployees,aftereight(8)hours inasingleday,anyadditionalworkwillbepaidatanovertime rate,accordingtothecurrentlyadoptedPersonnelPolicyManual. 2.5.AmmonDays.TheannualAmmonDayscelebrationisaregulardayofworkfor allemployees. 2.6.ReportingandVerifyingTimePeriods.Itistheresponsibilityofeachemployee toproperlyrecordthetimethathe/shehasworkedduringapayrollperiod.Each timesheetshallbearthesignatureoftheemployeewithastatementverifyingits accuracyandacountersignaturebythedepartmentheadindicatingthatthe hoursclaimedwereactuallyworked.Theserecordsshallberetainedaccording totheCityofAmmonRecordsRetentionSchedule. 2.7.WorkPeriods.EmploymentwiththeCityissubjecttotheFederalFairLabor StandardsActaspreviouslydescribed.Eachemployeeisresponsiblefor monitoringthestatusofhoursworkedineachworkperiod.Overtimeshallbe allowedonlywhenpreapprovedbythemanagingofficialorwhenabsolutely necessaryinanemergency.Theworkweekforallregularemployeeswhoare subjecttotheFLSAshallbeginat12:00a.m.(midnight)onSundayofeachweek andconcludesat11:59p.m.ofthesucceedingSaturday.Regularemployeeswill recordactualhoursworked.Thepayrolldepartmentshallcomputetheovertime earnedat1½timesthehourlyamountbasedona40-hourworkweek.Allhours worked,includingovertime,shallbepaidintheirpaycheckforthepayperiodin whichitwasearned. 2.8.BreakPeriods.Themaximumallowedbreaktimeis15minutesforevery4hours ofcontiguouswork.Thestaffondutyisresponsibletocoordinatebreakswhich maintainappropriatestaffinglevelsandefficientoperation.Lunchbreakpolicyis establishedbydepartmentrequirementstherefore;employeesaretofollowthe directivesoftheirmanagingofficial. 2.9.ExemptEmployees.Exemptemployeesshallnotreceiveovertimepayforhours workedbeyond80hoursperpaycycleorreductionsinpayforpayperiodswith lessthan80hoursworkedperpaycycle.Exemptemployeesareexpectedto work,onaverage,aminimumof80hoursperpaycycleandanyadditionalhours necessarytofulfilltheirresponsibilities.Exemptemployeeshavecontrolover theirworkscheduleandhoursaslongasthejobrequirementsaremet. 2.10.PromotionsandCompensation.Compensationforallemployeesisestablished byactionoftheCouncil.TheannualbudgetoftheCitysetsthefundingavailable forcompensationofemployeesinvariousdepartments.Promotionsandchanges instatusmayberecommendedandmadebyofficialsineachoftheoperating departmentsbutfinalauthorityregardingcompensationrestswiththeCity CouncilandMayorthroughthebudgetingprocesswithfinalactionon promotionsandcompensationapprovalbytheDepartmentHeadandCity Administrator.Anypromotionorcompensationnotbudgetedforinthecurrent #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page40 Ammon City Council 05.04.2023Page 47 of 163 budgetmustbeapprovedbytheCityCouncilpriortosaidpromotionor compensationincrease. 2.11.PerformanceEvaluationSystem.Employeesshallparticipateinaperformance evaluationsystemapprovedbytheCouncil.Suchevaluationsystemsshallbe onebasisforallocatingchangesincompensationineachbudgetyear.Recordsof allsuchevaluationsshallbekeptinthepersonnelfileofeachemployee. 2.12.AdoptedPay/GradeScale.TheCityofAmmonhasadoptedapay/gradescale, withameritforperformancephilosophy. 2.13.PayrollProceduresandPaydays.Employeesarepaideverytwoweeks throughouttheyear.Timesheetsaretobeturnedinby9:00a.m.onthe bi-weeklyMondaythatimmediatelyfollowstheconclusionofthetwo-week workperiod.PaycheckswillthenbeissuedbytheofficeoftheFinanceDirector onthebi-weeklyWednesdaythatimmediatelyfollowstimesheetsubmittal. 2.13.1.Paycheckscompensateemployeesforworkperformedinthetwo-week workperiodimmediatelypriortopaycheckissuance.Paychecksaretobe dn ‡„naˆ‡fda‡mf,fY„‡wfx‡5fYdz„‡mfn„df nlxffªY‡‡mffwvzff¯ normalworkplacepriorto5:00p.m.onpaydayinamannerapprovedby thedepartmenthead.PayrollcheckswillbeavailabletoDepartment Headsby3:00p.m.onpayday.Noadvanceswillbeallowed. 2.13.2.Itistheresponsibilityofeachemployeetomonitortheaccuracyofeach paycheckreceived.Informationshownontheemployee'spaycheckstub isprovidedforinformationonly.Thepaycheckisgeneratedbya computerprogramthatdoesnothavethecapacitytothinkorto understandindividualcircumstances.Actualpracticesrespectingthe issuanceofpaychecksandallocationofemployeebenefitsmustbe consistentwithofficialCitypolicy.Intheeventofdisagreementbetween thecomputer-generatedpaycheckstubandofficialpolicyasinterpreted bytheCouncilwiththeassistanceoftheHumanResourcesDirector,the policyshallprevail. 2.14.PayrollDeductions.InaccordancewithIdahoCode§45-609oritssuccessor,no Y„zvvdfdˆb‡nzx à mYvvafwYdfk„zwYxfwvzff¯ Ybmfbuˆxvf authorizedbytheemployeeorrequiredbylaw.Attimeofhire,allemployees Žnvvknvvzˆ‡Yxd nlxY®?fŽ.wvzffHYbuf‡¯Žmnbm f‡ kz„‡mmn ¸mf„„fƒˆf ‡fd benefitsanddeductions.TheHumanResourcesDirectororanauthorizedstaff memberwillsubsequentlyinputthisinformationintothepayrollsystem.Any discrepanciesorproblemsinadheringtotheitemsoutlinedontheformwillbe clearlyresolvedandindicatedontheform.Necessarychangestotheinputs fromtheoriginallysubmittedformwillbeacceptedandinitialedbythe requestingemployee.Uponcompletion,theformwillbesignedanddatedby theHumanResourcesDirectorortheauthorizedstaffmemberandthenplaced nx‡mffwvzff¯ f„wYxfx‡knvf­!xkˆ‡ˆ„f„fƒˆf ‡ ‡zYdtˆ ‡afxfkn‡ z„ deductionsonthepartofemployeesmustbesubmittedinwritingthrough submittalofanewbenefitform.Themethodforinstitutingthesechangeswill conformtothesameprocedureasdescribedabove. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page41 Ammon City Council 05.04.2023Page 48 of 163 2.15.CompensationWhileServingonJuryDuty.Employeescalledtojuryduty,which necessitatesanabsencefromtheirregularlyscheduledduties,shallbegranted leavewithnoreductioninsalaryorbenefits.Noticeofthereceiptofasummons kz„tˆ„dˆ‡ mzˆvdaflnfx‡z‡mffwvzff¯ nwwfdnY‡f ˆf„n z„Y zzxY possible. 2.16.MilitaryLeave. 2.16.1.AnyregularemployeewhoisinductedintotheArmedForcesofthe UnitedStatesandtheMilitarySelectiveServiceActshallbegranteda leaveofabsencewithoutpayandshallbeentitledtoreturntohis/her formerpositionortoanequivalentposition,providing: 2.16.1.1.He/shemakesapplicationforre-employmentwithinninety(90) daysaftersuchpersonisrelievedfromtrainingandserviceor fromhospitalizationcontinuingafterdischargeforaperiodofnot morethanoneyear,providedhe/sheisstillqualifiedtoperform thedutiesofsuchpositionwithreasonableeffortsbytheCity. 2.16.1.2.Seniorityandservicecreditshallcontinueduringmilitaryleave, butareturningveteranwillnotdisplaceanotheremployeewith greaterservice. 2.16.1.3.Allprovisionsofthissectionshallbeinterpretedinamanner consistentwiththeSoldiersandSailorsCivilReliefAct. 2.16.2.AnyregularemployeewhoisamemberofanorganizedReserveor NationalGuardUnitwhoisorderedtoparticipateinfieldtrainingshall receive,foraperiodofnogreaterthan15workingdays,thatportionof his/herregularsalarywhichwill,togetherwithhis/herlessermilitarypay (includingpayreceivedforweekendsthatfallwithinorattheendofthe leaveperiod),equalhis/herregularsalary.Forthispurpose,militarypay doesnotincludeallowancesreceivedforrent,subsistence,travel,and uniforms. 2.16.3.Regular,full-timeemployeeswhoaremembersoftheNationalGuardand whoarecalledforemergencydutyintheirstatewillbegrantedupto160 hoursofpaidMilitaryLeavepercalendaryear. 2.17.TrainingAndTravelExpensesAndPolicies.TheCityofAmmonwillpayfor expensesrelatedtotrainingandtravelwhenanemployeeistravelingoncity business.Anemployeemayutilizeoneofthreeoptions,orcombinationthereof, forpayingforexpensesand/orreceivingreimbursementforeligibleexpenses. H„nz„‡zYx‡„Ynxnxlz„‡„Yfvffx‡ª‡mf ˆf„n z„¯ fwvzffwˆ ‡Yˆ‡mz„n“f themethodofpaymentorreimbursement.Adepartmentheadhasthe discretiontorequireanemployeetoutilizeanyoftheoptions,oracombination ofoptions,thataremostappropriateforthatdepartment. 2.17.1.Option1.UseofaCity-IssuedCreditCard.Anemployeewitha city-issuedcreditcardmayusetheircity-issuedcardfortrainingand travelexpenses,providedtheseexpensesmeettherequirementslistedin thissection.Perdiemmaynotberequestediftheemployeeusesthis option. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page42 Ammon City Council 05.04.2023Page 49 of 163 2.17.2.Option2.ReimbursementofExpenses.Anemployeemayrequest reimbursementfortrainingandtravelexpensesthatwerepaidforbythe employeeusingtheirpersonalfunds.Reimbursementmustmeetthe requirementslistedinthissection.Perdiemmaynotberequestedifthe employeeusesthisoption. 