12.20.2018CouncilAgenda-Packet
2135 SOUTH AMMON ROAD
CITY COUNCIL-AGENDA
THURSDAY, DECEMBER 20, 20187:00 P.M.
CALL TO ORDER: Mayor Sean Colettiat 7:00 p.m.
Pledge of Allegiance CouncilmemberThompson
Prayer CouncilmemberTibbitts
MINUTES:None
ITEMS FROM MAYOR:
CONSENT AGENDA:Accounts Payable Exhibit A
PUBLIC COMMENT REGARDING ITEMS NOT ON AGENDA:(5 Minute Limitation):
PUBLIC HEARINGS:None
ACTION ITEMS:
1.Water Rate for Notice and Publication
2.Resolution 2018-019RMeter Installation Plan
3.Resolution 2018-020RPersonnel Policy Manual
4.Resolution 2018-018R2019City Council Meeting Schedule
5.Eagle Park Preliminary Plat
6.Godfrey Subdivision Preliminary Plat
DISCUSSION ITEMS:
1.Misc.
EXECUTIVE SESSION:
1.Real Property Acquisitions -Idaho Code 74-206 (1) (c)
INDIVIDUALS NEEDING ACCOMODATION DUE TO DISABILITY MUST
CONTACT CITY HALL NO LATER THAN 1:00 P.M. THE DAY BEFORE THE
SCHEDULED MEETING TO ARRANGE ASSISTANCE
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City Council Meeting: December 20, 2018
Mayor Coletti and City Councilmembers:
Direction to Staff to Publish Water Rates
Staff Presenting:
Micah Austin, City Administrator
Recommendation
- Staff recommends approval of the water rates as presented.
- All department heads and hired consultants relevant to this issue recommend approval of the
water rates as presented.
Summary of Analysis
- The Mayor and Council have considered adopting metered water rates for several years. The
subject of metered water rates has been a discussion since the 1970s.
- City staff recommend approval of the water rates for the following reasons:
o The current rates are not sustainable and place the water system at risk.
o The proposed rates will stabilize the water fund and provide necessary revenue for
capital projects that are required to sustain the system.
o
rates and has confirmed they are justified on an engineering basis and are necessary to
Recommended Water Rates
- Metered Water Rates for all residential metered customers
o Base Rate: $30.00
o Usage Rate: $1.00 per 1,000 gallons of usage
- Unmetered Water Rates for all residential unmetered customers
o Route 4 (smaller lots): $50.00
o Route 5 (larger lots): $70.00
Financial Impact
- The proposed water rates are adequate to maintain the operational needs of the Ammon City
Water System and provide funding for the capital improvements necessary to sustain the public
water system.
Motion
direct staff to publish the water rates as proposed according to state law and schedule a
public hearing to consider adoption of the new rates
Attachments:
1.None
2135 South Ammon Rd., Ammon, Idaho 83406 City Hall: (208) 612-4000
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City Council Meeting: December 20, 2018
Mayor Coletti and City Councilmembers:
Approval of Resolution 2018-019R, Water Meter Installation Plan for Unmetered Locations
Staff Presenting:
Micah Austin, City Administrator
Recommendation
- Staff recommends approval of Resolution 2018-019R, thereby adopting the phased water meter
installation plan.
Summary of Analysis
- The propose plan is identical to the plan presented and discussed on December 13.
- Phase I of the Plan proposes the following:
o Timeline:
March 2019 to September 31, 2020
o Unmetered Services: 916 locations (410 within Phase I boundaries, 506 throughout the
City)
Estimated Cost: $1,562 per location or $1,430,792 total over two years.
- Phase II of the Plan proposed the following:
o Timeline:
October 1, 2020 to September 31, 2024
o Unmetered Services: 444 locations
o Estimated Cost: $2500 per location or $1,110,000 total cost.
- The entire plan and map of the phases is attached as Exhibit A to the resolution.
Financial Impact
- Phase I:
o Estimated Cost: $1,562 per location or $1,430,792 total over two years.
o Fiscal Year 2019: Funding will be drawn from the Water Fund GL#: 61-610-700. This line
item is for Capital Outlay. For FY 2019, this line item includes $725,000 that can be
dedicated for this purpose. This will accomplish approximately 464 meter installations
in this fiscal year.
o Fiscal Year 2020: Funding will be drawn from Water Fund GL# 61-610-700. The amount
necessary will depend on the progress made in FY2019 but will be approximately
$705,792. This will be funded through water fund reserves and through revenue
received from the new water rates dedicated to capital improvements.
- Phase II:
o Estimated Cost: $2500 per location or $1,110,000 total cost.
o Anticipated funding for meter installation will come from Water Fund GL# 61-610-700
from revenues dedicated to capital improvements. Funding will be drawn from capital
reserves generated from new water rates.
2135 South Ammon Rd., Ammon, Idaho 83406 City Hall: (208) 612-4000
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o This phase of the project will rely on implementation of the Community Master Plan and
will involve other funding sources in addition to the Water Fund. Streets, Wastewater,
and Water funds will be involved in completion of this phase, which will include new
curbs, sidewalks, gutters, streets, water lines, sewer lines, and other new infrastructure.
Motion
Resolution 2018-019R, thereby adopting the Water Meter Installation Plan for
Unmetered Locations
Attachments:
1. Resolution 2018-019R with Exhibit A (Water Meter Installation Plan for Unmetered Locations
2135 South Ammon Rd., Ammon, Idaho 83406 City Hall: (208) 612-4000
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A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AMMON, IDAHO ADOPTING A PLAN FOR
INSTALLING WATER METERS IN ALL UNMETERED LOCATIONS BEGINNING IN 2019 AND ENDING IN 2026
WHEREAS, the City operates a public water system that delivers potable water to all customers
for culinary and irrigation purposes; and
WHEREAS, the City of Ammon began installing water meters after several decades of installing
water service lines without water meters; and
WHEREAS, the City Council intends to adopt metered water rates that will provide the necessary
funds to maintain and sustain the public water system; and
WHEREAS, after adoption of any metered water rate, there will be customers on the public
water system that are unmetered and customers that are metered; and
WHEREAS, the City Council intend to minimize the amount of time when there are both metered
and unmetered customers; and
WHEREAS, the effective date of this resolution shall be December 20, 2018; and
NOW, THEREFORE, BE IT RESOLVED by the Mayor and the City Council of Ammon, Idaho that the
City Council hereby adopts Exhibit A to this resolution as the 2019-2025 Water Meter Installation Plan
for Unmetered Locations.
This Resolution will be in full force and effect upon its adoption this twentieth (20) day of December,
2018.
CITY OF AMMON
______________________________
Sean Coletti, Mayor
ATTEST:
_________________________
Rachael Sanders,
City Clerk
Resolution 2018-019R2019-2025Water Meter Installation Plan
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2019-2025 Water Meter Installation Plan
Phased Plan for Unmetered Locations
Adopted by Resolution 2018-019R
December 20, 2018
TH
PHASE I: SOUTH OF 17 TRIANGLE.
Timeline:
o March 2019 to September 31, 2020
Unmetered Services: 916 locations (410 within Phase I boundaries, 506 throughout the City)
Estimated Cost: $1,562 per location or $1,430,792 total over two years.
Subdivisions:
o Meadow Lark Estates, Southwick Addition, Hiller Addition, Legacy Professional, Eagle
Pines, Greenfield Park, Westwood Addition, Ammon Meadows, Jeannie Jean Estates,
Utterbeck Addition, Pony Acres Addition, Shangrila Homes, Barbara Jean Estates,
Peterson Park Subdivision, East Hills Addition, Ammon Ranch, Ammon Elevator Addition,
Maiben Jones Addition, Warren Bird, Arnold Wadsworth, Tom Bird.
Funding Source:
o Fiscal Year 2019: Funding will be drawn from the Water Fund GL#: 61-610-700. This line
item is for Capital Outlay. For FY 2019, this line item includes $725,000 that can be
dedicated for this purpose. This will accomplish approximately 464 meter installations
in this fiscal year.
o Fiscal Year 2020: Funding will be drawn from Water Fund GL# 61-610-700. The amount
necessary will depend on the progress made in FY2019 but will be approximately
$705,792. This will be funded through water fund reserves and through revenue
received from the new water rates dedicated to capital improvements.
Implementation:
o City will issue an RFP for eligible contractors in January 2019 to begin installation of
meters and vaults in March 2019.
o Staff are open to multiple contractors or a single contract for completing the work.
PHASE II: AMMON TOWNSITE AND HILLVIEW VILLAGE
Timeline:
o October 1, 2020 to September 31, 2024
Unmetered Services: 444 locations
Estimated Cost: $2500 per location or $1,110,000 total cost.
Subdivisions: Ammon Townsite, Pulley Addition, Hillview Village
Funding Source:
o Anticipated funding for meter installation will come from Water Fund GL# 61-610-700
from revenues dedicated to capital improvements. Funding will be drawn from capital
reserves generated from new water rates.
o This phase of the project will rely on implementation of the Community Master Plan and
will involve other funding sources in addition to the Water Fund. Streets, Wastewater,
2135 South Ammon Rd., Ammon, Idaho 83406 City Hall: (208) 612-4000
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and Water funds will be involved in completion of this phase, which will include new
curbs, sidewalks, gutters, streets, water lines, sewer lines, and other new infrastructure.
Implementation: Completion of this phase will coincide directly with completion of the Master
Plan segments as identified in the Master Plan for the Ammon Townsite and Hillview Village.
2135 South Ammon Rd., Ammon, Idaho 83406 City Hall: (208) 612-4000
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City Policy on Installation and Charging for Water Meters and Water Vaults
Upon the effective date of this resolution, it shall be the policy of the City of Ammon regarding fees and
installation of water meters and water vaults according to the criteria listed below in Section 1-3.
Section 1. Water meters and vaults. Water meters ğƓķ vaults are charged to the customer in the
following situations:
1. New residential construction.
2. Any commercial development that does not have a meter and/or a vault. This includes new
construction, remodels, and any project requiring a building permit or repairs to the existing
water lines.
Section 2. Water Meters. Water meters ƚƓƌǤ are charged to the customer in the following situations:
1. When a repair to a water line on the customea vault is not
installed, the customer will pay for the meter but not the vault. The City will pay for the vault.
Section 3. All other situations.
1. In all other situations that do not pertain to Sections 1 and 2 above, the City of Ammon will not
charge for meters or vaults.
Section 4. Optional Meter Installation
1. At any time, a customer that is currently unmetered may request that a meter is installed on
their service connection. This situation falls under Section 2 above.
2. Unless otherwise approved by the City Council, meters shall be installed on the property line or
as proximate to the main water line as reasonably possible. The City Council may, at their
discretion, allow meters to be installed in locations not proximate to the main water line.
2135 South Ammon Rd., Ammon, Idaho 83406 City Hall: (208) 612-4000
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City Council Meeting: December 20, 2018
Mayor Coletti and City Councilmembers:
Approval of Resolution 2018-020R approving the Updated Personnel Policy Manual
Staff Presenting:
Micah Austin, City Administrator
Recommendation
- Staff recommends approval of Resolution 2018-020R, thereby replacing the currently adopted
Personnel Policy Manual with a new version.
- All Department Heads have reviewed the changes and recommend approval.
Summary of Analysis
- The current Personnel Policy Manual was adopted on July 12, 2018 by Resolution 2018-006R.
Prior to that update, the policy was amended on February 4, 2016 by Resolution 2016-002. The
manual was also revise in December 2015 and in February 2012.
- The proposed updates to the Personnel Policy Manual are presented as Attachment 1 to this
staff report. These edits will not be shown in the clean copy, which will be Exhibit A of
Resolution 2018-020R.
- Highlighted Updates from the proposed Personnel Policy Manual:
o Paid Time Off (PTO) system replaces Vacation and Sick Leave.
o Performance Evaluations required for all employees during the month of September.
o Ammon Days a regular, required work day for all employees.
o Day-After-Thanksgiving a new city holiday (replaces prior policy on Ammon Days)
o Amended dress code primarily effecting Public Works and Parks employees.
Financial Impact
- The amendments related to Paid Time Off (PTO) introduce a longevity bonus that rewards long-
serving employees. As proposed, the bonus would pay an employee $100 for each year of
service, beginning at five years. This bonus takes the place of longevity vacation time, which is
the policy now for long-serving employees. As calculated, the longevity bonus should not add
any more financial liability than the current policy.
Motion
Resolution 2018-020R, thereby adopting a revised Personnel Policy Manual that
better reflects current practices and establishes new organizational polices for all City of Ammon
Employees
Attachments:
1. Resolution 2018-020R with Exhibit A (Personnel Policy Manual showing markups and changes)
2135 South Ammon Rd., Ammon, Idaho 83406 City Hall: (208) 612-4000
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This policy establishes a safe, efficient and cooperative working environment,
establishes the responsibilities and level of performance expected of all City
employees and explains certain benefits provided to City employees.
The policies and benefit offerings outlined in this policy are subject to change at
any time, without prior notice to, and consent of, city employees. Changes may be
made in the sole discretion of the City Council.
All employees of the City are At-Will and are employed at the discretion of the
Mayor and City Council and will have no right to continued employment or
employment benefits, except as may be agreed to in writing and expressly
approved by the City Council. This personnel policy is not a contract of
employment and is not intended to specify the duration of employment or limit the
reasons for which an employee may be discharged. All provisions of this Policy will
be interpreted in a manner consistent with this paragraph. In the event of any
irreconcilable inconsistencies, the terms of this paragraph will prevail. Only a
written contract expressly authorized by the City Council can alter the at-will nature
of employment by the City, notwithstanding anything said by an Elected Official or
supervisor.
Updated Policy Date
January 1, 2019-????