2.17.3.Option3.RequestPerDieminAdvanceofTravel,Training,orOther Events.Anemployeemayrequestperdiemformeals,accordingtothe criterialistedinsection2.18.2.Ifthereimbursementisfortraining,a trainingagendaisrequiredwiththereimbursementform.Ifperdiemis utilizedbytheemployee,retainingreceiptsisnotnecessaryforthose expensessubmittedforperdiem.Ifapproved,perdiemshallbeissued totheemployeeintheformofaprintedcheck,notcash. 2.18.RequirementsforTrainingandTravelExpenses 2.18.1.Receipts.Eachemployeeisresponsibleforprovidingverifiedreceiptsfor anyexpensesusingacity-issuedcreditcardandforexpensesforwhich theemployeeisrequestingreimbursement.Receiptsmustbeitemized andshowprecisedetailforallitemspurchased. 2.18.2.Meals.Employeemealexpensesareauthorizedaccordingtothetable below.Ifamealisincludedandpaidforinameetingorconference registration,themealrateshallbedeductedfromthemaximumrateto determinewhatwouldbeallowedforagivenday.Employeesare requiredtomakeuseofavailablecomplimentarymeals,whenever possible.Alcoholicbeveragesarenotaneligibleexpense.Thefollowing tableshallbeusedtodeterminemaximumeligibilityofamealexpenses: MaximumMealExpenseAllowance ExpenseEligibleforExpenseEligible MealAuthorized DeparturesPriorto:forReturns Amount After: Breakfast$15.007:00am8:00am Lunch$20.0011:00am2:00pm Dinner$25.005:00pm7:00pm FullDay$60.007:00am7:00pm 2.18.3.Lodging.Authorizedrelatedlodgingexpensesshallbepaidorreimbursed atactualcost.Employeesshouldalwaysrequesttaxexemptgovernment ratesandnegotiatethebestavailablerate.Eachemployeeisallowed theirownroom. 2.18.4.TravelTime.M„Yfv‡nwfk„zw‡mffwvzff¯ mzwf‡zŽz„uŽnvvxz‡af #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page43 Ammon City Council 05.04.2023Page 50 of 163 compensated.Allowabletimewillstartfromdeparturefromthe fwvzff¯ *n‡¯ Žz„uvzbY‡nzx­ 2.18.5.VehicleUsage. 2.18.5.1.WhentravelingonCitybusiness,aCityvehicleshallbetaken,if available.IfaCityvehicleisnotavailable,thenaprivatevehicle maybeusedwithapprovalofthedepartmentheadandtheCity Administrator,inwhicheventstandardbusinessmileageas providedforbytheIRSshallbepaid.IntheeventaCityvehicleis availablebuttheemployeemakesarequesttotakeapersonal vehiclewhenaCityvehicleisavailable,theDepartmentHeadand theCityAdministratormustapprovetherequest.Receiptsshallbe submittedtotheappropriatedepartmentheadforapprovalon theapprovedexpenseclaimreimbursementform.Anyexceptions tothispolicymustbemadeinadvanceandapprovedbyboththe DepartmentHeadandtheCityAdministrator. 2.18.5.2.Non-CityemployeesmayrideinaCityvehicle,forbusiness purposes,butmustdressandactappropriatelywhendoingso.In additiontotheemployeeassignedorpermittedtodriveaCityof Ammonvehicle,heorshemayallowothers,asnecessary,to zf„Y‡f‡mffmnbvfnk‡mfmYfYYvndd„nf„¯ vnbfx fYxdY„fàã yearsofageorolder.Itshallbetheresponsibilityofthe DepartmentHeadtomonitoradditionaldrivers.Drivers(including volunteers)thatregularlyareallowedtodriveaCityvehicleor fƒˆnwfx‡ mYvvkzvvzŽ‡mf*n‡¯ d„nnxlzvnbnf ­ 2.18.5.3.IfaCityvehicleistakenhome,mileagemustbetracked.Itisthe intentionoftheCitytocomplywithIRSrulesregardinguseof publicvehiclesforpersonaluse.Insomecases,theuseofaCity vehiclecanresultinataxablebenefittotheemployee.Said benefitshallberecordedontheemployeesW-2formfortheyear. 2.18.5.4.Allemployeesshallreviewandcomplywiththerequirementsof thevehicleusepolicyadoptedbytheCity. 2.19.On-the-JobInjuries. 2.19.1.Allon-the-jobinjuriesshallbereportedtoyourdepartmenthead,whoin turnshallreporttotheHumanResourcesDirector,assoonaspracticable, toallowthefilingofworker'scompensationclaimsinthepropermanner. Ifanemployeeisdisabledtemporarilybyanon-the-jobaccident,he/she shallbeeligibleforworker'scompensationbenefits.Returnto employmentshallbeauthorizedonacase-by-casebasisupon consultationwiththesupervisingofficialandtheStateInsuranceFund. Concernsassociatedwithinjuredworkerstatusmaybebroughtbefore theHumanResourcesDirectorforreview. 2.19.2.AnyemployeeoperatingaCity-ownedvehicleorequipmentthatis involvedinanaccidentthatresultsinmorethanaminoramountof damage,resultsinbodilyinjury,orresultsinapolicereportbeingfiled, #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page44 Ammon City Council 05.04.2023Page 51 of 163 mustbetestedfordrugsandalcohol.Departmentheadsandimmediate supervisorsshallberesponsibleforensuringthedrugtestprocedureis initiatednolaterthanone(1)houraftertheaccidentoccurs. 2.20.OnCall. 2.20.1.OnCallDuty.OnCallDutyasdefinedbythispolicyshallmeantimethat anemployeemustbeavailabletoreporttoworkinadditiontothebasic Žz„uŽffuYxdzf„‡nwf­°!YnvYavf‡z„fz„‡‡zŽz„u±wfYx ‡mY‡Yx employeemustbeavailabletoanswertheircellphoneandremainwithin athirty(30)minuteresponsetimeofthecitylimitsoftheCityofAmmon. WhileanemployeeisworkingOnCallDuty,anemployeemayconduct personalbusiness,providedthattheemployeeremainsavailableto reporttowork. 2.20.2.DeterminedbyDepartmentHead.OnCallDutywillbedeterminedby thedepartmentheadasneeded.WhileworkingOnCallDutyemployees shallbeavailableforimmediateresponsetoemergencyand/orservice calls. 2.20.3.CompensationforWorkPerformed.ActualhoursworkedworkingOn *Yvv,ˆ‡ mYvvafbzwfx Y‡fdY‡‡mffwvzff¯ xz„wYvY„Y‡f includingovertimerates,ifapplicable. 2.20.4.SupplementalOnCallHours.EmployeeswhoarerequiredtoperformOn CallDutyshallreceiveoneSupplementalOnCallHourperday,excepton Saturday,SundayandholidayswhenOnCallDutyshalladdtwo SupplementalOnCallHoursperday.AllSupplementalOnCallHoursshall afbzwfx Y‡fdY‡zxfYxdzxfmYvk‡nwf Âß­ãÇmffwvzff¯ „flˆvY„ hourlyrate. 2.20.5.TravelTime.M„Yfv‡nwfk„zw‡mffwvzff¯ mzwf‡z‡mfn„Y nlxfd worklocationshallnotbecompensated.Compensatedtimeshallbegin ˆzxY„„nYvY‡‡mffwvzff¯ Y nlxfdŽz„uvzbY‡nzx­!bn‡¼n ˆfd fmnbvfwYafbzx ndf„fdYxfwvzff¯ Žz„uvzbY‡nzxnkYvvzŽfda‡mf departmenthead. 2.20.6.CityVehicleUsage.EmployeesmaybeassignedCityvehiclesforCityuse duringOnCallDuty.Onlythoseemployeeswhocansafelyrespondto emergencycallswithinthirty(30)minutesofreceivingacallareeligible tobeassignedavehicleforOnCallDuty.EmployeessubjecttoOnCall Dutymaybeallowedtoutilizeacityvehicletotakehomeduringtheir assignedperiod.Thisassignedvehiclemaybeusedforlimitedbut necessarypersonaltasksduringOnCallDuty.6kbn‡¼n ˆfdfmnbvf Y„f ‡Yufxmzwfª‡mffwvzffwˆ ‡bzwvŽn‡m6KL„fz„‡nxl„fƒˆn„fwfx‡ Y df b„nafdnxLfb‡nzxàªLˆa fb‡nzxÞ­Ýä­á­ 3.1EMPLOYEEBENEFITS 3.1.TheCityoffersanumberofemployeebenefitsforfull-timeregularemployees. Thesebenefitofferingsaresubjecttochangeorterminationatthesole #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page45 Ammon City Council 05.04.2023Page 52 of 163 discretionoftheCouncil.Eachissubjecttothespecifictermsofitsrespective insurancepolicyand/orofficialresolutionoftheCouncil. 3.2.PaidTimeOff(PTO).PaidTimeOffisavailabletoallfull-timeregularemployees whohavecompletedtheequivalentof90-daysoffull-timeregularemployment. PaidTimeOff(PTO)accruesastheemployeeworks.Employeeswillnotaccrue PTOwhileonanunpaidleaveofabsenceorundersuspensionofanykind. 3.2.1.PTOAccrualScheduleforFull-TimeEmployees.Eachfull-timeemployee willaccrue6.154hoursofPTOperpaycycleforatotalof160PTOhours peryear.Undernocircumstanceswillanyemployeeaccruemorethan 160PTOhoursperyear. 3.2.2.MaximumAccrual.ThemaximumPTOhoursallowedtoaccrueis480. OnceanemployeereachesthemaximumaccruedPTOhours,no Yddn‡nzxYvHMAŽnvvYbb„ˆfˆx‡nv‡mffwvzff¯ HMAmzˆ„ Y„f„fdˆbfd belowthemaximum. 3.2.3.PaidTimeOff(PTO)PayOut.UnusedPTOhoursarepaidoutat85%of ‡mffwvzff¯ bˆ„„fx‡Y„Y‡f­HMAn ‡zafYndzˆ‡ˆzx fY„Y‡nzx k„zwfwvzwfx‡Žn‡m‡mf*n‡­.wvzff wYknvvzˆ‡Y°HMAHYAˆ‡ Kfƒˆf ‡3z„w±‡zafYndzˆ‡kz„YbbˆwˆvY‡fdHMAdˆ„nxlfwvzwfx‡­ 3.2.4.DonationofPTOTime.Intheeventthatanemployeedepletestheir accruedPTOhoursduetoamajorillnessorinjury,otheremployeesmay voluntarilydonatePTOhoursfromtheiraccruedPTOhours,providedthe followingcriteriaaremet: 3.2.4.1.PTOmaybedonatedonlyafteranemployeehasentirelydepleted theirPTOhoursand,ifapplicable,anyremainingSickLeave; 3.2.4.2.Nomorethan72hoursofPTOcanbereceivedthroughdonations toasingleemployeeinathree-yearperiod; 3.2.4.3.Anemployeeofalowerpaygradecannotdonatehourstoa higherpaygradeemployee.Paygradedistinctionsshallbemade bytheCityAdministratorand/orHRDirector;and 3.2.4.4.AllPTOdonationsshallbeanonymousandhandledbytheCity Administratorand/orHRDirector. 