July 12, 2018-Resolution 2018-006R
February 4, 2016-Resolution 2016-002
December 18, 2014-Resolution 2014-012
February 2, 2012-Resolution 2012-002
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SECTION 1: GENERAL POLICIES
A. INTRODUCTION TO PUBLIC EMPLOYMENT....5
B. EQUAL EMPLOYMENT OPPORTUNITY STATEMENT 5
C. VETERAN'S PREFERENCE. 5
D. NEPOTISM AND CONFLICT OF INTEREST PROHIBITED. 5
E. PREFERENCE FOR PROMOTION FROM WITHIN. 6
SECTION 2: EMPLOYMENT START-UP
A. EMPLOYMENT FORMS TO BE COMPLETED. 7
B. PAYROLL REPORTING SYSTEMS. 7
C. DISTRIBUTION OF POLICY... . 7
D. INTRODUCTORY PERIOD. 7
E. POSITION REQUIREMENTS..7
SECTION 3: RULES OF EMPLOYEE CONDUCT
A. PERSONAL PERFORMANCE AND BEHAVIOR 9
B. WORKPLACE CONDUCT.. 10
C. PROHIBITED WORKPLACE CONDUCT 12
D. PROHIBITED DISCRIMINATORY HARASSMENT POLICY. 13
E. THE CITY OF AMMON COMPLAINT PROCEDURE. 15
SECTION 4: EMPLOYEE CLASSIFICATION, COMPENSATION, AND BENEFITS
A. CLASSIFYING EMPLOYEES FOR POLICY PURPOSES. 17
B. COMPENSATION POLICIES 17
C. EMPLOYEE BENEFITS.. 23
SECTION 5: EMPLOYEE EVALUATION AND DISCIPLINE
A. EVALUATION PROCEDURES 30
B. EMPLOYEE PERSONNEL FILES 30
C. EMPLOYEE DISCIPLINE PROCEDURES AND PRINCIPLES 31
SECTION 6: SEPARATION FROM EMPLOYMENT
A. REDUCTIONS IN FORCE. 34
B. REINSTATEMENT PREFERENCE 34
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C. RETIREMENT POLICY34
D. COBRA BENEFITS 34
E. EXIT INTERVIEW 34
F. RESIGNATION POLICY 34
G. ABANDONMENT 35
DRUG AND ALCOHOL FREE WORKPLACE POLICY - APPENDIX A - ATTACHED
TECHNOLOGY USE POLICY - APPENDIX B - ATTACHED
VEHICLE, EQUIPMENT USE AND DRIVING SAFETY POLICY - APPENDIX C -
ATTACHED
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Section
GENERAL POLICIES
1
A. INTRODUCTION TO PUBLIC EMPLOYMENT
Working for the City of AmmonC may be somewhat
different from any employer for which you may have worked in the past. The City is a political
subdivision of the State of Idaho, though it is not a part of state government. The City Council,
C serves as the governing entity for the City, carrying out
local legislative duties and fulfilling other obligations. Only the Council has authority to
establish general policy for employees, including terms and conditions of employment. The
Council also appoints personnel to help carry out its administrative responsibilities.
Each employee should recognize that although he/she may serve as an employee in the office
of an elected or appointed official, he/she remains an employee of the City, not of the official
who supervises his/her work. The terms and conditions set forth in this policy, and in the
resolutions and policy statements which support it, cannot be superseded by any other
official's commitment, without the express written agreement of the Council or Mayor. That
is particularly true for terms or conditions which would establish a financial obligation for the
City, now or in the future. It is important that all employees understand the relationship
between policy adopted by the Council and department policy implemented by other
officials.
The terms set forth in this booklet reflect City policy at the time of its printing, and are subject
to change at any time, without prior notice, and at the sole discretion of the Council.
As with all elected public officials, the Council is ultimately responsible to the voters of the
City.
B. EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
All selection of City employees and all employment decisions, including classification, transfer,
discipline, and discharge, shall be made without regard to race, color, religion, gender, age,
national origin, sexual orientation, veteran status, non-job related disability, or any other
characteristic protected by applicable law. No job or class of jobs will be closed to any
individual except where a mental or physical attribute, gender, or age is a bona fide
occupational qualification. It is the policy of the City to comply in all respects with the
Americans with Disabilities Act. All objections to application of the City, in this regard,
shall be brought to the attention of the Mayor, or in the case of objection to actions
undertaken by the Mayor, to legal counsel for the City.
C. VETERAN'S PREFERENCE
The City will accord a preference to employment of veterans of the U.S. Armed Services in
accord with provisions of Idaho Code § 65-502 or its successor. In the event of equal
qualifications for an available position, a veteran who qualifies for preference pursuant to
Idaho Code § 65-502 or its successor will be employed.
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D. NEPOTISM AND CONFLICT OF INTEREST PROHIBITED
No person shall be employed by the City when said employment would result in a violation of
the anti-nepotism provisions found in Idaho Code § 59-701, §18-1359 or their successors. Any
such appointment shall be void. No person related to a mayor or member of a city council
within the second degree by blood or marriage may be hired or appointed if the pay is from
public funds. No person related to a manager may report directly to them.
E. PREFERENCE FOR PROMOTION FROM WITHIN
Qualified individuals who are already employees of the Citymay be given preference over
outside applicants to fill vacancies in the work force. This preference does not apply to
department head positions.
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Section
EMPLOYMENT START-UP
2
A. EMPLOYMENT FORMS TO BE COMPLETED
The following pre-employment forms must be completed before the employee may begin work
for the City:
1. Employment application form.
2. -4).
3. Immigration form (I-9), with accompanying identification.
4. Criminal background check for full-time regular employees with financial access.
5. Benefit forms.
PAYROLL REPORTING SYSTEMS
Reports of hours worked and time on and off the job must be completed in a timely manner in
accord with procedures established by . Employee time
reports shall contain a certification that it is a true and correct record of the employee's time
and benefit usage for the time period covered and must be signed by both the department
head and by the employee. For further information, see section 4.B.7 of this policy.
B. DISTRIBUTION OF POLICY
At time of employment, each employee should receive a copy of the personnel policy. It is the
responsibility of the employee to familiarize himself/herself with the contents of the personnel
policy and to acknowledge its receipt. Voluntary acceptance of this policy and addendums are
required for all City employees and officials, unless otherwise noted or rendered invalid by law.
Periodic updates or changes shall be distributed and acknowledged.
C. INTRODUCTORY PERIOD
Employees of the City are subject to a three-month introductory period where employees must
demonstrate their abilities to handle the responsibilities of their new position. The City uses
this three-month period to determine if the employee meets the job requirements for which
the employee was hired. During this three-month introductory period either the employee or
the City may end the employment relationship at will, with or without cause or advance notice.
Employees who transfer or promote to another position within the City shall be subject to the
samethree-month introductory period. If the employee is terminated during this introductory
period, they may be returned to their previous position or transferred to another position they
are fully qualified for if such a vacancy exists with the City. Department heads or Council may
extend the introductory period.
D. POSITION REQUIREMENTS
Positions requiring specific qualifications, such as certifications or licenses shall detail the
requirement(s) in their respective job description. This includes positions that require a valid
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In no case shall the City bear the costs associated with the
acquisition of a qualification which is a stated condition for hiring.
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Section
RULES OF EMPLOYEE CONDUCT
3
A. PERSONAL PERFORMANCE AND BEHAVIOR
Each employee of the City is expected to conduct himself/herself as a professional in
harmony with the high standards of the City as established by its mission statement,
policies and other stated goals. Each employee must recognize that public employees are
subject to additional public scrutiny in their public and personal lives because the public's
business requires the utmost integrity and care. In order to accomplish the goals of the City
as a public institution, each employee is expected to avoid personal behaviors which would
bring unfavorable public impressions of the City and its officials. In order to accomplish
this, each employee:
1. SHALL be prompt and regular in attendance at work or other required jobfunctions.
Reports of chronic lateness shall be investigated by the managing official and
appropriate disciplinary action, including dismissal, will be taken if the tardiness
continues. Individual department rules may apply.
2. SHALL comply with dress standards established in the department for which the
employee works. Dress, grooming, and personal cleanliness of employees affects the
morale and productivity of other employees in the workplace and the image which the
City presents to the public. All employees are expected to maintain dress, grooming,
and personal hygiene standards which are appropriate for their work assignment.
Radical departures from conventional dress or personal grooming and hygiene
standards are prohibited in the workplace or when representing the City except when
specifically authorized by management. Dress standards shall be set by the managing
official, but in the absence of any departmental dress standards, clothing shall be
appropriate for the functions performed and shall present a professional appearance to
the public.
a. Shoes must provide safe, secure footing, and offer protection against
hazards. Dress shorts in the summer are permitted, as long as they are not
more than two inches above the knee. Mustaches and beards should be
clean and well-trimmed. It is not in the interest of management to dictate
the private rights of its employees in regards to body piercing, but because of
the safety factors in working machinery and the overall image we want to
present to our constituents, pierced jewelry will be limited to small tasteful
earrings.
b. In the case of known meetings with customers and fellow business people,
the dress should be appropriate for the meeting. If you are indoubt about
what is appropriate in these cases, it is your responsibility to contact your
managing supervisor for direction in this matter.
Employees who do not meet established personal appearance, dress, or cleanliness
standards may be required to leave work, if necessary, until the problem is corrected.
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Employees generally will not be compensated for time lost when they are required to
leave work to comply with established personal appearance requirements. Repeated
violations may result in disciplinary action up to and including termination of
employment.
3. SHALL dedicate primary efforts to City employment. Individual departments have the
right to establish unacceptable secondary employment for department personnel.
4. SHALL avoid conflicts in appointments and working relationships with other employees
in the City and related agencies. No employee shall engage in conduct which violates
Idaho Code § 18-1356 conflict of interest laws.
5. SHALL work cooperatively and constructively with fellow workers and members of the
public to provide public service of the highest quality and quantity.
6. SHALL show a sincere regard for the feelings and self-respect of others. Courtesy is
more than surface politeness; genuine regard for others is recognized in the way you
shortcomings, as well as awareness of your own, should be the standard by which
employees interact with each other and the public. Positive and productive interactions
should be the goal of every employee.
7. SHALL be professional and on task when performing job functions. Unprofessional
behavior, such as detracts from quality of work, poses a safety risk and will
not be tolerated.
8. SHALL not accept gifts or gratuities in excess of $50.00 in any professional capacity
which could create partiality or the impression of partiality.
9. SHALL not serve on any board or commission which regulates or otherwise affects the
official duties or personal interests of said official or employee in a way that could
create disadvantage for other members of the public or advantage for the employee.
10. SHALL not release personnel information or any other public record without the express
authority of the public official responsible for custody of the record, without an order
from a court of competent jurisdiction, or an approved request for public information
form.
11. SHALL not use substances, unlawful or otherwise, which will impair the employee's
ability to function as a valued and competent part of the City work force.
12. SHALL not engage in workplace or public conduct otherwise detrimental to the
accomplishment of the goals established by the Council or the official or department for
whom he/she works.
13. SHALL respect the workplace and your co-workers that may be sensitive to fragrances
and cologne by limiting the use of these products in the workplace.
B. WORKPLACE CONDUCT
Each employee shall be expected to conduct him/herself in the workplace in accordance with
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the following rules. These rules are not to be considered an all-inclusive list of required
conduct for City employees. Rather the following rules are provided to establish fundamental
policy guidelines which help define what is expected and required of all employees.
Each employee:
1. SHALL give his/her best efforts to accomplish the work of the City for public benefit in
accordance with policies and procedures adopted by the elected officials. Each
employee shall be subject to the administrative authority of the official who supervises
the department where the employee works.
2. SHALL adhere to any code of ethics in his/her profession and avoid conflicts of interest
or using his/her public position for personal gain.
3. SHALL follow all rules for care and use of public property to assure that the public
investment in equipment is protected and that the safety of the public and other
workers is maintained.
4. SHALL abide by all departmental rules whether they be written or issued verbally by the
managing official. No employee shall be required to follow the directive of a managing
official which violates laws of any local jurisdiction, the state, or nation.
5. SHALL abide by pertinent State and Federal Statute, and Cityrules concerning the
dissemination of information to the public from public records or about public matters.
The decision to release information from the public records or to disclose writings or
other information in the hands of a public official belongs with the responsible official
who has official custody of that record. Each employee shall maintain the confidential
nature of records which are not open to public scrutiny in accordance with the direction
of the responsible official.
6. SHALL follow rules regarding the reporting of work hours. Failure to follow such rules
may be grounds for delayed payment of wages, salaries, or reimbursements. Repeated
or deliberate violations of time reporting policy shall result in disciplinary action.
7. SHALL follow department rules regarding breaks and lunch periods.
8. SHALL follow all rules for reporting on the job accidents. Each employee shall cooperate
in the reporting and reconstruction of any job-related accident in order that workplace
hazards can be eliminated and that proper consideration can be accorded to injured
workers and the public.
9. SHALL report any accident(s) observed to have happened on City property or involving
City property. Each employee shall provide as much information as he/she can from the
observations made in the course of activities associated with one's work. Such
information should be reported to the employee's managing official as soon as
physically possible and reasonable efforts should be made to assist those in need.
10. SHALL follow all rules regarding safety in the workplace whether established formally by
the department or by outside agencies. Employees are encouraged to suggest ways to
make the workplace or work procedures safer.
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11. SHALL maintain a current driver's license when necessary in the conduct of work for the
City. Each employee must report any state-imposed driving restrictions to his/her
managing official. Each employee is also obligated to notify his/her managing official in
the event that his/her driving abilities are impaired by anything other than state
restrictions.
12. SHALL perform such obligations as are necessary to carry out the work of the City in an
efficient and effective manner at minimal costs and with limited risk to the public and
fellow workers.
C. PROHIBITED WORKPLACE CONDUCT
These rules are not to be considered an all-inclusive list of inappropriate conduct for City
employees. Rather these rules establish fundamental policy guidelines which provide a
basis to define inappropriate workplace conduct for all employees.
Each employee:
1. SHALL NOT be present in the workplace under the influence of drugs, alcohol, illegal
substances or other substances which would impair the ability of the employee to
perform his/her work competently or which would threaten the safety or well-being of
other workers or the public. No employee should be absent from work as a result of the
conditions described above, even though the conduct resulting in the conditionactually
occurs outside regular working hours. For further information, please see the City of
Ammon Drug Free Workplace Policy, Appendix A.
2. SHALL NOT engage in abusive conduct to fellow employees or to the public, or use
abusive language in the presence of fellow employees or the public. Abusive language
shall include profanity and loud or harassing speech.
3. SHALL NOT sleep or be absent from the employee's work station when on duty.
Exception: 24-hour shift employees.