3.2.4.5.AnyrequestsfordonatingPTOthatdonotmeetthecriterialisted abovemaybeevaluatedandapprovedordeniedatthesole discretionoftheMayor,orinabsenceoftheMayor,theCity Administrator. 3.2.5.PTOTransitionfromVacation/SickLeave.EffectiveJanuary1,2019the followingshalloccur: 3.2.5.1.VacationLeaveandSickLeavewillnolongeraccrue. 3.2.5.2.AllVacationLeaveaccruedbyanemployeeisconvertedtoPaid TimeOff(PTO)hours. 3.2.5.3.AllSickLeaveaccruedwillremainSickLeaveandcanbeusedby employeesintheeventofillnesstotheemployeeorhis/her immediatefamilylivingintheirhouseholdorwhomtheemployee isdirectlyresponsiblefor.SickLeavemustbeusedonlyinthe #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page46 Ammon City Council 05.04.2023Page 53 of 163 eventofanillnessorinjurythatpreventstheemployeefrom workingproductivelyorsafelyorifanimmediatefamilyillness presentsnopracticalalternativefornecessarycare.Surgeries, electiveorotherwise,alongwiththenecessaryrecoverytime qualifyforSickLeave,ifcoveredbyinsuranceorpreapprovedby themanagingofficial.Whenthree(3)ormoreconcurrentdaysof SickLeavearerequested,themanagingofficialmayrequirea m nbnYx¯ xz‡nknbY‡nzxnxŽ„n‡nxl„nz„‡zY„znxl‡mfLnbu =fYf­!ddn‡nzxYvvªYm nbnYx¯ Ž„n‡‡fxxz‡nknbY‡nzxwYYv zaf requiredwhenthereisevidenceofSickLeaveabuse,suchas requestingmoredaysthantheannualaccrualratewithina one-yearperiod.AbuseofSickLeavebenefitsshallresultin disciplinaryaction.SickLeaveshallnotbepaidout. 3.2.5.4.Ifanemployeeexceedsthe480PTOhourmaximumlimitafter convertingtheirVacationLeavetoPTOhours,theywillhave12 monthstoreducetheirPTOhourstowithinthelimitallowed. 3.3.AnnualLongevityBonus.Full-timeemployeeswithfive(5)yearsoffull-time serviceormoreshallreceiveanannualLongevityBonus. 3.3.1.TheLongevityBonusshallbecalculatedasfollows: 3.3.1.1.$100/Yearofservicebeginningatfive(5)yearsofservice.Yearsof servicearecalculatedonSeptember30ofeachyear. 3.3.1.1.1.Calculation:YearsofServicetimes100equalsthe LongevityBonus. 3.3.1.1.2.ExampleCalculationforanemployeeoffiveyears:5X100 =$500 3.3.1.1.3.ExampleCalculationforanemployeeof17years:17X100 =$1700 3.3.1.2.TheLongevityBonusisavailableonlyascitybudgetpermits. 3.3.1.3.LongevityBonusesforallcityemployeesshallbepaidwithinthe samemonthinanygivenfiscalyear.TheCityAdministratorshall determinethemonthineachfiscalyearwhenLongevityBonuses arepaidtoqualifyingemployees. 3.4.Holidays. 3.4.1.Officialpaidholidaysareprovidedforfull-timeregularemployees. Employees,whohaveregular,full-timeactivestatus,onthedateofany holiday,shallreceivenomorethan8hourscompensationforthatday eventhoughtheydonotwork.HolidayswhichfallonSaturdaysshallbe observedontheprecedingFriday.ThosewhichfallonSundayshallbe observedonthesucceedingMonday.TheMayorhastheauthorityto temporarilyadjusttheoperatinghoursofCityofficesondays immediatelyprecedingorfollowingscheduledholidaysbasedon workloadandemployeemorale. 3.4.2.Aholidayisadayofexemptionfromworkgrantedtoemployees,during whichsaidemployeesshallbecompensated,asiftheyactuallyworked. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page47 Ammon City Council 05.04.2023Page 54 of 163 Employeeswhoworkonaholidayshallbecompensatedaccordingtothe followingcalculation: HolidayHoursHoursworkedonaholiday Full-timeExemptEmployees Eight(8)hoursat+Noadditionalcompensation regularpay Full-timeHourlyEmployees Eight(8)hoursat+Overtimeforhoursactually regularpayworked Part-timeandSeasonal Zero(0)hours+Overtimeforhoursactually Employees worked RECOGNIZEDHOLIDAYS: NewYear'sDayIndigenousPeoplesDay MartinLutherKing,Jr./HumanVeteransDay RightsDay Presidents'DayThanksgivingDay MemorialDayDayafterThanksgivingDay JuneteenthChristmasEvedismissedat2PMwithnolunch IndependenceDayChristmasDay LaborDay 3.5.BereavementLeave.Upto40hoursofpaidleaveofabsenceforadeathinthe immediatefamily(spouse,parents,grandparents,children,grandchildren, brothers,sisters,auntsanduncles,includingthoserelatedbylaw).Additional leavemaybegrantedfromaccruedpaidvacationleaveorunpaidleaveof absence. 3.6.LeavesofAbsence.N‡z‡mn„‡dY ¯ˆxYndvfYfbYxafl„Yx‡fda‡mf*n‡ Administratorforanyjustifiablepurpose.Anyunpaidleaverequestinexcessof five(5)daysmustincludeanexplanationofthereasonfortheunpaidleaveanda ‡Y‡fwfx‡k„zw‡mf,fY„‡wfx‡5fYd ‡Y‡nxlmzŽ‡mffwvzff¯ z n‡nzxŽnvv afbzf„fdnx‡mffwvzff¯ Ya fxbf­HYndvfYfnxYxYwzˆx‡z„ˆxYndvfYf inexcessofthirtydaysshallrequirewrittenapprovaloftheCouncil. 3.7.FamilyandMedicalLeaveAct.EmployeesoftheCitymayhaverightsforupto 12weeksofunpaid,job-protectedleaveundertheprovisionsoftheFamilyand MedicalLeaveActof1993,includinganyrevisionsthatmaybeenactedtothe Act,iftheymeetthefollowingeligibilityrequirements,fromtheCodeofFederal Regulations(CFR)section825.110."Aneligibleemployee"isanemployeeofa coveredemployerwho:1)Hasbeenemployedbytheemployerforatleast12 #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page48 Ammon City Council 05.04.2023Page 55 of 163 months;and2)Hasbeenemployedforatleast1,250hoursofserviceduringthe 12-monthperiodimmediatelyprecedingthecommencementoftheleave;and3) Isemployedataworksitewhere50ormoreemployeesareemployedbythe employerwithin75milesofthatworksite. 3.7.1.Anemployeethathasusedthisbenefit,shallbeeligibleforanadditional 12weeksofthisqualifyingbenefitonlyaftertheaccumulationofan additional1,250hoursofservicefromthedateofreturningtoworkasan eligibleemployeeasdescribedinCFRsection825-110. 3.7.2.Employeeswhoworkforanemployerwhoemployslessthan50 employeeswithin75milesofthatworksitearenoteligibleforFMLA leave. 3.7.3.Ifanemployeemeetstheseeligibilityrequirementshe/shemayrequest upto12weeksofleavewheretheCityshallcontinuetheemployee's benefits(employerportiononly)duringtheleaveperiod. 3.7.4.6‡n ‡mffwvzff¯ „f zx nanvn‡‡zbzx‡Yb‡‡mfdf nlxY‡fd5ˆwYx Resourcepersontodiscussyourrightsandobligationsforcontinuationof anycurrentbenefitsyouarereceiving.Employeesmustmake arrangementsforpaymentoftheirportionofthebenefitcostsor discontinuationofthosebenefitsshalloccur. 3.7.5.Iftheemployeedoesnotreturntoworkforreasonsotherthantheirown continuedserioushealthconditionorthatofaneligiblefamilymember, theCitymayrecoverfromtheemployeethepremiumsthatwerepaidfor ‡mffwvzff¯ wfdnbYvYxdvnkfnx ˆ„Yxbfafxfkn‡ ­5K!Ywfx‡ wYdf dˆ„nxlYxfwvzff¯ vfYff„nzdŽzˆvdYv zafnxbvˆdfdnxafxfkn‡ ‡z berecovered. 3.7.6.EmployeesarerequiredtouseanyaccruedPaidTimeOff(PTO)andsick leavebeforeutilizingleavewithoutpayunderthisFMLApolicy.Ifpaid leaveaccrualsarelessthan12weeks,theemployeemaytakethe remainderofFMLAleaveasunpaidleave.Employeesshallcontinueto accrueleavewhileutilizingtheirpaidsickleaveandPaidTimeOff(PTO). TheyshallceasetoaccruePaidTimeOff(PTO)duringtheunpaidportion oftheirleave. 3.7.7..wvzff Y„f„fƒˆn„fd‡zlnfáÞdY ¯YdYxbfxz‡nbfz„Y wˆbm‡nwf aspracticalwhentheneedforFMLAleaveisforeseeable.TheCity reservestherighttorequestmedicalcertificationsupportinganyleave, YxdwY„fƒˆn„f fbzxdz„‡mn„dznxnzx ÂY‡‡mf*n‡¯ ffx fíMmf*n‡ mayalsorequireadoctor'sfitnessfordutyreportpriortoyourreturning towork.Leavemaybedeniediftheserequirementsarenotmet.The dfbn nzx‡zYvvzŽYxfwvzff‡z„f‡ˆ„x‡zŽz„u mYvvaf zvfv‡mf*n‡¯ ª incompliancewiththeprovisionsoftheFamilyandMedicalLeaveAct. 3.7.8.AneligibleemployeeoftheCitywhoisthespouse,son,daughter,parent, ornextofkinofaninjuredservicemembershallbeentitledtoatotalof 26workweeksofleaveduringa12-monthperiodtocarefortheservice member.Thereisupto12weeksofunpaidleaveforanemployeeifthe #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page49 Ammon City Council 05.04.2023Page 56 of 163 spouse,son,daughterorparenthasbeencalledtoactiveduty.Aneligible employeemayelect,ortheCitymayrequiretheemployee,tosubstitute anyoftheaccruedPaidTimeOff(PTO)personalleave,familyleave,or medicalorsickleaveoftheemployeeforanypartofthe26-weekperiod. 3.7.9.FMLAleavemaybetakenintermittentlyoronareducedleaveschedulein thecircumstanceofbirthorplacementofachildforadoptionorfoster bY„fªbY„fkz„Y nbukYwnvwfwaf„ªz„kz„Yxfwvzff¯ zŽx f„nzˆ healthconditionwithpriorwrittenapprovalfromthemanagingofficial, orwhen"medicallynecessary." 