4. SHALL NOT engage in malicious gossip and/or spreading rumors; engaging in behavior
designed to create discord and lack of harmony; willfully interfering with another
employees work output, horseplay or encouraging others to do the same.
5. SHALL NOT use work time for personal business including selling of goods or services to
the general public or preaching religious or political views to members of the public
during the work day. Employees should minimize the amount of work time spent on
similar activities engaged with fellow employees.
6. SHALL NOT engage in political activities while on duty in public service. This rule shall
not apply to elected officials or chief deputies to an elected official. Employees shall
enjoy full political rights when not carrying out their work obligations.
7. SHALL NOT provide false or misleading information on employment applications, job
performance reports, payroll records or any other related personnel documents or
papers.
8. SHALL NOT willfully give false statements to the public, managing officials, the Council
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or Mayor.
9. SHALL NOT discriminate in the treatment of co-workers or members of the public on the
basis of race, color, religion, gender, age, disability, sexual orientation, veteran status, or
national origin, or any other characteristic protected by applicable law.
10. SHALL NOT smoke within any City vehicle, City building or any other public building.
Cigarette butts shall be properly disposed of by depositing in approved waste
containers. Employees shall smoke only in designated areas.
11. SHALL NOT allow unlawful substances or alcoholic beverages either opened or
unopened in any City building or vehicle at any time.
12. SHALL NOT violate state statutes or local rules regarding the inappropriate use,
alteration, destruction, or removal of records kept by the City or by other public
officials, particularly when required by law.
13. SHALL NOT abuse employee benefit offerings by taking unjustified sick leave, unearned
paid vacation, or otherwise participate in a scheme or deception designed to create
incorrect personnel records or to claim benefits which are not deserved in accordance
with the City policy.
14. SHALL NOT violate rules concerning absence from the workplace. (Employees must
obtain prior permission as required by City policy for use of paid/unpaid vacation, sick,
bereavement, or other types of leave granted by this personnel policy.)
15. SHALL NOT engage in prolonged visits with co-workers, children, friends, or family
members that will interfere with the course of work in the office or department in which
the employee serves.
16. SHALL NOT use telephones or computers in the office or workplace in a manner that
violates policy. All employees are responsible to review, understand, accept and adhere
to the City of Ammon Technology Use Policy, Appendix B.
17. SHALL NOT engage in criminal conduct of any kind while on duty or off. Employees are
expected to behave in a lawful and socially acceptable manner. Failure to do so is a
violation of the trust placed in such employees by the public and the managing officials.
18. SHALL NOT violate any lawful rule established by managing officials to maintain order
and productivity in the workplace.
19. SHALL NOT duplicate or misuse City key(s).
D. PROHIBITED DISCRIMINATORY HARASSMENT POLICY
The City is committed to providing all of its employees with a workplace free of
discriminatory harassment. The City maintains a strict policy prohibiting sexual harassment
and harassment on the basis of race, color, national origin, religion, sex, physical or mental
disability, age, veteran status, sexual orientation, or any other characteristic protected by
applicable law.
This prohibition applies to all employees, vendors, associates, or representatives of the
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City.
No employee shall tolerate any conduct prohibited by this policy from anyone while at
work or engaged in City business. The employee shall report any such prohibited behavior
to the appropriate managing official.
This policy is not intended to protect anyone who makes a false allegation of
discriminatory harassment. The City reserves the right to take appropriate disciplinary
action against any employee who makes a false allegation of harassment.
1. SEXUAL HARASSMENT DEFINED:
Sexual harassment prohibited by this policy includes conduct of a sexual nature
when:
a. Submission to such conduct is made a term or condition of employment; or
b. Submission to or rejection of such conduct is used as a basis for employment
decisions affecting the individual; or
c. Such conduct has the purpose or effect of unreasonably interfering with an
employee's work or creating an intimidating, hostile or offensive working
environment.
Whenever one or more of the conditions above exist, the following shall be
considered sexual harassment:
a. Unwanted sexual advances.
b. Offering employment benefits in exchange for sexual favors.
c. Making or threatening retaliation after a negative response to sexual advances.
d. Visual conduct such as leering, making sexual gestures, displaying sexually
suggestive objects or pictures, cartoons, calendars or posters.
e. Verbal conduct such as making derogatory comments, epithets, slurs, jokes or
comments of a sexual nature about an employee's body or dress.
f. Written communications of a sexual nature distributed in hard copy or via a
computer network.
g. Verbal sexual advances or propositions.
h. Verbal abuse of a sexual nature, graphic verbal commentary about an
individual's body, sexually degrading words to describe an individual,
suggestive or obscene letters, notes or invitations.
i. Inappropriate physical conduct such as touching, assault, impeding or blocking
movements.
j. Retaliation for making harassment reports or threatening to report
harassment.
This list is not provided as a complete list, but rather to provide direction in defining
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sexual harassment.
Sexual harassment can occur between employees of the same sex. It is unlawful for
males to sexually harass females or other males, and for females to sexually harass
males or other females.
2. OTHER TYPES OF UNLAWFUL HARASSMENT
The City also prohibits harassment on the basis of race, color, national origin, religion,
gender, physical or mental disability, age, veteran status, sexual orientation, or any
other characteristic protected by applicable law. Such prohibited harassment includes
but is not limited to the following examples of offensive conduct:
a. Verbal conduct such as threats, epithets, derogatory comments or slurs;
b. Visual conduct such as derogatory posters, photographs, cartoons, drawings or
gestures.
c. Written communications containing statements, which may be offensive to
individuals in a particular protected group, such as racial or ethnic stereotypes
or caricatures.
d. Physical conduct such as assault, unwanted touching or blocking normal
movement.
e. Retaliation for making or threatening to make harassment reports to the City.
E. THE CITY OF AMMON COMPLAINT PROCEDURE
Any employee who believes he/she has been subjected to unlawful harassment, prohibited
by this policy, should tell the harasser to stop his/her unwanted behavior and immediately
report the behavior, preferably in writing, to their department head and/or the City
Administrator.
Any employee who becomes aware of unlawful harassing conduct, prohibited by this
policy, either engaged in or suffered by a City employee, regardless of whether or not such
harassment directly affects that employee, the employee shall immediately report the
incident, preferably in writing, to their department head and/or the City Administrator.
Any employee reporting an incident shall do so either preferably in writing or verbally to at
least one of the following; the department head, the City Treasurer and/or the City
Administrator. Upon receipt of a complaint, the department head, CityTreasurer and City
Administrator shall all be made aware of the complaint. The City Administrator will then
be responsible to administer an immediate, thorough and objective investigation on behalf
of the City. The City Treasurerwill be responsible for the creation and maintenance of any
and all record keeping necessary for the proper execution and enforcement of this policy.
Therefore, all written correspondence relative to the incident, including written electronic
communications shall be forwarded to the City Treasurer upon receipt. In addition, any
relative verbal communication shall be summarized by the recipient in writing and
forwarded to the City Treasurer. If it is determined and substantiated that prohibited
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harassment has occurred, appropriate action will be taken to ensure that the conduct will
not reoccur. A determination regarding the alleged harassment shall be made and
communicated to the person claiming harassment, as soon as practical. Employees
violating this policy are subject to the employee discipline procedure outlined in this policy.
The City strictly prohibits retaliation against any person by another employee or by the City
for using this complaint procedure, reporting harassment, or for filing, testifying, assisting
or participating in any manner in any investigation, proceeding or hearing conducted by
the City or a governmental enforcement agency. Prohibited retaliation includes, but is not
limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to
give equal consideration in making employment decisions, failure to make employment
recommendations impartially, adversely affecting working conditions or otherwise denying
any employment benefit.
The City does not consider conduct in violation of this policy to be within the course and
scope of employment and does not sanction such conduct on the part of any employee,
including elected officials or management employees.
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Section
EMPLOYEE CLASSIFICATION, COMPENSATION, AND BENEFITS
4
A. CLASSIFYING EMPLOYEES FOR POLICY PURPOSES
1. EMPLOYMENT STATUS
For varied reasons, employee status must be organized by classes in order to administer
employee policies, benefits or otherwise address employment issues. It is generally the
responsibility of the employee to assure that he/she is properly categorized for purposes
of each issue or benefit type. The City will endeavor to assist with such matters, but the
employee is ultimately responsible to assure that his/her service is properly addressed.
2. EMPLOYEE CLASSIFICATION
The classification of the position you hold with the City may affect the status of
obligations or benefits associated with your employment. The primary classes of
employees and their respective status is outlined as follows:
a. Full-Time Regular Employees:
Typical work schedule calls for at least 30 or more hours of scheduled work during
each seven (7) calendar-day payroll period. Full-time regular employees shall
receive all employee benefits provided by the City; as such benefits now exist or may
be subsequently changed. Nepotism laws apply to all full-time employees.
b. Part-Time Regular Employees:
Typical work schedule calls for 29 or less hours of scheduled work during each seven
(7) calendar-day payroll period. Part-time regular employees shall receive reduced
employee benefits in accordance with policies adopted by the Council and required
by PERSI. The scope of benefits received may vary proportionately with the number
of hours typically scheduled for a part-time regular employee. The number of hours
scheduled may also affect the employee's obligation to participate in certain
mandatory state benefit programs. Certain benefits may not be available. Nepotism
may be allowed for the paid call employees of the Fire Department upon approval of
the City Administrator.
c. Seasonal Employees:
Provide services for the City on an irregular or temporary basis andwhose time of
employment is less than 8 consecutive months annually. Seasonal employees shall
receive no benefits provided to regular employees, except those required by law or
those provided by express written authorization of the Council. The City Treasurer
will file required reports regarding seasonal employees with PERSI. Nepotism may
be allowed for part-time seasonal employees. Nepotism will not be allowed for full-
time seasonal employees.
B. COMPENSATION POLICIES
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1. ESTABLISHMENT OF PAY SYSTEM
The City compensates employees in accord with decisions by the Council as budgets are
set and tax levies are authorized. Pay for any given position is subject to the annual
budgetary process and as such may be subject to increase, reduction, or status quo
maintenance for any time period. The managing official may make suggestions about
salary compensation and other pay system concerns but the final decision regarding
and final direction from
the City Administrator.
2. COMPLIANCE WITH STATE AND FEDERAL PAY ACTS
The City shall comply with all State and Federal pay acts respecting the compensation of
employees for services performed in the public service.
3. RIGHT TO CHANGE COMPENSATION AND BENEFITS
The Council reserves the right to make budget adjustments, and consequently pay
adjustments, during the course of the budget year in order to manage cash flow or to
deal with other circumstances which justify changes in City expenditures.
Compensation may also be adjusted based upon job performance and the availability of
funds to maintain a solvent City budget.
4. OVERTIME COMPENSATION - COMPLIANCE WITH FAIR LABOR STANDARDS ACT
In addition to the employee classifications set forth elsewhere in this policy, all
employees are classified as either exempt or hourly for purposes of complying with the
Federal Fair Labor Standards Act (FLSA). The FLSA is the Federal wage and hour law
which governs the obligation of employers to pay overtime compensation. Exempt
employees are not required to receive overtime pay for hours worked beyond the limits
provided by the statute. Employees who serve as sworn law enforcement officers
and/or fire fighters shall be subject to special exceptions found in the FLSA (See 207K).
Please contact your department head or the office of the Administrator for further
clarification of your FLSA status. Sick leave, vacation, and holidays will be excluded from
hours worked for overtime purposes. All hours worked in excess of 40 hours in a 7-day
work period shall be compensated at the rate of 1 ½ times the regular hourly rate.
Overtime shall be worked only when necessary.
In the event the Mayor declares a disaster, which is later confirmed by the Council, all
exempt (salaried) employees will become non-exempt (hourly) for the duration of the
disaster. When the Mayor and City Council declare the disaster has concluded, all
original exempt employees will automatically be transitioned back to exempt status.
The City Administrator shall determine the precise moment when exempt employees
are transitioned to hourly employees. This transition may coincide with existing or
future pay cycles.
When providing assistance to out of area disasters, all exempt (salaried) employees will
become non-exempt (hourly) for the duration of the assistance. For all employees, after
eight (8) hours in a single day, any additional work will be paid at an overtime rate,
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according to the currently adopted Personnel Policy Manual.
5. AMMON DAYS
The annual Ammon Days celebration is a regular day of work for all employees.
6. REPORTING AND VERIFYING TIME RECORDS
It is the responsibility of each employee to properly record the time that he/she has
worked during a payroll period. Each time sheet shall bear the signature of the
employee with a statement verifying its accuracy and a counter signature by the
department head indicating that the hours claimed were actually worked. These
records shall be retained according to the City of AmmonRecords Retention Schedule.
7. WORK PERIODS
Employment with the City is subject to the Federal Fair Labor Standards Act as
previously described. Each employee is responsible for monitoring the status of hours
worked in each work period. Overtime shall be allowed only when preapproved by the
managing official or when absolutely necessary in an emergency. The work week for all
regular employees who are subject to the FLSA shall begin at 12:00 a.m. (midnight) on
Sunday of each week and concludes at 11:59 p.m. of the succeeding Saturday. Regular
employees will record actual hours worked. The payroll department shall compute the
overtime earned at 1 ½ times the hourly amount based on a 40-hour workweek. All
hours worked, including overtime, shall be paid in their paycheck for the pay period in
which it was earned.
The maximum allowed break time is 15 minutes for every 4 hours of contiguous work.
The staff on duty is responsible to coordinate breaks which maintain appropriate
staffing levels and efficient operation. Breaks shall not be accumulated or combined.
Lunch break policy is established by department requirements therefore; employees are
to follow the directives of their managing official.
Exempt employees shall not receive overtime pay for hours worked beyond 80 hours
per pay cycle or reductions in pay for pay periods with less than 80 hours worked per
pay cycle. Exempt employees are expected to work, on average, a minimum of 80 hours
per pay cycle and any additional hours necessary to fulfill their responsibilities. Exempt
employees have control over their work schedule and hours as long as the job
requirements are met.
8. PROMOTIONS AND COMPENSATION
Compensation for all employees is established by action of the Council. The annual
budget of the City sets the funding available for compensation of employees in various
departments. Promotions and changes in status may be recommended and made by
officials in each of the operating departments but final authority regarding
compensation rests with the City Council and Mayor through the budgeting process with
final action on promotions and compensation approval by the Department Head and
City Administrator. Any promotion or compensation not budgeted for in the current
budget must be approved by the City Council prior to said promotion or compensation.
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Employees shall participate in a performance evaluation system approved by the
Council. Such evaluation systems shall be one basis for allocating changes in
compensation in each budget year. Records of all such evaluations shall be kept in the
personnel file of each employee.
The City of Ammon has adopted a pay/grade scale, with a merit for performance
philosophy.
9. PAYROLL PROCEDURES AND PAYDAYS
Employees are paid every two weeks throughout the year. Time sheets are to be turned
in by 9:00 a.m. on the bi-weekly Monday that immediately follows the conclusion of the
two-week work period. Paychecks will then be issued by the office of the City Treasurer
on the bi-weekly Wednesday that immediately follows time sheet submittal. Paychecks
compensate employees for work performed in the two-week work period immediately
prior to paycheck issuance. Paychecks are to be distributed by the Department Head or
their designee, at the workplace prior to 5:00 p.m. on payday in a
manner approved by the department head, payroll checks will be available to
Department Heads by 3:00 p.m. on payday. NO advances will be allowed.
It is the responsibility of each employee to monitor the accuracy of each paycheck
received. Information shown on the employee's paycheck stub is provided for
information only. The paycheck is generated by a computer program that does not have
the capacity to think or to understand individual circumstances. Actual practices
respecting the issuance of paychecks and allocation of employee benefits must be
consistent with official City policy. In the event of disagreement between the computer-
generated paycheck stub and official policy as interpreted by the Council with the
assistance of the City Treasurer, the policy shall prevail.
At time of hire all employees will fill out and sign a New Employee Packet
forth his/her requested benefits and deductions. The City Treasurer or an authorized
staff member will subsequently input this information into the payroll system. Any
discrepancies or problems in adhering to the items outlined on the form will be clearly
resolved and indicated on the form. Necessary changes to the inputs from the originally
submitted form will be accepted and initialed by the requesting employee. Upon
completion, the form will be signed and dated by the City Treasurer or the authorized
adjust benefits or deductions on the part of employees must be submitted in writing
through submittal of a new benefit form. The method for instituting these changes will
conform to the same procedure as described above.
10. COMPENSATION WHILE SERVING ON JURY DUTY
Employees called to jury duty, which necessitates an absence from their regularly
scheduled duties, shall be granted leave with no reduction in salary or benefits. Notice
supervisor as soon as possible.
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11. MILITARY LEAVE
a. Any regular employee who is inducted into the Armed Forces of the United States
and the Military Selective Service Act shall be granted a leave of absence without
pay and shall be entitled to return to his/her former position or to an equivalent
position, providing:
i. He/she makes application for re-employment within ninety (90) days after such
person is relieved from training and service or from hospitalization continuing
after discharge for a period of not more than one year, provided he/she is still
qualified to perform the dutiesof such position with reasonable efforts by the
City.
ii. Seniority andservice credit shall continue during military leave, but a returning
veteran will not displace another employee with greater service.
iii. All provisions of this section shall be interpreted in a manner consistent with the
Soldiers and Sailors Civil Relief Act.
b. Any regular employee who is a member of an organized Reserve or National Guard
Unit who is ordered to participate in field training shall receive, for a period of no
greater than 15 working days, that portion of his/her regular salary which will,
together with his/her lesser military pay (including pay received for weekends that
fall within or at the end of the leave period), equal his/her regular salary. For this
purpose, military pay does not include allowances received for rent, subsistence,
travel, and uniforms.
c. Regular, full-time employees who are members of the National Guard and who are
called for emergency duty in their state will be granted up to 160 hours of paid
Military Leave per calendar year.
12. PAYROLL DEDUCTIONS
In accord with Idaho Code § 45-609 or its successor, no payroll deduction(s) shall be
made from an employees paycheck unless authorized by the employee or required by
law.
13. TRAVEL EXPENSE REIMBURSEMENT
An employee on City business shall be reimbursed for expenses incurred in completing
his/her work-related assignment in accord with the policies established by the Council.
Travel expenses must be authorized by their managing official. Each employee is
responsible for providing verified receipts for any expenses for which reimbursement is
requested in accord with Idaho Code § 31-1506 or its successor.
Employee meal expenses, shall be paid up to a maximum of $60per day. When separate
meal expenses are incurred due to partial travel days or for meals necessary due to City
business functions the rate per person are as follows: Breakfast $15, Lunch $20 and
Dinner $25. If a meal is included and paid for in a meeting or conference registration,
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the meal rate above shall be deducted from the maximum rate to determine what
would be allowed for a given day. The City requires employees to make use of available
complimentary meals, whenever possible. If the employee is allergic to the food
provided at a meeting/conference, a meal per diem may be allowed to get them food
they can eat.
Authorized related lodging expenses shall be reimbursed at actual cost. Employees
should always request tax exempt government rates and negotiate the best available
rate. Each employee is allowed their own room.
Travel time from the
time will Cit work location.
When traveling on City business, a City vehicle shall be taken, if available.
If a City vehicle is not available, then a private vehicle may be used with approval of the
Department and the City Administrator in which event standard business mileage as
provided for by the IRS shall be paid.
In the event a City vehicle is available but the employee makes a request to take a
personal vehicle when a City vehicle is available, the Department Head and the City
Administrator must approve the request. In such event, reimbursement shall be for the
cost of fuel only. The vehicle shall be full at the start of the trip and filled again upon
arriving back at the City. Receipts shall be submitted to the appropriate Department
Head for approval on the approved expense claim reimbursement form. Any exceptions
to this policy must be made in advance and approved by both the Department Head and
the City Administrator
Non-City employees may ride in a City vehicle, for business purposes, but must dress
and act appropriately when doing so. In addition to the employee assigned or
permitted to drive a City of Ammon vehicle, he or she may allow others, as necessary, to
It shall be the responsibility of the Department Head to monitor additional drivers.
Drivers (including volunteers) that regularly are allowed to drive a City vehicle or
equipment shall follow and be provided with a copy of the City of Ammon Vehicle and
Equipment Policy (Appendix C).
If a City vehicle is taken home, mileage must be tracked. It is the intention of the City to
comply with IRS rules regarding use of public vehicles for personal use. In some cases,
the use of a City vehicle can result in a taxable benefit to the employee. Said benefit
shall be recorded on the employees W-2 form for the year.
All employees shall review and comply with the requirements of the vehicle use policy
adopted by the City.
14. ON-THE-JOB INJURIES
All on-the-job injuries shall be reported to your department head, who in turn shall
report to the City Clerk, as soon as practicable, to allow the filing of worker's
compensation claims in the proper manner. If an employee is disabled temporarily by
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an on-the-job accident, he/she shall be eligible for worker's compensation benefits.
Return to employment shall be authorized on a case-by-case basis upon consultation
with the supervising official and the State Insurance Fund. Concerns associated with
injured worker status may be brought before the City Clerk for review.
Drug and/or alcohol testing, ordered by your department head, is mandatory for any
workma
the accident. For further information, please see the City of Ammon Drug and Alcohol
Free Workplace Policy (Appendix A).
15. DRUG-ALCOHOL TESTING
The City has adopted a Drug and Alcohol Free Workplace Policy (Appendix A). For any
questions relating to the City policies regarding drugs or alcohol please refer to
Appendix A.
16. ON CALL
duty
employees shall be available for immediate response to emergency and/or service calls.
normal pay rate including overtime rates, if applicable. In addition, employees who are
on call, except on
Saturday,Sunday and holidayson call
day.
Travel time from the lowable
time will start work location.
C. EMPLOYEE BENEFITS
The City offers a number of employee benefits for full-time regular employees. These
benefit offerings are subject to change or termination at the sole discretion of the Council.
Each is subject to the specific terms of its respective insurance policy and/or official
resolution of the Council.
1. PAID TIME OFF (PTO)
Paid Time Off is available to all full-time regular employees who have completed the
equivalent of 90-days of full-time regular employment. Paid Time Off (PTO) accrues as
the employee works. Employees will not accrue PTO while on an unpaid leave of
absence or under suspension of any kind.
a. PTO Accrual Schedule for Full-Time Employees: Each full-time employee will accrue
6.154 hours of PTO per pay cycle for a total of 160 PTO hours per year. Under no
circumstances will any employee accrue more than 160 PTO hours per year.
b. Maximum Annual Accrual. The maximum PTO hours allowed to accrue is 480. Once
an employee reaches the maximum accrued PTO hours, no additional PTO will
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c. Paid Time Off (PTO) Pay Out. Unused PTO hours are paid out at 85% of the
t pay rate. PTO is to be paid out upon separation from
be paid out for accumulated PTO during employment.
d. Donation of PTO Time. In the event that an employee depletes their accrued PTO
hours due to a major illness or injury, other employees may voluntarily donate PTO
hours from their accrued PTO hours, provided the following criteria are met:
i. PTO may be donated only after an employee has entirely depleted
their PTO hours and, if applicable, any remaining Sick Leave;
ii. No more than 72 hours of PTO can be received through donations to
a single employee in a three-year period;
iii. An employee of a lower pay grade cannot donate hours to a higher
pay grade employee. Pay grade distinctions shall be made by the City
Administrator and/or City Treasurer; and
iv. All PTO donations shall be anonymous and handled by the City
Administrator and/or City Treasurer.
e. Any requests for donating PTO that do not meet the criteria listed above may be
evaluated and approved or denied at the sole discretion of the Mayor, or in absence
of the Mayor, the City Administrator.
2. PTO TRANSITION FROM VACATION/SICK LEAVE
Effective January 1, 2019 the following shall occur:
a. Vacation Leave and Sick Leave will no longer accrue.
b. All Vacation Leave accrued by an employee is converted to Paid Time Off (PTO) hours.
Formatted: Space After: 6 pt
c. All Sick Leave accrued will remain Sick Leave and can be used by employees in the event
of illness to the employee or his/her immediate family living in their household or whom
the employee is directly responsible for. Sick Leave must be used only in the event of an
illness or injury that prevents the employee from working productively or safely or if an
immediate family illness presents no practical alternative for necessary care. Surgeries,
elective or otherwise, along with the necessary recovery time qualify for Sick Leave, if
covered by insurance or preapproved by the managing official. When three (3) or more
concurrent days of Sick Leave are requested, the managing official may require a
Leave abuse, such as requesting more days than the annual accrual rate within a one-
year period. Abuse of Sick Leave benefits shall result in disciplinary action. Sick Leave
shall not be paid out.
Formatted: Font: (Default) +Body (Calibri), 12 pt
d. If an employee exceeds the 480 PTO hour maximum limit after converting their Vacation
Leave to PTO hours, they will have 12 months to reduce their PTO hours to within the
limit allowed.
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Formatted: Font: 12 pt
d.
Formatted: Space After: 0 pt
3. ANNUAL LONGEVITY BONUS
a. Full-time employees with five (5) years of full-time service or more shall receive an
annual Longevity Bonus.
b. The Longevity Bonus shall be calculated as follows:
$100/Year of service beginning at five (5) years of service
Calculation: Years of Service times 100 equals the Longevity Bonus
Example Calculation for an employee of five years: 5 X 100 = $500
Example Calculation for an employee of 17 years: 17 X 100 =
$1700
c. The Longevity Bonus is available only as city department budgets permit.
d. Longevity Bonuses for all city employees shall be paid within the same month in any
given fiscal year. The City Administrator shall determine the month in each fiscal
year when Longevity Bonuses are paid to qualifying employees.
4. HOLIDAYS
Official paid holidays are provided for full-time regular employees. Employees, who
have regular, full-time active status, on the date of any holiday, shall receive no more
than 8 compensation for that day even though they do not work. Holidays which
fall on Saturdays shall be observed on the preceding Friday. Those which fall on Sunday
shall be observed on the succeeding Monday. The Mayor has the authority to
temporarily adjust the operating hours of City offices on days immediately preceding or
following scheduled holidays based on work load and employee morale.
A holiday is a day of exemption from work granted to employees, during which said employees
shall be compensated, as if they actually worked. Employees who work on a holiday shall be
compensated according to the following calculation:
Holiday Hours Hours worked on a holiday
Full-time Exempt Employees 8 hours at regular pay + No additional compensation
Full-time Hourly Employees 8 hours at regular pay + Overtime for hours actually worked
Part-time and Seasonal Employees 0 (zero) hours + Overtime for hours actually worked
RECOGNIZED HOLIDAYS:
New Year's Day Columbus Day
Martin Luther King, Jr./Human Veterans Day
Rights Day
Presidents' Day Thanksgiving Day
Memorial Day Day after Thanksgiving Day
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Independence Day Christmas Eve dismissed at 2 PM with no lunch
Labor Day Christmas Day
4. BEREAVEMENT LEAVE
Up to five days of paid leave of absence for a death in the immediate family (spouse,
parents, grandparents, children, grandchildren, brothers, sisters, aunts and uncles,
including those related by law). Additional leave may be granted from accrued paid
vacation leave or unpaid leave of absence.
5. LEAVES OF ABSENCE
Up to thirty unpaid leave can be granted by the City Administrator for any
justifiable purpose. Any unpaid leave request in excess of five (5) days must include an
explanation of the reason for the unpaid leave and a statement from the Department
Paid leave in any amount or unpaid leave in excess of thirty days shall require written
approval of the Council.
6. FAMILY AND MEDICAL LEAVE ACT
Employees of the City may have rights for up to 12 weeks of unpaid, job-protected leave
under the provisions of the Family and Medical Leave Act of 1993, including any
revisions that may be enacted to the Act, if they meet the following eligibility
requirements, from the Code of Federal Regulations (CFR) section 825.110. "An eligible
employee" is an employee of a covered employer who:
a. Has been employed by the employer for at least 12 months, and
b. Has been employed for at least 1,250 hours of service during the 12-month
period immediately preceding the commencement of the leave, and
c. Is employed at a work site where 50 or more employees are employed by the
employer within 75 miles of that work site.
An employee that has used this benefit, shall be eligible for an additional 12 weeks of
this qualifying benefit only after the accumulation of an additional 1,250 hours of
service from the date of returning to work as an eligible employee as described in CFR
section 825-110.
Employees who work for an employer who employs less than 50 employees within 75
miles of that work site are not eligible for FMLA leave.