3.7.10.TorequestFMLAleavepleasewriteabriefletterormemotoyour managingofficialindicatingthereasonforrequestingFMLAleaveandthe expecteddurationofleave.Note:yourmanagingofficialoradministrator mayrequestthatyouprovidecertificationbyyourphysicianormedical practitionerindicatingthediagnosisandprobabledurationofyour medicalcondition,orthemedicalconditionofyourfamilymember. 3.7.11.TheCityshallreturntheemployeetothesameoranequivalentposition afterreturningfromFMLAleave,subjecttothetermsoftheFamilyand MedicalLeaveAct.Theonlyexceptionmaybeforindividualswho,under theprovisionsoftheFMLAareconsideredtobea"keyemployee"whose extendedabsencewouldcause"substantialandgrievouseconomic injury". 3.7.12.TheCityreservestherighttorequireperiodicnotices(determinedbythe City)ofyouoryourfamilymember'sstatusandyourintenttoreturnto work. 3.7.13.TheCityreservestherighttodesignateanyleaverequestascoveredor notcoveredincompliancewiththeprovisionsoftheFamilyandMedical LeaveAct. 3.7.14.IfyouhaveanyquestionsaboutyourrightsunderFMLA,pleasecontact theHRDirector. 3.8.ReductioninBenefits.TheCity,throughtheCouncil,reservestherightto change,condition,orterminateanybenefitssetforthinthissection.No employeeshallacquireanyrightsinanycurrentorfuturestatusofbenefits exceptasthelawotherwiserequires. 3.9.BenefitsforPart-TimeorTemporaryEmployees.Unlessnegotiatedwiththe Council,requiredbyPERSIorlaw,therearenoprovisionsforbenefitsfor part-time,seasonalortemporaryemployees. 3.10.InsuranceCoverageAvailabletoEmployees.TheCityprovidesmedicalandlife insurancebenefitstofull-timeregularemployeesandmedicalbenefitstoelected officials.TheCityprovidespaymentstoaHealthReimbursementAccount(HRA) benefitpackageforqualifyingemployeesforcoverageofdentalandvision benefits.Additionally,theCityprovidesfamilycoverageattheemployee's expense.ForthecostsofthefamilyinsurancechargesconsultwithHuman Resources. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page50 Ammon City Council 05.04.2023Page 57 of 163 3.10.1.Managementorkeyemployeesareeligibleforcoveragethefirstofthe monthafterhire.Allotheremployeesareeligibleafter60daysof employmentandcoveragebeginsonthefirstofthemonthfollowing eligibility.Coverageissubjecttopolicytermsandmaychangeatany time.Continuedhealthcoverageisavailabletoformeremployeesattheir owncostpursuanttofederallaw(COBRA).Informationmaybeobtained fromtheHRDirector. 3.10.2.Worker'scompensationinsurancecoveringjob-relatedinjuriesis providedforallemployees.Questionsaboutworker'scompensation issuesshouldbedirectedtotheofficeoftheHumanResourcesDirector. 3.11.Retirement.TheretirementplanoftheCitycombinesbenefitsofthePublic EmployeesRetirementSystemofIdaho(PERSI)withSocialSecurity(FICA).PERSI chargesapercentageofanemployee'sgrosssalary,whichispresentlyexempt fromFederalandStateincometaxes,andtheCitymatchesthiswithan additionallargercontribution.ContacttheHumanResourcesDirectorforfurther information. 3.12.MiscellaneousBenefits. 3.12.1.DiscountonCityUtilityFees.Discountedutilityfeesof50%shallbe providedforfull-timeemployeesresidingwithintheCitylimitsorCity utilityserviceareas. 3.12.1.1.Utilitydiscountsarelimitedtotheprimaryresidenceofthe employee. 3.12.1.2.N‡nvn‡Ybbzˆx‡ mYvvafnx‡mffwvzff¯ xYwf­ 3.12.2.ParksandCityFacilities. 3.12.2.1.Rentalofshelters,and/orCouncilchambersdiscountsof50%shall beprovidedforallfulltimeemployeesandelectedofficials. 3.12.2.2.Fulltimeemployeesandelectedofficialsareeligibletoreceivea Cityswimmingpoolpassgoodfor25freeopenswimsessions. Poolpassesarenon-transferable.Passesaretobeusedby fwvzffz„fwvzff¯ nwwfdnY‡fkYwnvwfwaf„ ­HY f Žnvv beissueduponrequestonly,andarevalidforthecurrentseason. IndividualsmaybeginrequestingpassesinMayofeachyear; passeswillbeavailableforpickupfive(5)dayslater,toallowfor processing.PassesnotusedwillexpireonSeptember30ofthe yearissued. 3.12.3.ElectedOfficials.Electedofficialsmayoptoutofanybenefitprovidedby theCityofAmmonuponmajorityvoteoftheCityCouncilifthechange affectsallmembers.Anyindividualelectedofficialmayoptoutofany benefitatanytime. 3.12.4.TransferofBenefitswithEmployeeTransfer.Accruedbenefitsforeach employeecontinuetothebenefitofthatemployeeiftheemployee transfersfromonedepartmenttoanotherwithintheCity.Anysuch transfershallnotresultinareductionofbenefitofferingsseparateand apartfromthoserealizedbyemployeessimilarlysituated. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page51 Ammon City Council 05.04.2023Page 58 of 163 SECTION5:EMPLOYEEEVALUATIONANDDISCIPLINE 1.EVALUATIONPROCEDURES 1.1.StandardProcedures.Eachemployeemaybeevaluatedafter90daysof employmentwiththeCityandatleastonanannualbasisthereaftertoassess theperformanceoftheemployeeinthejobbeingperformedfortheCity.Annual evaluationsforalldepartmentsshallbeconductedduringthemonthof Lf‡fwaf„­.YbmfYvˆY‡nzx mYvvaflnfxzx‡mfaY n zk‡mfwYxYlnxlzkknbnYv¯ observationsoftheemployee'sperformance,theaccuracyoftheemployee's workinadditiontothequantity,andadditionaleffortsexpendedbythe employeeonbehalfoftheCity.Eachmanagingofficialisauthorizedtouse necessaryevaluationtools.Arecordoftheevaluationshallbeplacedinthe employee'spermanentrecordfile. 1.2.Interviews(Evaluation).Eachevaluationshallbeconcludedwithaninterview betweentheevaluatedemployeeandthemanagingofficialinwhichthe employeewillbetoldwhatthefindingsoftheevaluationare.Eachemployee shallbegivenanopportunitytorespondtotheevaluationbothverbally,inwhich casenotesmaybetakenbytheinterviewer,ortheemployeemaysubmita writtenresponsetotheemployer'sevaluationtobeplacedintheemployee's personnelfile,providedthatitisfiledwiththeemployerwithinten(10)daysof thedateoftheevaluation. 2.EMPLOYEEPERSONNELFILES 2.1.PersonnelRecords.TheofficialCityemployeerecords,includingmedicalrecords willbestoredinasecurelocation,owned,operatedandmaintainedbytheCity. Withinthesepersonnelfileswillbekeptallrecordsofpayroll,employee performanceevaluation,employeestatus,andotherrelevantmaterialsrelated totheemployee'sservicewiththeCity.Anymanagingofficialortheemployee himself/herselfmaycontributematerialstothepersonnelfilesdeemedrelevant totheemployee'sperformanceandtenure.Eachemployeeshallhavetheright toreviewmaterialsplacedinhis/herpersonnelfileatanyreasonabletime. Copiesofmaterialsinapersonnelfileareavailabletoeachemployeewithout charge.Personnelfilesshallnotberemovedfromthepremises. 2.2.AccesstoPersonnelFiles.ItisthepolicyoftheCitytoallowlimitedaccesstothe personnelfileunderthesupervisionoftheofficialresponsiblefortherecordfor anyemployeewhenproperlyrequested. 2.2.1.Thoseauthorizedtoevaluatematerialsinapersonnelfileincludethe #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page52 Ammon City Council 05.04.2023Page 59 of 163 employee'smanagingofficial,HumanResourcesDirector,elected officials,CityAttorneyandtheemployeehimself/herself. 2.2.2..wvzff¯ wfdnbYvYxdŽz„uwYx¯ bzwmn ‡z„„fbz„d mYvvafuf‡nx Y fY„Y‡ffwvzffknvfk„zw‡mffwvzff¯ f„ zxxfvknvfYxd mYvvxz‡ beaccessibletoanyoneotherthantheCityClerk,FinanceDirector,or HumanResourcesDirector. 2.2.3.TheCityAttorneyshallhaveaccesstoallpersonnelfilesasneeded. 2.2.4.Informationregardingpersonnelmatterswillonlybeprovidedtooutside partieswithareleasefromtheemployeeorinothercircumstances wherereleaseisdeemedappropriateornecessarywiththeconcurrence ofboththeofficialsupervisingtherecordsandtheCityAttorney. 2.2.5.Basedupontheinherentconfidentialityofpersonnelmatters,accessof otherstopersonnelfilesshallbeonlywithauthorizationofthemanaging officialandtheCityAttorney. 2.3.ManagementofInformationinPersonnelFiles.Eachemployeeshallbe providedanopportunitytocontestthecontentsofapersonnelfileatanytime. Thisistobedonebyfilingofawrittenobjectionandexplanationwhichwillbe includedinthefilealongwiththeobjectionablematerial.Inthesolejudgmentof thesupervisingofficial,withtheconcurrenceoftheCouncil,anyoffending materialmayberemoveduponashowingbytheemployeethatitisinaccurate ormisleading. 3.EMPLOYEEDISCIPLINEPROCEDURESANDPRINCIPLES 3.1.PurposeofDisciplinePolicy.Thepurposeunderlyingthedisciplinepolicyofthe Cityistoestablishaconsistentprocedureformaintainingsuitablebehavioranda productiveworkingenvironmentintheworkplace.Theseproceduresare directoryinnatureandminorvariationsoftheprocessessetforthhereinshall notaffectthevalidityofanyactionstakenpursuanttothispolicy. 