If an employee meets these eligibility requirements he/she may request up to 12 weeks
of leave where the City shall continue the employee's benefits (employer portion only)
during the leave period.
discuss your rights and obligations for continuation of any current benefits you are
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receiving. Employees must make arrangements for payment of their portion of the
benefit costs or discontinuation of those benefits shall occur.
If the employee does not return to work for reasons other than their own continued
serious health condition or that of an eligible family member, the City may recover from
the employee the premiu and life
insurance benefits.
be included in benefits to be recovered.
Employees are required to use any accrued paid vacation and sick leave before utilizing
leave without pay under this FMLA policy. If paid leave accruals are less than 12 weeks,
the employee may take the remainder of FMLA leave as unpaid leave. Employees shall
continue to accrue leave while utilizing their paid sick and vacation leave. They shall
cease to accrue paid vacation and sick leave during the unpaid portion of their leave.
Employees are required to give 30 advance notice or as much time as practical
when the need for FMLA leave is foreseeable. The City reserves the right to request
medical certification supporting any leave, and may require second or third opinions (at
the Cityexpense). The City may also require a doctor's fitness for duty report prior to
your returning to work. Leave may be denied if these requirements are not met. The
decision to allow an employee to return to work shall be solely the City, in compliance
with the provisions of the Family and Medical Leave Act.
An eligible employee of the City who is the spouse, son, daughter, parent, or next of kin
of an injured service member shall be entitled to a total of 26 work weeks of leave
during a 12-month period to care for the service member. There is 12 weeks of unpaid
leave for an employee if the spouse, son, daughter or parent has been called to active
duty. An eligible employee may elect, or the City may require the employee, to
substitute any of the accrued paid vacation leave, personal leave, family leave, or
medical or sick leave of the employee for any part of the 26-week period.
FMLA leave may be taken intermittently or on a reduced leave schedule in the
circumstance of birth or placement of a child for adoption or foster care, care for a sick
family member, or for an own serious health condition with prior written
approval from the managing official, or when "medically necessary."
To request FMLA leave please write a brief letter or memo to your managing official
indicating the reason for requesting FMLA leave and the expected duration of leave.
Note: your managing official or administrator may request that you provide certification
by your physician or medical practitioner indicating the diagnosis and probable duration
of your medical condition, or the medical condition of your family member.
The City shall return the employee to the same or an equivalent position after returning
from FMLA leave, subject to the terms of the Family and Medical Leave Act. The only
exception may be for individuals who, under the provisions of the FMLA are considered
to be a "key employee" whose extended absence would cause "substantial and grievous
economic injury".
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The City reserves the right to require periodic notices (determined by the City) of you or
your family member's status and your intent to return to work.
The City reserves the right to designate any leave request as covered or not covered in
compliance with the provisions of the Family and Medical Leave Act.
If you have any questions about your rights under FMLA, please contact your managing
official.
7. REDUCTION IN BENEFITS
The City, through the Council, reserves the right to change, condition, or terminate any
benefits set forth in this section. No employee shall acquire any rights in any current or
future status of benefits except as the law otherwise requires.
8. BENEFITS FOR PART-TIME OR TEMPORARY EMPLOYEES
Unless negotiated with the Council, required by PERSI or law, there are no provisions for
benefits for part-time, seasonal or temporary employees.
9. INSURANCE COVERAGE AVAILABLE TO EMPLOYEES
The City provides medical and life insurance benefits to full-time regular employees.
The City provides payments to an HRA benefit package for qualifying employees for
coverage of dental and vision benefits. Additionally, the City family coverage at the
employee's expense. For the costs of the family insurance charges consult with the
.
Management or key employees are eligible for coverage the first of the month after
hire; all other employees are eligible after 60 days of employment; coverage begins on
the first of the month following eligibility. All coverage is subject to policy terms and
may change at any time. Continued health coverage is available to former employees at
their own cost pursuant to federal law (COBRA). Information may be obtained from the
personnel office.
Worker's compensation insurance covering job-related injuries is provided for all
employees. Questions about worker's compensation issues should be directed to the
office of the City Clerk.
10. RETIREMENT
The retirement plan of the City combines benefits of the Public Employees Retirement
System of Idaho (PERSI) with Social Security (FICA). PERSI charges a percentage of an
employee's gross salary, which is presently exempt from Federal and State income
taxes, and the City matches this with an additional larger contribution. Contact the
office of the City Treasurer for further information.
11. MISCELLANEOUS BENEFITS
Discounted utility fees of 50% shall be provided for full-time employees and elected
officials residing within the City limits or City utility service areas.
a. Utility discounts are limited to the primary residence of the employee or elected
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official.
b. Utility account shall be in the employee or elected official
Rental of shelters, and/or Council chambers discounts of 50% shall be provided for all
full time employees and elected officials.
Full time employees and elected officials are eligible to receive a City swimming pool
pass good for 25 free open swim sessions. Pool passes are non-transferable. Passes are
to b
issued upon request only, and are valid for the current season. Individuals may begin
requesting passes in May of each year; passes will be available for pick up five (5) days
later, to allow for processing. Passes not used will expire on September 30 of the year
issued.
12. TRANSFER OF BENEFITS WITH EMPLOYEE TRANSFER
Accrued benefits for each employee continue to the benefit of that employee if the
employee transfers from one department to another within the City. Any such transfer
shall not result in a reduction of benefit offerings separate and apart from those realized
by employees similarly situated.
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Section
EMPLOYEE EVALUATION AND DISCIPLINE
5
A. EVALUATION PROCEDURES
1. STANDARD PROCEDURES
Each employee may be evaluated after 90 days of employment with the City and at least
on an annual basis thereafter to assess the performance of the employee in the job being
performed for the City. Each evaluation shall be given on the basis of the managing
official
work in addition to the quantity, and additional efforts expended by the employee on
behalf of the City. Each managing official is authorized to use necessary evaluation tools.
A record of the evaluation shall be placed in the employee's permanent record file.
2. INTERVIEWS (EVALUATION)
Each evaluation shall be concluded with an interview between the evaluated employee
and the managing official in which the employee will be told what the findings of the
evaluation are. Each employee shall be given an opportunity to respond to the evaluation
both verbally, in which case notes may be taken by the interviewer, or the employee may
submit a written response to the employer's evaluation to be placed in the employee's
personnel file, provided that it is filed with the employer within ten (10)days of the date
of the evaluation.
At a minimum all employees shall be evaluated by their supervisor once per year. Annual
evaluations for all departments shall be conducted during the month of September.
B. EMPLOYEE PERSONNEL FILES
1. PERSONNEL RECORDS
The official City employee records, including medical records will be stored in a secure
location, owned operated and maintained by the City. Within these personnel files will
be kept all records of payroll, employee performance evaluation, employee status, and
other relevant materials related to the employee's service with the City. Any managing
official or the employee himself/herself may contribute materials to the personnel files
deemed relevant to the employee's performance and tenure. Each employee shall have
the right to review materials placed in his/her personnel file at any reasonable time.
Copies of materials in a personnel file are available to each employee without charge.
Personnel files shall not be removed from the premises.
2. ACCESS TO PERSONNEL FILES
It is the policy of the City to allow limited access to the personnel file under the
supervision of the official responsible for the record for any employeewhen properly
requested.
Those authorized to evaluate materials in a personnel file include the employee's
managing official, City Treasurer, City Clerk, Deputy City Treasurer, elected officials, City
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Attorney and the employee himself/herself.
p history records shall be kept in a separate
employee
other than the City Clerk, City Treasurer or Deputy City Treasurer.
The City Attorney shall have access to all personnel files as needed.
Information regarding personnel matters will only be provided to outside parties with a
release from the employee or in other circumstances where release is deemed
appropriate or necessary with the concurrence of both the official supervising the
records and the City Attorney.
Based upon the inherent confidentiality of personnel matters, access of others to
personnel files shall be only with authorization of the managing official and the City
Attorney.
3. MANAGEMENT OF INFORMATION IN PERSONNEL FILES
Each employee shall be provided an opportunity to contest the contents of a personnel
file at any time. This is to be done by filing of a written objection and explanation which
will be included in the file along with the objectionable material. In the sole judgment of
the supervising official, with the concurrence of the Council, any offending material may
be removed upon a showing by the employee that it is inaccurate or misleading.
C. EMPLOYEE DISCIPLINE PROCEDURES AND PRINCIPLES
1. PURPOSE OF DISCIPLINEPOLICY
The purpose underlying the discipline policy of the City is to establish a consistent
procedure for maintaining suitable behavior and a productive working environment in
the workplace. These procedures are directory in nature and minor variations of the
processes set forth herein shall not affect the validity of any actions taken pursuant to
this policy.
2. DISCIPLINARY SYSTEM FRAMEWORK
The City adopts the following framework for actions to be taken in the event that City
policies are violated by any employee. Progressive steps may be implemented in order
to invoke disincentives to policy violations. The City reserves the right to take any of the
prescribed steps in any order in the event that a managing official deems a policy
violation or action of the employee to be serious enough to warrant a certain step. Such
steps shall be documented in the record of the disciplinary action. Progressive discipline
shall be applied only where the managing official believes that the potential for
improvement and correcting the behavior is possible.
3. HIERARCHY OF DISCIPLINARY ACTIONS AVAILABLE
The following actions are among the progressive disciplinary steps which can be taken
by the department head in response to personnel policy violations. Any step in the
disciplinary process may be skipped or waived; at the discretion of the managing official,
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considering the severity of the offense:
a. Verbal warning
b. Written warning or reprimand.
c. Suspension with or without pay.
d. Probation.
e. Demotion.
f. Dismissal.
4. OPPORTUNITY TO BE HEARDASSERTIONS OF UNLAWFUL DISCRIMINATION AND
-CLEARING HEARING
1. All employees are at-will employees. However, at-will employees may from time to
time experience adverse consequences of unlawful discrimination or retaliation. In
addition, a public employee who is being demoted with a reduction in pay or
terminated from employment based upon allegations of dishonesty, immorality or
criminal misconduct is constitutionally entitled to a name-clearing hearing when one is
requested.
2. Unlawful discrimination and retaliation address actions that are alleged to involve
decisions based upon age, sex, race, religion, national origin or disability that is not a
bona fide occupational qualification. The City does not condone discrimination on the
basis of the foregoing unlawful categories. Unlawful retaliation addresses actions that
are taken against an employee for initiating a charge of discrimination or harassment,
or for assisting in any way in an investigation of such charges.
3. Failure to pursue this opportunity to be heard or name-clearing hearing procedure
constitutes a waiver of this opportunity.
4. Issues involving job performance or employee attitude, without allegations of
discrimination, retaliation, dishonesty, immorality or criminal misconduct, are not the
proper subject of this procedure and will not be heard.
5. The procedure for the opportunity to be heard or name-clearing hearing is as follows:
a. Within fourteen (14) days of his/her termination or demotion, the employee
may submit a written allegation of unlawful discrimination or retaliation, or
the basis for entitlement to a name-clearing hearing, stating with
particularity the basis for the requested hearing. Written allegations that are
untimely submitted or that fail to state a particular, legally recognized basis
will not be granted an opportunity to be heard. An employee will be
promptly notified if a requested hearing is denied.
b. An employee alleging unlawful discrimination or retaliation, or who is legally
entitled to a nameclearing hearing, will meet with the City Council. The
hearing will not exceed one (1) hour in duration.
c. An audio recording of the hearing will be made and maintained as part of the
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personnel record.
d.
twenty-four (24) hours prior to the hearing in response to the charges. The
hearing.
e.The employee will be provided an opportunity to present evidence upon
which the claims are based.
f. The City Council may ask questions during this process.
g. The employee may question participants during this process.
h. The Idaho Rules of Evidence do not apply to this opportunity to be heard or
name-clearing hearing.
5. After the hearing, the City Council will consider the information submitted, and such
The decision will set forth in writing the reasons for the City
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Section
SEPARATION FROM EMPLOYMENT
6
A. REDUCTION IN FORCE
Employee assignments may be affected by reductions in force made due to economic
conditions or to changes in staffing and workload. The Council reserves the right to make
any changes in work force or assignment of resources that it deems to be in the City's best
interest. The Council may also specify at the time reductions in force are made, what
reinstatement preferences may accompany the reductions. Said reinstatement preferences
may be tied to the classification of the employee or to specialized skills possessed by the
employee.
Reorganization initiated to make more efficient use of resources or to accommodate
budgetary needs shall not be subject to the appeal procedure established by the City.
B. REINSTATEMENT PREFERENCE
Employees who leave City employment, due to a reduction in force, shall retain a first right
to return in the event of work force rebuilding for one year from the date of their
separation. Employees shall retain a preference only for work for which they are fully
qualified and for which available service requirements can be met.
C. RETIREMENT POLICY
The retirement policy of the City shall comply in all respects with Federal and State
requirements respecting mandatory retirement and the obligations established by the
Public Employees Retirement System of Idaho (PERSI). No employee shall be compelled to
retire except in compliance with said acts.
D. COBRA BENEFITS
Employees of the City who currently receive medical benefits and separate from
employment may be eligible to continue those medical benefits at the sole cost
and expense for a limited time in accordance with the Consolidated Omnibus Budget
Reconciliation Act of 1985 (COBRA). If you have any questions regarding your right to
continue your health coverage after separating from the City, please contact the designated
Human Resourceperson.
E. EXIT INTERVIEW
Each employee who terminates from employment with the City is encouraged to participate
in an exit interview with the City Administrator. In such interview, the interviewer shall
notify the employee when certain benefits shall terminate, when final pay shall be issued
and review the process to receive COBRA. The employee shall inform the interviewer about
his/her impressions of employment in such interview. A record of the exit interview shall be
completed and retained in the employee's personnel file.
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F. RESIGNATION POLICY
Voluntary resignation will only be accepted if made in writing. Any verbal resignation will be
treated as leave without approval, unless authorized by the managing official. Under leave
without approval an employee may be terminated for "job abandonment" after three (3)
days of leave that has not received approval. If the employee wants his formal records to
indicate "voluntary resignation", they must do so in writing to their managing official. No
employee who voluntarily resigns should expect that their position will be available at the
same pay rate and/or benefits, if they desire to apply for rehire.
G. ABANDONMENT
Employees who have an unexcused or unauthorized absence of three working days or more
may be terminated for job abandonment.
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SIGNATURE PAGES OF RECEIPT AND UNDERSTANDING
CITY OF AMMON POLICY AND PROCEDURE MANUAL
ACKNOWLEDGEMENT OF RECEIPT
SIGNATURE SHEET
RECEIPT:
I, ___________________________________________ acknowledge that I have received a copy of the
City of Ammon Personnel Policy Manual. I understand that it is my responsibility to review this
manual and it is a condition of my continued employment. My signature below affirms that I will read
and understand the manual within fourteen (14) days of my hire date. If I have questions regarding
any aspect of the policy and procedures of the City of Ammon, I will discuss these questions with my
Department Head or the Designated Human Resource person as necessary until I fully understand the
policies and procedures of the City of Ammon.
Additionally, my signature below affirms that:
I understand that this manual is not a contract and cannot create a contract. I understand that I am
obligated to perform my duties of employment in conformance with the provisions of the City of
Ammon Personnel Policy Manual and any additional rules, regulations, policies or procedures
imposed by the department in which I work, whether or not I choose to read the Manual.
I understand that should this Policy be modified that I will be provided with a copy of the modification.
__________________________________________ ___________________
Employee Signature Date
_______________________________________________ ______________________
Human Resource (Witness to Employee Signature) Date
CITY OF AMMON POLICY AND PROCEDURE MANUAL
ACCEPTANCE AND UNDERSTANDING
SIGNATURE SHEET
ACCEPTANCE:
My signature below affirms that I have read and understand the terms of the City of Ammon
Personnel Policy Manual and thatI have addressed any concerns or questions regarding the policies
and procedure with my Department Head or the designated Human Resource person. I further
understand that I am governed by the contents of the personnel manual and it is my responsibility to
remain familiar with all of the information contained therein. Any violation of this personnel manual
may be cause for termination.
_______________________________________________ ______________
Employee Signature Date
________________________________________________ ______________
Department Head (Witness to Employee Signature) Date
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Drug and Alcohol Free
Workplace Policy
APPENDIX A
Of the City of Ammon
Personnel Policy
Appendix A Policy Initial Adoption Date
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Policy Statement
City of Ammon has a responsibility to its employees and to the public at large to see that
its employees are both drug and alcohol free while on duty. This responsibility comes in
light of studies showing that employees who are under the influence of drugs or alcohol
while at work are more likely to cause accidents and injuries to themselves and to co-
workers, as well as to the public at large. Therefore, City of Ammon (hereafter referred to
cluding
within its provisions those regulations contained within the Department of
Transportation (DOT) Controlled Substances and Alcohol Use and Testing, as contained in
49 CFR Part 382 and Part 40. This policy shall prohibit the use of any illegal drug as
identified by the Idaho Code, irrespective of the legality of any drug in other States.
Introductory Provisions
A. IMPLEMENTATION SCHEDULE
This policy will apply to all prospective and current employees of the City, including those
employees who operate commercial vehicles for the City (hereafter referred to as
B. QUESTIONS REGARDING THIS POLICY
Questions regarding this policy should be directed to the employees Department Head or
to the designated Human Resource person within the City. A copy of this policy is
available to all employees.
C. POSSESSION, USE OR DISTRIBUTION OF ILLEGAL DRUGS OR ALCOHOL
The possession, use, purchase, sale, or distribution of illegal drugs as defined in the Idaho
Code (meaning those drugs for which there is no generally accepted medical use; i.e.
marijuana, cocaine, methamphetamine, PCP) or drug paraphernalia by an employee in a
City vehicle, at a job site, on City property, or during work hours, is strictly prohibited,
regardless of the legality of such drug in other jurisdiction. Any employee violating this
prohibition will be terminated.
The City also has a prohibition against employee use of illegal drugs as defined by the
Idaho Code off the worksite regardless of the legality of such drug in other jurisdictions.
An employee's off the job use, manufacture, purchase, possession, sale, or distribution of
illegal drugs, or drug paraphernalia that results in criminal charges being brought against
the employee will result in the employee being requested to submit to drug testing and
may result in the employee being suspended from work without pay. Any employee
convicted of a criminal drug statute will be terminated from employment.
D.
The City is committed to ensuring that employees are not at work while under the
influence of alcohol. Therefore, employees are not to consume alcohol within four (4)
hours of reporting to work. Employees are also not to report to work or remain at work
while under the influence of alcohol, meaning their having a blood alcohol concentration
(BAC) greater than .02. Employees are prohibited from using or possessing alcohol while
on duty.
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Drug or Alcohol Testing Required of Employees
A. PRE-EMPLOYMENT TESTING
All prospective drivers must disclose to the City any previous employers for whom they
have worked as a CDL employee within the previous two (2) years. The City will then
request from those information regarding any incidents where a prospective
driver has tested positive for illegal drugs or alcohol, or refused to test, within the
previous two (2) years. In the event the City receives information from a former
employer that the prospective driver has tested positive for drugs or alcohol within the
previous year, that prospective driver will not be offered employment or his/her
conditional employment with the City will be terminated. Any driver who is found to
have previously tested positive for illegal drugs or alcohol and who is hired by the City
must show that he/she has been evaluated by a Substance Abuse Professional and was
found to be not drug or alcohol dependent. It will be the City's responsibility to ensure
that any required follow-up tests of such drivers are conducted as required by
Department of Transportation (DOT) regulations. For the purpose of Pre-employment
testing, illegal drugs and alcohol shall mean any use inconsistent with the policy
regardless of the legality in any other jurisdiction.
B. POST-ACCIDENT TESTING
Any driver operating a City-owned vehicle or equipment that is involved in a DOT
reportable accident will be tested for both illegal drugs and alcohol, as soon as
practicable. A reportable accident means an accident that results in a fatality, or where
someone involved requires medical treatment away from the scene, or where one of the
vehicles is towed, or where a citation is issued to the driver in connection with the
accident. Alcohol and drug testing will be administered within two (2) hours of the
accident where possible, but in no case later than eight (8) hours.
Any non-driver employee who is involved in a work-related accident will be tested for
the use of illegal drugs and may be tested for alcohol, as soon as practicable, after the
accident. Examples of accidents that will require a non-driver employee to take a post-
accident test include, but are not limited to, situations where:
1. An employee causes a fatality or bodily injury to another person and where the injured
person requires medical treatment away from the accident; or,
2. An employee injures himself, where lost time will likely exceed one working day; the
employee may be required by their supervisor to take a post-accident drug test or,
3. An employee causes damage to property owned by the City, or by a third party, that may
reasonably be estimated to exceed $500.
Any employee required to be tested under this section must remain readily available for
such testing and may not consume alcohol within eight (8) hours of the accident or until
he/she has been tested for alcohol. Any employee involved in an accident requiring a
drug and alcohol test must notify the City Clerk, of the accident as quickly as possible and
comply with those instructions given him/her regarding the taking of a drug and alcohol
test. If it is determined that an employee's accident was definitely caused by the actions
of another and that there were no unsafe acts on the part of the injured employee, the
City reserves the right to waive post-accident testing. For the purpose of post-accident
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testing; illegal drugs and alcohol shall mean any use inconsistent with this policy
regardless of the legality in any other jurisdiction.
C. RANDOM TESTING
All safety-sensitive employees will be subject to random drug and alcohol testing.
Random testing selections will be unscheduled and will be made by a scientifically valid
method of selection where every safety-sensitive employee is equally subject to being
tested. Random testing for alcohol will take place prior to, during, or immediately
following an employee's duty time.
D. REASONABLE CAUSE TESTING
The City will require an employee to be tested for alcohol and/or illegal drugs, regardless
of the legality of a drug in another jurisdiction, if the employee's physical appearance or
pattern of behavior gives City officials reason to believe the employee may be impaired.
The basis of suspicion may be a specific, contemporaneous event or conduct evidencing
impairment observed over a period of time.
Specimen Collection Procedures/Test Result Notification
A. SUBMISSION OF AN ADULTERATED OR DILUTED SPECIMEN
If the collection monitor determines that an employee has submitted an adulterated or
diluted specimen, that specimen will be discarded and a second specimen will be
requested. It will be the second specimen that will then be tested. If the request for a
second specimen is refused, the collector will inform the City of the employee's refusal
to submit an acceptable specimen. Such refusal will result in either a prospective
employee not being offered employment or a current employee being terminated with
the City.
B. DRUG/ALCOHOL SPECIMEN COLLECTION PROCEDURES
All employees must submit to drug/alcohol testing. Elected officials are not required to
be drug/alcohol tested. Testing for drugs will be done by the testing of an employee's
urine specimen, or saliva specimen if a urine specimen cannot be produced. All drug
testing of drivers will utilize the split specimen collection procedure, which may be on
or off city premises. Under that procedure, a driver will have his/her urine specimen
sealed in two separate containers with both containers tested by a SAMHSA certified
laboratory.
If a driver's first specimen tests positive that driver may request within three (3) days of
the positive notification that the other specimen be tested at a second SAMHSA
laboratory. This second test will be done at the driver's expense, unless the second test
comes back negative. During the time the second specimen is being tested, that driver
will be suspended without pay.
Any non-driver employee whose specimen screens positive for the presence of illegal
drugs will have their positive test confirmed by the Gas Chromatography/Mass
Spectrometry (GC/MS) confirmation method. Any non-driver employee who tests
positive for illegal drugs may request the same specimen be retested at their expense.
This request must be conveyed to the City within forty-eight hours (48) of the employee
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being notified of the positive test result. During the time the second test is being
conducted, the employee will be suspended without pay.
Any employee who is given an alcohol test will be given an initial test and, if they test
at or above .02 BAC, a confirmation test will be performed no sooner than 15 minutes
after the first test. The confirmation alcohol test will be done by the use of a breath
testing device.
C. REFUSAL
An employee may not refuse to take a drug or alcohol test when requested to do so
consistent with the terms of this policy. Such a refusal will be considered equivalent to
their testing positive. An employee will be considered as refusing to test if they:
1. Expressly refuse to take a test when so requested
2. Fail to provide an adequate breath, saliva, or urine sample without a valid
explanation; or,
3. Engage in conduct that clearly obstructs the testing process.
D. NOTIFICATION OF TEST RESULTS
All drug test results will be forwarded to the City through an authorized and licensed
testing agency, as the representative of the Medical Review Officer (MRO). Before the
City is informed that a prospective or current driver has tested positive for illegal drugs,
as defined by Idaho Code, the driver will be offered an opportunity to personally discuss
the positive drug test with the MRO. The MRO will follow up on such information, as is
deemed appropriate.
If the MRO finds no reason to doubt the validity of the positive test, that result will be
conveyed to the City contact, as well as, the identity of the drug. If the driver cannot be
located, the MRO, or his representative, may request that the City arrange for the driver
to contact the MRO, as soon as possible, to discuss the results of the positive test. The
MRO will communicate a positive result to the City without discussing the result with
the driver if the driver expressly declines the opportunity to discuss the results of the
test, or if the driver is instructed by the City to contact the MRO yet fails to do so within
five (5) days of that notification.
Any non-driver employee who tests positive will be given the opportunity to discuss the
results with the staff of the authorized and licensed testing agency, prior to the City
taking disciplinary action. In talking with any such individual, the staff of the authorized
and licensed testing agency will follow up on all information deemed necessary to
was the cause of the positive test, the employees test will be reported out as negative.
E. EFFECT OF TESTING POSITIVE FOR DRUGS OR ALCOHOL
Any prospective employee who tests positive for the presence of illegal drugs and/or
alcohol, as defined in this policy, will not be hired. Any current employee who tests
positive for the presence of illegal drugs and/or alcohol, as defined by this policy, will
be terminated from employment with the City.
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An employee is considered as testing positive for alcohol when their blood alcohol
content (BAC) is .04 or above. If any employee tests between .02 and .039 BAC that
employee will not be allowed to return to work for 24 hours from the time of the test.
Any employee who twice tests between .02 and .039 BAC will be treated as having
tested positive for alcohol.
The terms of this Drug Free Workplace Policy are intended to produce a work
environment where employees are free from the effects of drugs, as defined by the
Idaho Code and/or alcohol. Employees should be aware that the provisions of this
policy may be revised when necessary. The City believes that by having the provisions
of this Drug Free Workplace Policy its employees will enjoy the benefits of working in a
safer and more productive work environment.
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CITY OF AMMON DRUG AND ALCOHOL FREE
WORKPLACE POLICY APPENDIX A
ACKNOWLEDGEMENT OF RECEIPT
SIGNATURE SHEET
RECEIPT:
I, ___________________________________________ acknowledge that I have received a copy of the
City of Ammon Drug and Alcohol Free Workplace Policy, Appendix A of the Ammon Personnel Policy
Manual. I understand that it is my responsibility to review this policy appendix. My signature below
affirms that I will read and understand the policy appendix. If I have questions regarding any aspect
of the policy appendix, I will discuss these questions with my supervisor or the Designated Human
Resource person as necessary until I fully understand the policies and procedures of the City of
Ammon. I further understand that while some drugs may be legal in other jurisdictions, I am required
as a condition of employment, to comply with this policy and will be subject to termination even if
using a drug legally in another jurisdiction.
I understand that should this Policy be modified that I will be provided with a copy of the modification.
_______________________________________________ ______________
Employee Signature Date
_____________________________________________________ ________________
Human Resource (Witness to Employee Signature) Date
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CITY OF AMMON DRUG AND ALCOHOL FREE
WORKPLACE POLICY APPENDIX A
ACCEPTANCE AND UNDERSTANDING
SIGNATURE SHEET
ACCEPTANCE:
My signature below affirms that I have read and understand the terms of the City of Ammon Drug
and Alcohol Free Workplace Policy and that I have addressed any concerns or questions regarding
this policy with my Department Head or the designated Human Resource person. I further
understand that I am governed by the contents of this policy and it is my responsibility to remain
familiar with all of the information contained therein. Any violation of this policy may be cause for
termination.
_______________________________________________ ______________
Employee Signature Date
________________________________________________ ______________
Department Head (Witness to Employee Signature) Date
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Technology Use Policy
APPENDIX B
Of the City of Ammon
Personnel Policy
Appendix B Policy Initial Adoption Date
February 2, 2012
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TECHNOLOGY USE POLICY
A.PURPOSE
by defining acceptable use conditions for employees when using City office equipment,
including information technology, for ĬƚƷŷ limited personal reasons and City business.