3.2.DisciplinarySystemFramework.TheCityadoptsthefollowingframeworkfor actionstobetakenintheeventthatCitypoliciesareviolatedbyanyemployee. Progressivestepsmaybeimplementedinordertoinvokedisincentivestopolicy violations.TheCityreservestherighttotakeanyoftheprescribedstepsinany orderintheeventthatamanagingofficialdeemsapolicyviolationoractionof theemployeetobeseriousenoughtowarrantacertainstep.Suchstepsshallbe documentedintherecordofthedisciplinaryaction.Progressivedisciplineshall beappliedonlywherethemanagingofficialbelievesthatthepotentialfor improvementandcorrectingthebehaviorispossible. 3.3.HierarchyofDisciplinaryActionsAvailable.Thefollowingactionsareamongthe progressivedisciplinarystepswhichcanbetakenbythedepartmentheadin responsetopersonnelpolicyviolations.Anystepinthedisciplinaryprocessmay beskippedorwaived;atthediscretionofthemanagingofficial,consideringthe severityoftheoffense: #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page53 Ammon City Council 05.04.2023Page 60 of 163 3.3.1.Verbalwarning 3.3.2.Writtenwarningorreprimand. 3.3.3.Suspensionwithorwithoutpay. 3.3.4.Probation. 3.3.5.Demotion. 3.3.6.Dismissal. à­AHHAKMN?6MVMA).5.!K,¾!LL.KM6A?LA3N?=!T3N= ,6L*K6>6?!M6A?!?,K.M!=6!M6A?!?,°?!>.¼*=.!K6?4 5.!K6?4± 4.1.Allemployeesareat-willemployees.However,at-willemployeesmayfromtime totimeexperienceadverseconsequencesofunlawfuldiscriminationor retaliation.Inaddition,apublicemployeewhoisbeingdemotedwitha reductioninpayorterminatedfromemploymentbaseduponallegationsof dishonesty,immoralityorcriminalmisconductisconstitutionallyentitledtoa name-clearinghearingwhenoneisrequested. 4.2.Unlawfuldiscriminationandretaliationaddressactionsthatareallegedto involvedecisionsbaseduponage,sex,race,religion,nationaloriginordisability thatisnotabonafideoccupationalqualification.TheCitydoesnotcondone discriminationonthebasisoftheforegoingunlawfulcategories.Unlawful retaliationaddressesactionsthataretakenagainstanemployeeforinitiatinga chargeofdiscriminationorharassment,orforassistinginanywayinan investigationofsuchcharges. 4.3.Failuretopursuethisopportunitytobeheardorname-clearinghearing procedureconstitutesawaiverofthisopportunity. 4.4.Issuesinvolvingjobperformanceoremployeeattitude,withoutallegationsof discrimination,retaliation,dishonesty,immoralityorcriminalmisconduct,are notthepropersubjectofthisprocedureandwillnotbeheard. 4.5.Theprocedurefortheopportunitytobeheardorname-clearinghearingisas follows: 4.5.1.Withinfourteen(14)daysofhis/herterminationordemotion,the employeemaysubmitawrittenallegationofunlawfuldiscriminationor retaliation,orthebasisforentitlementtoaname-clearinghearing, statingwithparticularitythebasisfortherequestedhearing.Written allegationsthatareuntimelysubmittedorthatfailtostateaparticular, legallyrecognizedbasiswillnotbegrantedanopportunitytobeheard. Anemployeewillbepromptlynotifiedifarequestedhearingisdenied. 4.5.2.Anemployeeallegingunlawfuldiscriminationorretaliation,orwhois vflYvvfx‡n‡vfd‡zYxYwf½bvfY„nxlmfY„nxlªŽnvvwff‡Žn‡m‡mf*n‡ Council.Thehearingwillnotexceedone(1)hourinduration. 4.5.3.Anaudiorecordingofthehearingwillbemadeandmaintainedaspartof thepersonnelrecord. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page54 Ammon City Council 05.04.2023Page 61 of 163 4.5.4.Mmffwvzff¯ ˆf„n z„wY„zndfYa„nfkŽ„n‡‡fx ‡Y‡fwfx‡Y‡vfY ‡ twenty-four(24)hourspriortothehearinginresponsetothecharges. Mmf*n‡*zˆxbnvwY„fƒˆn„f‡mffwvzff¯ ˆf„n z„‡zY„‡nbnY‡fnx thehearing. 4.5.5.Theemployeewillbeprovidedanopportunitytopresentevidenceupon whichtheclaimsarebased. 4.5.6.TheCityCouncilmayaskquestionsduringthisprocess. 4.5.7.Theemployeemayquestionparticipantsduringthisprocess. 4.5.8.TheIdahoRulesofEvidencedonotapplytothisopportunitytobeheard orname-clearinghearing. 4.6.Afterthehearing,theCityCouncilwillconsidertheinformationsubmitted,and ˆbmz‡mf„nxkz„wY‡nzxY wnlm‡afnx‡mf*n‡¯ „fbz„d ª‡zY„„nfY‡Ydfbn nzx bzxbf„xnxl‡mffwvzff¯ YvvflY‡nzx ­Mmfdfbn nzxŽnvv f‡kz„‡mnxŽ„n‡nxl‡mf „fY zx kz„‡mf*n‡*zˆxbnv¯ df‡f„wnxY‡nzx­ #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page55 Ammon City Council 05.04.2023Page 62 of 163 SECTION6:SEPARATIONFROMEMPLOYMENT 1.REDUCTIONINFORCE 1.1.Employeeassignmentsmaybeaffectedbyreductionsinforcemadedueto economicconditionsortochangesinstaffingandworkload.TheCouncilreserves therighttomakeanychangesinworkforceorassignmentofresourcesthatit deemstobeintheCity'sbestinterest.TheCouncilmayalsospecifyatthetime reductionsinforcearemade,whatreinstatementpreferencesmayaccompany thereductions.Saidreinstatementpreferencesmaybetiedtotheclassification oftheemployeeortospecializedskillspossessedbytheemployee. 1.2.Reorganizationinitiatedtomakemoreefficientuseofresourcesorto accommodatebudgetaryneedsshallnotbesubjecttotheappealprocedure establishedbytheCity. 2.REINSTATEMENTPREFERENCE 2.1.EmployeeswholeaveCityemployment,duetoareductioninforce,shallretaina firstrighttoreturnintheeventofworkforcerebuildingforoneyearfromthe dateoftheirseparation.Employeesshallretainapreferenceonlyforworkfor whichtheyarefullyqualifiedandforwhichavailableservicerequirementscanbe met. 3.RETIREMENTPOLICY 3.1.TheretirementpolicyoftheCityshallcomplyinallrespectswithFederaland Staterequirementsrespectingmandatoryretirementandtheobligations establishedbythePublicEmployeesRetirementSystemofIdaho(PERSI).No employeeshallbecompelledtoretireexceptincompliancewithsaidacts. 4.COBRABENEFITS 4.1.EmployeesoftheCitywhocurrentlyreceivemedicalbenefitsandseparatefrom employmentmaybeeligibletocontinuethosemedicalbenefitsatthe fwvzff ¯ zvfbz ‡Yxdffx fkz„Yvnwn‡fd‡nwfnxYbbz„dYxbfŽn‡m‡mf ConsolidatedOmnibusBudgetReconciliationActof1985(COBRA).Ifyouhave anyquestionsregardingyourrighttocontinueyourhealthcoverageafter separatingfromtheCity,pleasecontacttheHRDirector. 5.EXITINTERVIEW 5.1.EachemployeewhoterminatesfromemploymentwiththeCityisencouragedto participateinanexitinterviewwiththeCityAdministrator.Insuchinterview,the interviewershallnotifytheemployeewhencertainbenefitsshallterminate, whenfinalpayshallbeissuedandreviewtheprocesstoreceiveCOBRA.The #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page56 Ammon City Council 05.04.2023Page 63 of 163 employeeshallinformtheinterviewerabouthis/herimpressionsofemployment insuchinterview.Arecordoftheexitinterviewshallbecompletedandretained intheemployee'spersonnelfile. 6.RESIGNATIONPOLICY 6.1.Voluntaryresignationwillonlybeacceptedifmadeinwriting.Anyverbal resignationwillbetreatedasleavewithoutapproval,unlessauthorizedbythe managingofficial.Underleavewithoutapprovalanemployeemaybeterminated for"jobabandonment"afterthree(3)daysofleavethathasnotreceived approval.Iftheemployeewantstheirformalrecordstoindicate"voluntary resignation",theymustdosoinwritingtotheirmanagingofficial.Noemployee whovoluntarilyresignsshouldexpectthattheirpositionwillbeavailableatthe samepayrateand/orbenefits,iftheydesiretoapplyforrehire. 