B.BACKGROUND
This policy establishes both privileges and responsibilities for employees in the City. It
recognizes these employees as responsible individuals who are the key to making the City
more responsive to its citizens. It allows employees to use City office equipment for non-
City purposes when such use involves minimal additional expense to the City, is
-work time, does not interfere with the mission or
operations of the City and does not violate ethical conduct for employees.
Taxpayers have the right to depend on the City to manage their tax dollars wisely and
effectively. Public confidence in the productiveness of the City is increased when
members of the public are confident that it is well managed and assets are used
appropriately. The relationship between the City and its employees who administer the
functions of the City is one based on trust. Consequently, employees are expected to
follow rules and regulations and to be responsible for their own personal and professional
conduct. It is expected that employees shall put forth honest effort in the performance of
their duties.
In return, employees are provided with a professional supportive work environment. They
are given the tools needed to effectively carry out their assigned responsibilities. Allowing
limited personal use of these tools helps enhance the quality of the workplace and helps
the City to retain highly qualified and skilled workers.
This policy does not supersede any other applicable law or higher level directive or policy.
C.AUTHORITY
City employees may use City office equipment for authorized purposes only. As set forth
below, limited personal use of City office equipment by employees during non-work time
is considered to be an "authorized use" of City property.
D.GENERAL POLICY
City employees are permitted limited use of City office equipment for personal needs źŅ
the use does not interfere with official business and involves minimal additional expense
to the City. This limited personal use should -work
time. This privilege to use City office equipment for non-City purposes may be revoked or
limited at any time. This policy in no way limits personnel in the use of City office
equipment, including information technology, for official City activities.
1. DEFINITIONS
a. PRIVILEGE
Means, in the context of this policy, that the City is extending the opportunity to its employees
to use City property for personal use in an effort to create a more supportive work
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non-City purposes. Nor does the privilege extend to modifying such equipment, including
loading personal, or downloaded software, and/or making configuration changes, except for
necessary updates to already installed software.
b. CITY OFFICE EQUIPMENT INCLUDING INFORMATION TECHNOLOGY
Includes but is not limited to: personal computers and related peripheral equipment and
software, library resources, telephones, facsimile machines, photocopiers, office supplies,
internet connectivity and access to internet services, and e-mail. This list is not intended to
limit City office equipment to the above, but rather is provided to show examples of office
equipment as envisioned by this policy. City department managers may include additional
types of office equipment.
c. MINIMAL ADDITIONAL EXPENSE
situations where the City is already providing equipment or services and the
expense to the City or the use will result in only normal wear and tear or the use of
small amounts of electricity, ink, toner or paper. Examples of minimal additional
expenses include, making a few photocopies źƓ ĬƌğĭƉ ğƓķ ǞŷźƷĻ, using a computer
printer to printout a few pages of material źƓ ĬƌğĭƉ ğƓķ ǞŷźƷĻ, making occasional
brief personal phone calls, infrequently sending personal e-mail messages, or
limited use of the internet for personal reasons. Personal copies or printouts in
color must be preapproved by the appropriate department head.
d. EMPLOYEE NON-WORK TIME
Means times when the employee is not otherwise expected to be addressing official business.
Employees may for example - use City office equipment during their own off-duty hours such
as before or after a workday (subject to local office hours), lunch periods, authorized breaks,
or weekends or holidays (if their duty station is normally available at such times).
e. PERSONAL USE
Means activity that is conducted for purposes other than accomplishing official or
otherwise authorized activity. Users are specifically prohibited from using City
office equipment to maintain or support a personal private business. Examples of
this prohibition include employees or officials using a City computer and internet
connection to run a travel business or investment service. The ban on using City
office equipment to support a personal private business also includes employees
or officials using City office equipment to assist relatives, friends, or other persons
in such activities. Users may, however, make limited use under this policy of City
office equipment to check their personal investments, or to communicate with
nonofficial outside contacts such as a family member, friend or even a volunteer
charity organization (examples).
f. INFORMATION TECHNOLOGY
Means any equipment or interconnected system or subsystem of equipment that
is used in the automatic acquisition, storage, manipulation, management,
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movement control, display, switching, interchange, transmission, or reception of
data or information.
2. SPECIFIC PROVISIONS ON USE OF EQUIPMENT AND SERVICES
All office equipment and software necessary for conducting City business is to be
provided and installed by approved personnel. Personal software or software
downloaded from the internet, other than necessary updates for already installed
software, is not to be installed on City equipment without proper approval.
Employees are authorized limited personal use of City office equipment. This personal
use must not result in loss of employee productivity or interference with official
duties. Moreover, such use should incur only minimal additional expense to the City
in areas such as:
Communications infrastructure costs: i.e. telephone charges, telecommunications
traffic, etc.
Use of consumables in limited amounts: i.e. paper, ink, toner, etc.
General wear and tear on equipment.
Data storage on storage devices.
Transmission impacts with moderate e-mail message sizes such as e-mails with
small attachments.
3. INAPPROPRIATE PERSONAL USES
All users are expected to conduct themselves professionally in the workplace and to
refrain from using City office equipment for activities that are inappropriate. Misuse or
inappropriate personal use of City office equipment includes, but is not limited to the
following:
Any unprofessional use of City office equipment. For example, the creation or use
of inappropriate or personal desktop icons, images, wallpapers or screensavers
detract from a professional working environment.
Any personal use that could cause congestion, delay, or disruption of service to
any City system or equipment. For example, greeting cards, video, sound or other
large file attachments can degrade the performance of the entire network. "Push"
data streams, such as streaming audio, video or real time applications such as;
stock ticker, weather monitoring or internet radio, would also degrade the
performance of the entire network and be an inappropriate use.
Using the City systems as a staging ground or platform to gain unauthorized access
to other systems.
The creation, copying, transmission, or retransmission of chain letters or other
unauthorized mass mailings regardless of the subject matter.
Using City office equipment for activities that are illegal, inappropriate, or
offensive to fellow employees or the public. Such activities include, but are not
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limited to: hate speech, or material that ridicules others on the basis of race,
creed, religion, color, sex, disability, national origin, or sexual orientation.
The creation, download, viewing, storage, copying, or transmission of sexually
explicit or sexually oriented materials.
The creation, download, viewing, storage, copying, or transmission of materials
related to illegal gambling, illegal weapons, terrorist activities, and any other illegal
activities or activities otherwise prohibited, etc.
Use for commercial purposes or in support of "for-profit" activities or in support of
other outside employment or business activity (e.g. consulting for pay, sales or
administration of business transactions, sale of goods or services).
Engaging in any outside fundraising activity, endorsing any product or service,
participating in any lobbying activity, or engaging in any prohibited partisan
political activity.
Use for posting agency information to external newsgroups, bulletin boards or
other public forums without authority. This includes any use that could create the
employee, unless appropriate approval has been obtained. This also includes uses
or communications at odds wi
Any use that could generate more than minimal additional expense to the City.
The unauthorized acquisition, use, reproduction, transmission, or distribution of
any controlled information including computer software and data, that includes
privacy information, copyrighted, trademarked or material with other intellectual
property rights (beyond fair use), proprietary data, or export controlled software
or data.
4. PROPER REPRESENTATION
It is the responsibility of employees to ensure that they are not giving the false
impression that they are acting in an official capacity when they are using City office
equipment for non-City purposes. If there is expectation that such a personal use
could be interpreted to represent the City, then an adequate disclaimer must be used.
One acceptable disclaimer is:
5. ACCESS MANAGEMENT AND SECURITY
Users
malicious purposes or assume the identity of another user.
Users must not attempt to access restricted files or portions of operating systems,
security systems, or administrative systems to which they have not been given
authorization. Accordingly, users must not access without authorization: electronic
mail, data, programs, or information protected under state and federal laws. Users
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Users must:
Follow established procedures for protecting City assets and data, including
managing passwords.
Protect the physical and electronic integrity of equipment, networks, software and
accounts on any City equipment.
Not open e-mail from unknown senders or e-mail that seems suspicious.
Not knowingly introducing worms or viruses or other malicious code into neither
system nor disable protective measures: i.e. antivirus, spyware firewalls.
Not install unauthorized software.
Not send restricted or confidential data over the internet or outside the City
network unless appropriately protected.
Not connect unauthorized equipment or media, which includes but is not limited
to: laptops, thumb drives, removable drives, wireless access points, PDAs, and mp3
players.
Users have no inherent right to use City office equipment. Therefore, all
departments will establish appropriate controls to ensure that the equipment is
used appropriately.
6. PRIVACY EXPECTATIONS
Users do not have a right, nor should they have an expectation, of privacy while using
any City office equipment at any time, including accessing the internet or using e-mail.
By using City office equipment, users imply their consent to disclosing the contents of
any files or information maintained or passed through City office equipment.
By using this office equipment, consent to monitoring and recording is implied with or
without cause, including (but not limited to) accessing the internet or using e-mail.
Any use of City communications resources is made with the understanding that such
use is generally not secure, is not private, and is not anonymous.
System managers may employ monitoring tools to detect improper use. Electronic
communications may be disclosed within the City to employees or officials who have a
need to know in the performance of their duties. City officials, such as the Mayor, City
Council members, system managers and/or supervisors, may access any electronic
communications. If any equipment is being used in a manner believed to be a
violation of the law, the same will be reported to law enforcement.
7. SANCTIONS FOR MISUSE
Unauthorized or improper use of City office equipment may result in loss of use or
limitations on use of equipment, disciplinary action or dismissal as well as possible
criminal penalties and/or users being held financially liable for the cost of improper
use. Sanctions for misuse shall be determined as appropriate based on the offense by
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formal action up to and including termination. In some instances, the determination
will be referred to the Mayor and City Council.
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SIGNATURE PAGES OF RECEIPT AND UNDERSTANDING
CITY OF AMMON TECHNOLOGY USE POLICY APPENDIX B
ACKNOWLEDGEMENT OF RECEIPT
SIGNATURE SHEET
RECEIPT:
I, ___________________________________________ acknowledge that I have received a copy of the
City of Ammon Technology Use Policy, Appendix B of the Ammon Personnel Policy Manual. I
understand that it is my responsibility to review this policy appendix. My signature below affirms that
I will read and understand the policy appendix. If I have questions regarding any aspect of the policy
appendix, I will discuss these questions with my Department Head or the Designated Human Resource
person as necessary until I fully understand the policies and procedures of the City of Ammon.
I understand that should this Policy be modified that I will be provided with a copy of the modification.
_______________________________________________ ______________
Employee Signature Date
________________________________________________ ______________
Human Resource (Witness to Employee Signature) Date
CITY OF AMMON TECHNOLOGY USE POLICY APPENDIX B
ACCEPTANCE AND UNDERSTANDING
SIGNATURE SHEET
ACCEPTANCE:
My signature bellows affirms that I have read and understand the terms of the City of Ammon
Technology Use Policy and thatI have addressed any concerns or questions regarding this policy
with my Department Head or the designated Human Resource person. I further understand that I
am governed by the contents of this policy and it is my responsibility to remain familiar with all of
the information contained therein. Any violation of this policy may be cause for termination.
______________________________________________________ ________________
Employee Signature Date
______________________________________________________ _________________
Department Head (Witness to Employee Signature) Date
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Vehicle, Equipment Use and
Driving Safety Policy
APPENDIX C
Of the City of Ammon
Personnel Policy
Appendix C Policy InitialAdoption Date
April 3, 2014
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A.PURPOSE
1. This Policy outlines the use of vehicles and/or equipment for work used on behalf of the
City of Ammon. For the purpose of this policy, vehicles shall be defined as any vehicle
pursuant to Idaho State driving regulations. Equipment
shall be defined as any mechanical apparatus that requires steering or guidance to be
2. Operators of City of Ammon owned or leased motor vehicles and/or equipment shall
always drive safely, legally and courteously, remembering that they are directly
responsible for maintaining both City of Ammon owned property and public trust.
3. The City of Ammon is committed to providing our employees the safest work
environment possible that protects our employees, citizens and to also contribute to the
wellbeing of their families and the community whenever possible. This Vehicle
Equipment Use and Safety Driving Policy is intended to provide our employees with
knowledge and guidelines to keep them and others safe while driving.
4. The City of Ammon encourages all employees to utilize the information in this policy
even when 'off the clock'. The objectives of this policy are threefold:
a. To save lives and to reduce the risk of life-altering injuries to our employees,
their families and others in the community;
b. To protect personal and financial resources; and
c. To guard against potential liabilities associated with vehicle accidents involving
employees while driving on City time.
5. Employees are expected to operate vehicles and/or equipment safely. The City of
Ammon considers the use of vehicles and/or equipment part of the working
environment.
6. This policy applies to all employees and City volunteers* who operate vehicles and/or
will be reviewed by managers and supervisors to ensure full implementation and
compliance.
a. *Volunteers
volunteers.
B. SCOPE
1. This policy applies to all employees that must drive for work purposes. Any employee
that drives a vehicle (city or personal) while 'on the clock' must follow the rules and
regulations stated in this policy and those covered in training sessions.
2. Vehicles and/or equipment owned or leased by the City of Ammon are to be used for
the functions of City of Ammon. Personal use or any other type of use must be
authorized by the empl
3. Some employees may be assigned a vehicle that is driven home; such personal use, if
allowed, may be a taxable benefit. When applicable, the taxable benefit rate shall be
calculated at the current Internal Revenue Service business mileage rate.
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4. Vehicles and/or equipment over 26,000 gross vehicle weight, buses, and vans over 15
). The City of Ammon recognizes
that certain drivers are exempted by State Statute 49-302-3; it shall be the
determination of each Department Head to which the Statue applies to determine the
requirement for those employees, regarding a CDL.