7.ABANDONMENT 7.1.Employeeswhohaveanunexcusedorunauthorizedabsenceofthreeworking daysormoremaybeterminatedforjobabandonment. #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page57 Ammon City Council 05.04.2023Page 64 of 163 APPENDIXA:CITYOFAMMONORGANIZATIONCHART #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page58 Ammon City Council 05.04.2023Page 65 of 163 APPENDIXB:SIGNATUREPAGEOFRECEIPTANDUNDERSTANDING CITYOFAMMONPERSONNELPOLICYMANUAL ACKNOWLEDGEMENTOFRECEIPT SIGNATURESHEET RECEIPT: I,___________________________________________acknowledgethatIhavereceivedacopy ofthe CityofAmmonPersonnelPolicyManual.Iunderstandthatitismyresponsibilityto reviewthismanualanditisaconditionofmycontinuedemployment.Mysignaturebelow affirmsthatIwillreadandunderstandthemanualwithinfourteen(14)daysofmyhiredate.IfI havequestionsregardinganyaspectofthepolicyandproceduresoftheCityofAmmon,Iwill discussthesequestionswithmyDepartmentHeadortheHRDirectorasnecessaryuntilIfully understandthepoliciesandproceduresoftheCityofAmmon. Additionally,mysignaturebelowaffirmsthat: Iunderstandthatthismanualisnotacontractandcannotcreateacontract.IunderstandthatI amobligatedtoperformmydutiesofemploymentinconformancewiththeprovisionsofthe CityofAmmonPersonnelPolicyManual andanyadditionalrules,regulations,policiesor proceduresimposedbythedepartmentinwhichIwork,whetherornotIchoosetoreadthe Manual. IunderstandthatshouldthisPolicybemodifiedthatIwillbeprovidedwithacopyofthe modification. _____________________________________________________________ EmployeeSignatureDate _____________________________________________________________ HumanResourceDate #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page59 Ammon City Council 05.04.2023Page 66 of 163 CITYOFAMMONPERSONNELPOLICYMANUAL ACCEPTANCEANDUNDERSTANDING SIGNATURESHEET ACCEPTANCE: MysignaturebelowaffirmsthatIhavereadandunderstandthetermsofthe CityofAmmon PersonnelPolicyManual andthatIhaveaddressedanyconcernsorquestionsregardingthe policiesandprocedurewithmyDepartmentHeadortheHRDirector.IfurtherunderstandthatI amgovernedbythecontentsofthepersonnelmanualanditismyresponsibilitytoremain familiarwithalloftheinformationcontainedtherein.Anyviolationofthispersonnelmanual maybecausefortermination. _____________________________________________________________ EmployeeSignatureDate ______________________________________________________________ DepartmentHeadDate #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page60 Ammon City Council 05.04.2023Page 67 of 163 APPENDIXC:NEWDRIVERCONTRACT CITYOFAMMONVEHICLE,EQUIPMENTUSEANDDRIVINGSAFETYPOLICY NEWDRIVERCONTRACT 6YbuxzŽvfdlf‡mY‡6mYf„fYdYxdˆxdf„ ‡Yxd‡mf*n‡zk!wwzx¯ Sfmnbvfª.ƒˆnwfx‡N fYxd,„nnxl SafetyPolicy.IalsoagreetothestatementslistedbelowandunderstandifIfailtomeetanyofthe requirementsorpromises,mydrivingprivilegescould/willbesuspendedorrevoked.Additional disciplinaryactioncouldalsobetaken,uptoandincludingterminationofemploymentdependingupon thecircumstanceandseverityofmydrivingactionsorfailuretomeetthesepromises. 6ŽnvvYandfaYvv„fƒˆn„fwfx‡ zk‡mf*n‡zk!wwzx¯ Sfmnbvfª.ƒˆnwfx‡N fªYxd,„nnxl SafetyPolicy. __________________________________________________________ EmployeeSignaturePrintedNameDate __________________________________________________________ DepartmentHeadSignaturePrintedNameDate #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page61 Ammon City Council 05.04.2023Page 68 of 163 REQUESTTOADD/REMOVEDRIVER Allinformationmustbecompletelyandaccuratelystated.Anyomissionsorinaccuracieswill causeadelayordenialofauthorization.AnyquestionspleasecontacttheHumanResource Department. Request: Checkappropriatebox:____AddDriver____RemoveDriver____ChangeDriverInfo DriverInformation Department:__________________________ FullName:__________________________DateofBirth:_____________________ HomeAddress:City:______________________________ State:______________ Zip:_____________ HomePhone:___________CellPhone:__________________________ Driver'sLicense#:________________________StateIssued:____Exp.Date:___/___/__ LicenseClass:______LicenseRestrictions:________LicenseEndorsements:______ DrivingHistory Filloutallthatapplyandprovidedates,timesandanypertinentdetails(forthepast ‡m„ffÂáÐfY„ ­N f‡mfaYbuzk‡mn Ylfnkxffdfdz„Ž„n‡f°xzxf±nkxz‡mnxl‡z„fz„‡­ 1.Accidents: __________________________________________________________________ 2.Tickets: __________________________________________________________________ 3.Convictions: __________________________________________________________________ Icertifythattheinformationprovidedonthisformiscorrectandaccurate.Iunderstandthatthis informationwillbeusedtoobtainarecordofmydrivinghistoryfromtheIdahoStateRepository. IfurtherunderstandthatthedecisiontoauthorizemeasadriverforCityofAmmonwillbebased zx‡mn nxkz„wY‡nzx­6mYf„fYdYxdˆxdf„ ‡Yxd‡mf*n‡¯ Sfmnbvfª.ƒˆnwfx‡N fYxd,„nnxl SafetyPolicyandagreetoabidebyallrulesandregulationsofCityofAmmon. _______________________________________________________________________ EmployeeSignaturePrintedNameDate _______________________________________________________________________ DepartmentHeadSignaturePrintedNameDate #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page62 Ammon City Council 05.04.2023Page 69 of 163 APPENDIXD:ControlledSubstanceTestingConsentFormfor CurrentEmployees Asaconditionofmycontinuedemploymentwith TheCityofAmmon,Iconsenttotakeadrugand/or alcoholtestasrequiredbythetermsofthecompany'sSubstanceAbusePolicy. Iunderstandthatintheeventthatmyspecimentestspositivefordrugs,Iwillbegivenanopportunityto discussthatresultwithanMROforthepurposeofprovidingareasonableexplanationregardingmy positivetestresult. IunderstandthatifmytestremainspositiveforillegaldrugsIwillbeterminatedfromfurther employmentwiththecompany. IalsounderstandthatifIhaveapositivedrugtestandamsubsequentlyfiredbecauseofthatpositive test,Iwaiveallrightstoreceivingunemploymentbenefitsandinsurance,andwillberesponsibleforall incurredattorneyfeesifIchoosetocontestthisfiringbecauseofmypositivedrugtest. Iconsenttothereleaseofmydrugandalcoholtestresultsreceivedby Minert&Associates,Inc.,asthe representativeoftheMedicalReviewOfficer,tomanagementofficialsat TheCityofAmmon and understandthatthoseresultswillbeheldinconfidencebyallpartiesinvolved. Ihavereceived,read,andunderstandthetermsof TheCityofAmmon's DrugFreeWorkplacetesting programandagreetoabidebythoseterms. _____________________________ .wvzff¯ ?YwfÂH„nx‡Ã ______________________________________________ Employee'sSignatureDate #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page63 Ammon City Council 05.04.2023Page 70 of 163 APPENDIXE:DOTDrugTestingConsentFormforCurrent Drivers Asaconditionofmycontinuedemploymentasadriverofacommercialmotorvehiclefor TheCityof Ammon,Iconsenttotakeadrugand/oralcoholtestasrequiredbythetermsofthecompany's SubstanceAbusePolicy. Iunderstandthatintheeventthatmyspecimentestspositivefordrugs,Iwillbegivenanopportunityto discussthatresultwithanMROforthepurposeofprovidingareasonableexplanationregardingmy positivedrugtest. Iunderstandthatifmytestremainspositiveforillegaldrugsoralcohol,Iwillbeterminatedfrom employmentwiththecompany. IalsounderstandthatifIhaveapositivedrugtestandamsubsequentlyfiredbecauseofthatpositive test,Iwaiveallrightstoreceivingunemploymentbenefitsandinsurance,andwillberesponsibleforall incurredattorneyfeesifIchoosetocontestthisfiringbecauseofmypositivedrugtest. IconsenttothereleaseofmydrugandalcoholtestresultsreceivedbyMinert&Associates,Inc.,asthe representativeoftheMedicalReviewOfficer,tomanagementofficialsat TheCityofAmmon,and understandthatthoseresultswillbeheldinconfidencebyallpartiesinvolved. IherebyprovideconsenttoTheCityofAmmontoconductalimitedqueryoftheFMCSACommercial ,„nf„¯ =nbfx f,„ˆlYxd!vbzmzv*vfY„nxlmzˆ f‡zdf‡f„wnxfŽmf‡mf„d„ˆlz„YvbzmzvnzvY‡nzx informationaboutmeexistsintheClearinghouse.Thetermextendsforthedurationofmyemployment andincludes,butisnotlimitedto,annualqueries.Iunderstandthatifthelimitedqueryconductedby TheCityofAmmonindicatesthatdrugoralcoholviolationinformationaboutmeexistsinthe Clearinghouse,FMCSAwillnotdisclosethatinformationtoTheCityofAmmonwithoutfirstobtaining additionalspecificconsentfromme.IfurtherunderstandthatifIrefusetoprovideconsentforTheCity ofAmmontoconductalimitedqueryoftheClearinghouse,TheCityofAmmonmustprohibitmefrom performingsafety-sensitivefunctions,includingdrivingacommercialmotorvehicle,asrequiredby 3>*L!¯ d„ˆlYxdYvbzmzv„zl„Yw„flˆvY‡nzx ­ Ihavereceived,read,andunderstandthetermsof TheCityofAmmon's DrugFreeWorkplacetesting program,andagreetoabidebythoseterms. ______________________________________________ Driver'sName(print)Date ____________________________________________ Driver'sSignatureDate #bmrh_!ffhg0^klhgg^e0heb\\r-ZgnZe¹!f^g\]^\]\[r2^lhenmbhg×ÚØÚÙ¨ØØÞ2 Page64 Ammon City Council 05.04.2023Page 71 of 163 Ammon City Council 05.04.2023Page 72 of 163 Ammon City Council 05.04.2023Page 73 of 163 Ammon City Council 05.04.2023Page 74 of 163 Ammon City Council 05.04.2023Page 75 of 163 Ammon City Council 05.04.2023Page 76 of 163 Ammon City Council 05.04.2023Page 77 of 163 Ammon City Council 05.04.2023Page 78 of 163 Ammon City Council 05.04.2023Page 79 of 163 Ammon City Council 05.04.2023Page 80 of 163 Ammon City Council 05.04.2023Page 81 of 163 Ammon City Council 05.04.2023Page 82 of 163 Ammon City Council 05.04.2023Page 83 of 163 Ammon City Council 05.04.2023Page 84 of 163 Ammon City Council 05.04.2023Page 85 of 163 Ammon City Council 05.04.2023Page 86 of 163 Ammon City Council 05.04.2023Page 87 of 163 Ammon City Council 05.04.2023Page 88 of 163 Ammon City Council 05.04.2023Page 89 of 163 Ammon City Council 05.04.2023Page 90 of 163 10-4-1: Ordinance and Map May Be Amended 10-4-2: Petition to Planning Commission 10-4-3: Amendments to be in Harmony with Land Use Plan 10-4-4: Public Hearing Notice 10-4-5: Reconsideration Ammon City Council 05.04.2023Page 91 of 163 Ammon City Council 05.04.2023Page 92 of 163 Ammon City Council 05.04.2023Page 93 of 163 Ammon City Council 05.04.2023Page 94 of 163 Ammon City Council 05.04.2023Page 95 of 163 N/F N/F N/F MORA E MAX N/F MORA E MAX HARTNER AMMON INST. No. 256732 HARTNER AMMON INST. No. 146307 PARCEL#RPB5010001006O FOUND 1/2" REBAR (1" DEEP) FOUND 1/2" REBAR W/CAP PAT LS W/ILLEGIBLE CAP (2" DEEP) EXTG ACCESS DOORS EXTG OHD EXTG OHD EXTGEXTG RRRR EXTG CONCRETE DOORS EXTG DOOR W/CAP PAT LS 4347 EXTG (FLUSH) DOORS DOORS FOUND MAG NAIL FOUND MAG NAIL ACCESS ACCESS N/F 67'-8" INST. No. 530739 SCALE: NTS SITE AERIAL PROPOSED MIX BUILDING 'A' PHASE I & II - ALL C/C EXT. MINIS 'B' - 'L' LOCKER TOTALSQ. FT.% 7'-0" SIZE PH. ISQ. FT.%PH. IISQ. FT.%TOTALSQ. FT.%QTY.SQ. FT.% EXTG SLIDER 5 x 51022,5507%401,0005%1423,9007%000%1423,5505% 5'-7" OFFICE PROP'D 5 x 8000%228804%228801%000%228801% SLIDER BREAK ROOM 5 x 10%1909,50027783,90020%26815,50026%000%26813,40018% FOUND 1/2" REBAR W/CAP PAT LS EXTG 4347 (FLUSH)DOOR 1,231 ± S.F. 7 x 10000%000%0%00%000%000 8 x 101800%201,6008%211,6003%000%211,6802% RE-USE MOP/ADAADA AREA COMMRRRR RM PROP'DPROP'D EXTGPROP'DPROP'D 10 x 1019119,10054%616,10031%25226,60045%14014,00073%39239,20053% PROP'D +0'-0" ELEV.DOOR10'x12' OHD DOORSDOOR12'x10' OHD DOOR CONCRETE VESTIBULE PROP'D CANOPY EXTG RAMP 10 x 15284,20012%426,30032%7010,50018%345,10027%10415,60021% EXTGEXTGEXTG CONCRETE DOORS EXTG ACCESS TOTAL51235,430100%26319,780100%77558,980100%17419,100100%94974,310100% -0'-6" ELEV. EXTG ACCESS 13 ADA LOCKERS REQ'D/PROVIDED IN PHASE I +-28' AGL 12 ADA LOCKERS REQ'D/PROVIDED IN PHASE II 25 308'-10" Zoning Information FOUND 1/2" REBAR (FLUSH) ADA RR Project Name: Project # 718072 RISER ROOM U-Haul Moving & Storage of xx Municipality:City of Ammon N/F Project Address: 3101 E. 17th St., Ammon, ID 83406 INST. No. 530739 71'-2" APN /Acre / Area: RPB2770001004O/ 8.30 acre/ 361,891 area 52'-5" 84'-10" Zone: CC-1 Ï Central Commercial Adjacent Zoning:N- CC-1 Ï Central Commercial/ R-3A Ï Residence 82'-9" E- CC-1 Ï Central Commercial 116'-6" S- CC-1 Ï Central Commercial W- CC-1 Ï Central Commercial/ R-2A Ï Residence Uses: Retail Store 30'-0"30'-0" FOUND MAG NAIL FOUND MAG NAIL Bulk Requirements Setbacks: RECIPROCAL ACCESS Street yard: 30-ft. Side yard: N/A Rear yard: N/A 25'-0" N/F BUILDING Height Limit: Max building height is Subject to the Fire DepartmentÔs ability to provide adequate fire INST. No. 1156368 protection. Max lot Coverage: n/a N/F Parking: INST. No. 090470 N/F PARTS LC INST. No. 033156 Retail Establishment = 3 sp./ 1,000-sf. Landscape: RECIPROCAL U-HAUL OF AMMON ACCESS 30' FRONT YARD SETBACK 3101 E 17TH ST Landscaping and Screening Required AMMON, ID 83406 In zones requiring landscaping there shall be a landscaped strip of lawn, shrubbery and/or trees EXTG provided and maintained along the entire length of any street within the zone. A landscaping width of CONC. WALK 30-ft. for all developments abutting any arterial street shall be required. Developments abutting a CONC. WALK collector street shall provide a 15-ft. buffer along the collector. Developments having frontage on both SITE PLAN an arterial and a collector or local street shall provide the above landscaping requirements on both FOUND 1/2" REBAR FOUND 1/2" REBAR streets. FOUND 1/2" REBAR W/CAP PAT LS 4347 (FLUSH) (2" DEEP) Screening Requirements C L Screening shall be provided between residential and non-residential zones. Screening shall consist of evergreen shrubs closely spaced, walls, fences to be maintained at a min. height of 6-ft. unless 718072 otherwise specified. In some cases, the requirement of the Ñpark landscape stripÒ buffer may be required. BDC NH SP1 07/21/22 SCALE: 1" = 40'-0" SITE PLAN Ammon City Council 05.04.2023Page 96 of 163 Ammon City Council 05.04.2023Page 97 of 163 Ammon City Council 05.04.2023Page 98 of 163 Ammon City Council 05.04.2023Page 99 of 163 Ammon City Council 05.04.2023Page 100 of 163 Ammon City Council 05.04.2023Page 101 of 163 Ammon City Council 05.04.2023Page 102 of 163 Ammon City Council 05.04.2023Page 103 of 163 Ammon City Council 05.04.2023Page 104 of 163 Ammon City Council 05.04.2023Page 105 of 163 Ammon City Council 05.04.2023Page 106 of 163 Ammon City Council 05.04.2023Page 107 of 163 Ammon City Council 05.04.2023Page 108 of 163 Ammon City Council 05.04.2023Page 109 of 163 Ammon City Council 05.04.2023Page 110 of 163 Ammon City Council 05.04.2023Page 111 of 163 Ammon City Council 05.04.2023Page 112 of 163 Ammon City Council 05.04.2023Page 113 of 163 Ammon City Council 05.04.2023Page 114 of 163 Ammon City Council 05.04.2023Page 115 of 163 Ammon City Council 05.04.2023Page 116 of 163 Ammon City Council 05.04.2023Page 117 of 163 LOT AREA TABLE 050'100' SCALE: 1" = 50' Ammon City Council 05.04.2023Page 118 of 163 JOE RAINEY Ammon City Council 05.04.2023Page 119 of 163 Ammon City Council 05.04.2023Page 120 of 163 Ammon City Council 05.04.2023Page 121 of 163 Ammon City Council 05.04.2023Page 122 of 163 Ammon City Council 05.04.2023Page 123 of 163 Ammon City Council 05.04.2023Page 124 of 163 Exterior lighting within the mixed use zone shall be required to meet the following standards: Light overlap or trespass onto adjacent properties shall be taken into consideration as part of the review of all master plans. While lighting is not required to be provided on a master plan both the Planning and Zoning Commission and City staff may provide input in areas where such light overlap or trespass may be a concern. Lighting types to be considered include, but are not limited to, street lighting, parking lot lighting, building exterior lighting, landscape lighting, plaza, walkway and trail lighting. Any lights used to illuminate a site shall be arranged to reflect light away from the adjoining property. Lighting design shall promote dark sky principles which seek to minimize light pollution and degradation of the nighttime skies by incorporating lighting practices that minimize the amount and area of illumination. Such practices include: 1. Providing lighting fixtures with lamp wattages designed for the minimum level required by the use. 2. Providing energy efficient light sources. 3. Minimizing light trespass and glare by aiming fixtures downward and shining light only where it is needed and providing appropriate shielding as necessary to ensure that little or no unwanted light falls directly onto adjacent property. Ammon City Council 05.04.2023Page 125 of 163 4. Minimizing the duration of illumination of certain light sources by having lights out as long as practical. Owners and tenants will be encouraged to limit the times of lighting within a development whenever practical. 5. Special attention shall be given by the developer regarding mixed use buildings that may provide both commercial and residential uses within the same building. At site plan review time, City Staff may make recommendations to the developer regarding possible lighting conflicts within the site plan. It shall be the developerųs responsibility to provide accommodations when lighting may conflict between uses. The developer shall install streetlights at locations required by the City Engineer and shall meet any standards or policies adopted by the City for street lighting. All street lighting shall continue to follow the requirements set forth in this ordinance regarding light overlap or trespass. All street and public open space lighting required as part of a mixed use development shall be included into a lighting district prior to the final approval of any roadways or acceptance of any park/streets within the development. Said lighting district shall assess the cost of maintenance and power to all properties within the development on an equal per lot basis, unless at the time of formation of a lighting district the Board of Directors of the lighting district agrees and orders an assessment considered to be more equitable to the property owners within said district. (F)All signage requested on buildings within the multi-use zone where both a commercial and residential use is contained shall follow the dark sky principals and should be designed to alleviate up lighting and lighting into residential portions of the building. The developer shall be required to provide a lighting analysis showing Ammon City Council 05.04.2023Page 126 of 163 the dark sky principals have been followed in the design of any on-building signs used for commercial business location or for building identification signage. Ammon City Council 05.04.2023Page 127 of 163 Ammon City Council 05.04.2023Page 128 of 163 Ammon City Council 05.04.2023Page 129 of 163 Ammon City Council 05.04.2023Page 130 of 163 Ammon City Council 05.04.2023Page 131 of 163 Ammon City Council 05.04.2023Page 132 of 163 Ammon City Council 05.04.2023Page 133 of 163 Ammon City Council 05.04.2023Page 134 of 163 Ammon City Council 05.04.2023Page 135 of 163 Ammon City Council 05.04.2023Page 136 of 163 Ammon City Council 05.04.2023Page 137 of 163 Ammon City Council 05.04.2023Page 138 of 163 Ammon City Council 05.04.2023Page 139 of 163 Ammon City Council 05.04.2023Page 140 of 163 Ammon City Council 05.04.2023Page 141 of 163 Ammon City Council 05.04.2023Page 142 of 163 Ammon City Council 05.04.2023Page 143 of 163 Ammon City Council 05.04.2023Page 144 of 163 Ammon City Council 05.04.2023Page 145 of 163 Ammon City Council 05.04.2023Page 146 of 163 Ammon City Council 05.04.2023Page 147 of 163 Ammon City Council 05.04.2023Page 148 of 163 Ammon City Council 05.04.2023Page 149 of 163 Ammon City Council 05.04.2023Page 150 of 163 Ammon City Council 05.04.2023Page 151 of 163 LOT AREA TABLE 050'100' SCALE: 1" = 50' Ammon City Council 05.04.2023Page 152 of 163 Ammon City Council 05.04.2023Page 153 of 163 Ammon City Council 05.04.2023Page 154 of 163 Ammon City Council 05.04.2023Page 155 of 163 Ammon City Council 05.04.2023Page 156 of 163 Ammon City Council 05.04.2023Page 157 of 163 AmmonCityCouncil May4,2023 MayorColettiandCityCouncilmembers: DiscussionandApprovalofOrdinance699-CapitalImprovementFundLevy StaffPresenting: MicahAustin,CityAdministrator Recommendation -DiscussOrdinance699andadoptiftherearenochanges.Directstaffaccordingly. SummaryofAnalysis 1.AttheApril13,2023andtheApril20,2023meetingsoftheAmmonCityCouncil,theCity Councildirectedstafftodraftanordinanceincompliancewith50-236toadoptacapital improvementfundlevy. 2.Ordinance699meetstherequirementsofIdahoCode50-236.AdoptionofOrdinance699will begintheprocessofaddinganewCapitalImprovementsFundLevytoallpropertieswithinthe CityofAmmon. 3.IdahoCodeSection50-236authorizesmunicipalitiestoestablishalevyforfundingaCapital ImprovementFundbyordinanceforaspecificpurposeinanygivenyear,and 4.TheCapitalImprovementFundlevyshallnotexceed0.0004ofmarketvalueforassessment purposesandwillgenerateapproximately$800,000infunding. 5.TheCapitalImprovementFundlevyshallbeusedformaintenance,rehabilitation,and reconstructionofstreets,thoroughfares,andpathwayswithintheCityofAmmon;and 6.InaccordancewithIdahoCode50-236,theCityCounciloftheCityofAmmonwillusethefunds generatedfromtheCapitalImprovementFundlevyduringtheFiscalYear2023-2024budget cycleandforsuccessivebudgetcyclesuntilthisordinanceisrescindedbytheCityCouncil. FinancialImpact -AccordingtoIdahoCode,theCityofAmmonwillestablishanewgovernmentfundtoreceive revenuegeneratedfromtheCapitalImprovementsFundLevy.InFY24,theCapital ImprovementsFundLevywillgenerateapproximately$800,000.Thisfundingwillbeusedfor streetmaintenanceandstreetimprovements. Motion SeescriptprovidedbytheCityClerk. Attachments: 1.Ordinance699andSummary. 2135SouthAmmonRd.,Ammon,Idaho83406CityHall:(208)612-4000 www.cityofammon.usPage|1 Ammon City Council 05.04.2023Page 158 of 163 Ammon City Council 05.04.2023Page 159 of 163 ORDINANCENO.699 CITYOFAMMON ANORDINANCEOFTHECITYOFAMMON,IDAHO, ADOPTINGACAPITALIMPROVEMENTFUNDLEVYFOR FUNDINGESSENTIALSTREETIMPROVEMENTSAND MAINTENANCE;SAVINGSANDSEVERABILITYCLAUSE, PROVIDINGANEFFECTIVEDATE. BEITORDAINEDBYTHECITYCOUNCILANDMAYOROFTHECITYOFAMMON, IDAHOTHATORDINANCE699ISHEREBYADOPTEDACCORDINGTOTHE FOLLOWING: WHEREAS,IdahoCodeSection50-236authorizesmunicipalitiestoestablishalevyforfundinga CapitalImprovementFundbyordinanceforaspecificpurposeinanygivenyear,and WHEREAS,theCapitalImprovementFundlevyshallnotexceed0.0004ofmarketvalueforassessment purposes,and WHEREAS,theCityCounciloftheCityofAmmonfindsseveredeficienciesinthestreetssystem withinthecorporatelimits;and WHEREAS,theCapitalImprovementFundlevyshallbeusedformaintenance,rehabilitation,and reconstructionofstreets,thoroughfares,andpathwayswithintheCityofAmmon;and WHEREAS,inaccordancewithIdahoCode50-236,theCityCounciloftheCityofAmmonwillusethe fundsgeneratedfromtheCapitalImprovementFundlevyduringtheFiscalYear2023-2024budgetcycle andforsuccessivebudgetcyclesuntilthisordinanceisrescindedbytheCityCouncil; NOW,THEREFORE,BEITORDAINEDBYTHEMAYORANDCOUNCILOFTHECITYOF AMMON: Section1.EstablishmentofCapitalImprovementFundLevy.PursuanttoIdahoCodeSection 50-236,theAmmonCityCouncilherebyestablishesaCapitalImprovementFundlevyof0.0004tofund essentialmaintenanceandimprovementstotheCityofAmmonstreetsystem. Section2.AddingCapitalImprovementFundLevytoPropertyTaxRoll.TheCityCouncilof theCityofAmmonherebydirectstheCityAdministratorandCityTreasurertocompletethose documentsnecessarytorequestBonnevilleCountyincludeaCapitalImprovementFundlevyof0.0004 forFiscalYear2024andsuccessiveyearsuponthetaxrolls. Ammon City Council 05.04.2023Page 160 of 163 Section3.SavingsandSeverabilityClause.Ifanyprovisionofthisordinanceisheldtobeinvalid orunenforceablebyanycourtortribunalofcompetentjurisdiction,theremainderofthisordinanceshall notbeaffectedthereby,andsuchprovisionsshallbecarriedoutandenforcedasnearlyaspossible accordingtoitsoriginaltermsandintent. Section4.EffectiveDate.ThisordinanceentitledOrdinanceNo.699shallbeeffectiveuponits passageandpublicationasprovidedbylaw. EnactedbytheCityCouncilasOrdinanceNo.699anordinanceoftheCityofAmmononthe4dayof May,2023. CITYOFAMMON __________________________ SeanColetti,Mayor ATTEST: ______________________ KristinaBuchan,CityClerk 2 Ammon City Council 05.04.2023Page 161 of 163 STATEOFIDAHO) )ss. CountyofBonneville) I,KRISTINABUCHAN,CITYCLERKOFTHECITYOFAMMON,IDAHODOHEREBYCERTIFY; Thattheaboveandforegoingisafull,trueandcorrectcopyoftheOrdinanceentitled, ORDINANCENO.699 CITYOFAMMON ANORDINANCEOFTHECITYOFAMMON,IDAHO,ADOPTINGA CAPITALIMPROVEMENTFUNDLEVYFORFUNDINGESSENTIALSTREET IMPROVEMENTSANDMAINTENANCE;SAVINGSANDSEVERABILITY CLAUSE,PROVIDINGANEFFECTIVEDATE. DATEDthis4dayofMay,2023. ________________________________ KristinaBuchan,CityClerk 3 Ammon City Council 05.04.2023Page 162 of 163 SUMMARYOFORDINANCENO.699 CITYOFAMMON ANORDINANCEOFTHECITYOFAMMON,IDAHO,ADOPTINGA CAPITALIMPROVEMENTFUNDLEVYFORFUNDINGESSENTIALSTREET IMPROVEMENTSANDMAINTENANCE;SAVINGSANDSEVERABILITY CLAUSE,PROVIDINGANEFFECTIVEDATE. ThefulltextofthisSummarizedOrdinanceNo.699,isavailableattheCityClerk’sOffice, AmmonCityOffice,2135SAmmonRoad,Ammon,Idaho. ATTEST:CITYOFAMMON _________________________________________________________________ KristinaBuchan,CityClerkSeanColetti,Mayor Ihavereviewedtheforegoingsummaryandbelievethatitprovidesatrueandcompletesummary ofCorrectedOrdinance#699andthatthesummaryprovidesadequatenoticetothepublicofthecontents ofthisordinance. DATEDthis4dayofMay,2023. ________________________________ ScottHall,CityAttorney 4 Ammon City Council 05.04.2023Page 163 of 163