C.DRIVER ELIGIBILITY
1. Employees who drive City vehicles or drive personal vehicles for City related work must
have prior authorization. The process to become an authorized driver consist of the
following steps:
a.
b. Drivers must be at least 17 years of age.
c. Request to Add/Remove Driver Request Form must be submitted to HR
d. Employees must complete the City of Ammon's Driving Safety Training Program
taught by an approved presenter for the safety program.
e. Prior to being hired all employees shall have a report drawn by the HR Director
or their designee from the Idaho Repository. This report includes traffic
excessive violations, the Department Manager shall be notified prior to hiring.
f. Employees must sign a New Driver Contract with the City of Ammon.
g. Prior to operation of a City owned vehicle or equipment, final approval by the HR
Department must be given.
h. pended, the
employee shall immediately notify his or her supervisor. At the time of the
validated. A long te
that an employee be terminated.
D.TRAINING
The City of Ammon believes strongly in the value of its employees, their families, and the
community. Therefore, all authorized drivers will receive driving safety training by a designated
safety person during their new-hire orientation process. Additional training (review) will be
provided annually. Authorized drivers are required to attend an annual driving safety training
session, and all other employees are encouraged to attend. This training will be carried out by
an authorized safety person and shall be scheduled as needed. Date and location of training
sessions will be provided in advance.
E.DRIVER CONTRACTS
All authorized drivers will be required to sign a New Driver Contract Form acknowledging their
awareness and understanding of the City of Ammon's driving safety policy regarding driving
record checks, driver performance, driving safety rules, vehicle maintenance and procedures
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employment and shall be received by the HR Department prior to the issuance of the first
paycheck of a new employee. It shall be the
required could result in termination effective on the issuance date of the first paycheck.
Employees should understand that a GPS tracking device may be installed on any City vehicle.
result in disciplinary actions including but not limited to termination.
F.AUTHORIZATION
After an employee has met all requirements of this policy to become an authorized driver, and
the Department Head has submitted the required form requesting to add a driver to the
authorized driver list, the HR Department will authorize employee for driving privileges and
notify the Department Head. Any changes that might affect authorization (driving
accident, ticket, license suspension, etc.) must immediately be m
immediate supervisor and immediately relayed to the HR Department by the Department Head.
All steps will be taken to determine appropriate action and if a change is necessary to driver's
authorization status.
G.DRIVING SAFETY RULES
The following driving safety rules shall apply to all city employees when driving a City of Ammon
vehicle. Failure to abide by the driving safety rules could result in the loss of driving privileges,
disciplinary action, and/or termination of employment.
1.Authorized drivers must follow all rules when driving on City time.
2.Driver should familiarize themselves with the vehicle or equipment they are going to
drive or operate before use. They should know where all instruments are in the cab
and location of turn signals, lights, wipers, flashers, emergency brake, etc. Seat and
mirrors must also be adjusted.
3.Driver should confirm that insurance information is located in the glove box before
using vehicle.
4.All employees and passengers are required to wear seat belts. EXCEPTION: Those
persons meeting the exemptions of Idaho State Code 49-673-(2) shall be exempt from
this requirement.
5.Driver must comply at all times with all traffic safety laws.
6.Driver should drive at an appropriate speed for the road conditions. This means that in
some situations (rain, snow, etc.) drivers should drive slower than the posted speed
limit.
7.Driver should not engage in aggressive driving acts. This would include, but not be
limited to, tailgating, excessive speed, failing tosignal intentions, running red lights,
8.Pursuant to Section 4, B, 13 of the Ammon Personnel Manual Non-City employees may
ride in a City vehicle. Authorized Driver must ensure that all passengers are compliant
with said section.
9.In addition to the employee assigned or permitted to drive a City of Ammon vehicle or
equipment, he or she may allow others, as necessary, to operate the vehicle if they
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of age or older. Vehicles assigned to
employees to be taken home shall not be operated by a driver other than the
employee assigned or permitted for any use other than City Business. For vehicles
assigned to an employee to be used for business travel refer to Section 4,B,13, of the
Ammon Personnel Manual.
10.Driver should never leave keys in the vehicle or leave the vehicle unattended while the
engine is running. (In some cases the warming up of a vehicle during winter weather
would be permitted).
11.Driver should park vehicle in such a manner that eliminates backing out whenever
possible.
12.Unless for safety reasons, never attempt to push or pull another vehicle. This policy
relates to privately owned vehicles.
13.Never transport hazardous (flammable, toxic, etc.) materials unless required by job and
using appropriate vehicle and all necessary precautions.
14.Smoking, vaping, or use of any similar substance is not allowed in City vehicles.
15.Drivers shall not eat while driving.
16.Drivers shall not use handheld devices while driving. Hands-free devices are permitted.
being used for audio communication on official City business. Exception: Sworn law
enforcement officers and Fire Department Officials may use mobile communication
devices in specific tactical situations.
17.Drivers should not attempt to perform any type of personal grooming while driving.
18.Alcohol and drugs are not allowed in City vehicles. They are also not allowed in
personal vehicles being used for City business. Driving while under the influence of
alcohol or drugs is also prohibited.
19.Drivers should not operate a vehicle or equipment anytime their ability to drive is
impaired or affected by such things as fatigue, illness, injury, medication, etc.
20.Use turn signals to warn other drivers of your intentions.
21.Vehicles must not be left idling with no benefit to the public when parked or not in use
to conserve fuel and save public funds.
H.PERSONAL VEHICLE USE
1.Employees who drive their personal vehicles and/or equipment on City business are
subject to the requirements of this policy including:
a.Maintaining auto liability insurance with minimum state limits.
b.Providing proof of liability insurance to the designated HR person on an annual
basis.
c.Maintain vehicle in a safe operating condition when driven on City business.
d.If driving a personal vehicle, employee's insurance is primary. In some cases,
City of Ammon's insurance will provide secondary coverage.
I.CONDITION OF VEHICLE
1.Driver Inspection
a.Employees should inspect all vehicles before driving. Items to check are found on
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the Driver Safety Inspection List which is available from Department Heads, the HR
Department or on the City share website. Any needed repairs or problems that
could be a potential danger should be reported to the immediate supervisor and
the vehicle should not be driven. The supervisor shall forward the information to
an authorized service agent so that maintenance or repairs can then be performed
before use of vehicle will be allowed.
2.Fueling
a.Driver is responsible for refueling vehicle, as needed, before returning it to parking.
local area. Check with the HR Department for gas credit card and refueling
procedures when traveling outside of the local area. No personal purchases shall
be made on City card.
3.Regular Maintenance
a.Employees, who operate City vehicles or have been assigned specific equipment to
operate, are responsible for normal upkeep and repairs. Needed maintenance
should be scheduled with an authorized service agent or under some circumstances
the request should be submitted to the immediate supervisor.
4.Cleanliness
a.Drivers should keep vehicles clean. Any debris, food, drink cups, or other items
should be removed and disposed of properly at the end of use.
J.FINANCIAL RESPONSIBILITY
1.Drivers are responsible for any at-fault tickets, accidents and violations incurred while
they are driving. This also includes payment of fines or other financial cost (insurance
deductible, repairs, etc.) incurred as a result of such tickets, accidents and violations.
2.Drivers are responsible for replacement cost for lost keys, locksmith cost for opening
locked doors, replacement cost for lost keyless entry device and any other such cost as
a direct result of their actions.
3.Drivers will be financially responsible for cleaning of vehicle returned dirty beyond
normal use.
K.ACCIDENTS.
1.Accident Procedures. If involved in an accident, regardless of severity, call local
authorities. When an accident occurs, the driver should:
a.Notify your immediate supervisor as soon as possible thereafter.
b.Get medical attention if necessary.
c.Provide first aid only when necessary and only to the extent you are trained.
d.Stay calm and don't engage in arguments or physical altercations.
e.Do not admit fault or make any accusations of guilt.
f.If possible, take pictures of the accident.
g.Make notes about the accident including as much information as you can. (Other
drivers full name, licenses number, plate number, phone number, address and
insurance company)
h.Never provide your home address or phone number. Provide the City of Ammon's
information.
i.Be honest and cooperative with police.
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j.Only discuss situation with the police, City of Ammon officials, or representatives of
the ICRMP Claims Department.
k.If driving personal vehicle, contact your insurance company.
l.Complete accident report form and provide a copy to your immediate supervisor.
2.Accident Investigation.
a.Drivers involved in accidents shall submit to an immediate and mandatory drug test
following the accident. Department heads and immediate supervisors shall be
responsible for ensuring the drug test procedure is initiated no later than one (1)
hour after the accident occurs.
b.Drivers who are involved in an accident may be placed on temporary suspension.
Employees placed on temporary suspension, should not drive again for City
business until after completion of an investigation by either the Department Head
and/or HR Department.
c.The driver's immediate supervisor will be notified of the outcome of the
investigation and if the driver's authorization is denied, restored or if additional
driver training will be required before authorization is granted.
d.The driver's immediate supervisor will be responsible for determining the
corrective/disciplinary action taken if the accident is determined to have been
preventable or their fault.
L.ROADSIDE ASSISTANCE
If a driver experiences trouble with the vehicle they should pull over and out of traffic. Move as
far from danger as possible. Call their immediate supervisor or their designee and inform them
of the situation. If unable to contact the supervisor, refer to the packet provided in the glove
compartment of each City vehicle and call the next available person on the list for emergency
contacts in the City. The supervisor or the emergency contact will make or authorize the driver
to make the necessary arrangements to pick the driver up and to have the vehicle repaired or
towed if needed.
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CITY OF AMMON VEHICLE, EQUIPMENT USE AND DRIVING SAFETY POLICY APPENDIX C
ACKNOWLEDGEMENT OF RECEIPT
SIGNATURE SHEET
RECEIPT:
I, ___________________________________________ acknowledge that I have received a
copy of the City of Ammon Vehicle, Equipment Use and Driving Safety Policy, Appendix C of
the Ammon Personnel Policy Manual. I understand that it is my responsibility to review this
policy appendix. My signature below affirms that I will read and understand the policy
appendix. If I have questions regarding any aspect of the policy appendix, I will discuss these
questions with my Department Head or the Designated Human Resource person as
necessary until I fully understand the policies and procedures of the City of Ammon.
I understand that should this Policy be modified that I will be provided with a copy of the
modification.
_________________________________________ ______________
Employee Signature Date
_________________________________________ ______________
Human Resource (Witness to Employee Signature) Date
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CITY OF AMMON VEHICLE, EQUIPMENT USE AND DRIVING SAFETY POLICY
APPENDIX C
ACCEPTANCE AND UNDERSTANDING
SIGNATURE SHEET
ACCEPTANCE:
My signature below affirms that I have read and understand the terms of the Vehicle, Equipment Use and Driving
Safety Policy and that I have addressed any concerns or questions regarding this policy with my Department Head
or the designated Human Resource person. I further understand that I am governed by the contents of this policy
and it is my responsibility to remain familiar with all of the information contained therein. Any violation of this
policy may be cause for termination.
Additionally, the undersigned hereby acknowledges he/she may be given authorization to operate a City owned or
City insured vehicle. I understand that this vehicle is to be regularly maintained and serviced, according to the
whichever is appropriate.
Further, it is agreed this vehicle will be operated in a safe manner and in compliance with this policy. I agree to be
responsible for all traffic and parking violations that occur while the vehicle is assigned to me.
I understand articles of this agreement apply regardless of who is operating this vehicle.
I agree to promptly report all accidents or incidents resulting in injury or damage to the vehicle or other property,
no matter how slight.
Ammon the
___________, License Number ______________, Expiration Date _________.
I understand the operation of this vehicle in a safe operating condition is my responsibility. If this vehicle becomes
unsafe, it is my responsibility to notify my supervisors immediately.
I have read and agree to the provisions of this vehicle assignment agreement and the requirements of the Policy.
DEPARTMENT HEAD: When assigning an employee,a specific vehicle, list the description below:
_______________________________________________ ______________
Employee Signature Date
_______________________________________________ _______________
Department Head (Witness to Employee Signature) Date
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CITY OF AMMON VEHICLE, EQUIPMENT USE AND DRIVING SAFETY POLICY APPENDIX C
NEW DRIVER CONTRACT
I acknowledge that I have read and
Policy, have attended or have been scheduled by my supervisor to attend, the driver safety training program and
passed all required tests, understand the correct procedures for reporting any accidents or traffic violations and
agree to abide by all rules and regulations of the City of Ammon. I also agree to the statements listed below and
understand if I fail to meet any of the requirements or promises, my driving privileges could/will be suspended or
revoked. Additional disciplinary action could also be taken, up to and including termination of employment
depending upon the circumstance and severity of my driving actions or failure to meet these promises.
I will abide by all require
Employee Signature Printed Name Date
Department Head Signature Printed Name Date
A PHOTOCOPY OF EMPLOYEE'S VALID DRIVER'S LICENSE MUST BE ATTACHED TO THIS FORM AND SHALL BE KEPT
IN THE EL FILE.
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CITY OF AMMON VEHICLE, EQUIPMENT USE AND DRIVING SAFETY POLICY
APPENDIX C
REQUEST TO ADD/REMOVE DRIVER
The Department Head requesting the addition or removal of a driver from the City approved driver list
must complete this application, sign and date and submit to the Human Resource Department for
approval. All information must be completely and accurately stated. Any omissions or inaccuracies will
cause a delay or denial of authorization. Any questions please contact the Human Resource Department.
Check appropriate box: Add Driver Remove Driver Change Driver Information
Driver Information
Department:
Full Name: ________ Date of Birth: _ _/ __ /_____
Home Address: ______________________________City: __________________ State: ______ Zip: _______
Home Phone: _______________________________________ Cell Phone: __________________________
Driver's License#: State Issued: ____Exp. Date: / /__
License Class: License Restrictions: License Endorsements: ________________________
History
Check all that apply and provide dates, times and any pertinent details (for the past three (3) years. Use
back page if needed.
Job contingent upon authorization to drive?
Accidents?
Tickets?
Convictions?
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I certify that the information provided on this form is correct and accurate. I understand that this
information will be used to obtain a record of my driving history from the Idaho State Repository. I further
understand that the decision to authorize me as a driver for City of Ammon will be based on this
information. I also acknowledge that I have attended or will attend the first available, driver safety training
program, and that I have read and understand
and agree to abide by all rules and regulations of City of Ammon.
Employee Signature Printed Name Date
Department Head Signature Printed Name Date
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CITY OF AMMON
BONNEVILLE COUNTY, IDAHO
RESOLUTION NO. 2018-018R
A RESOLUTION OF THE MAYOR AND COUNCIL OF THE CITY OF AMMON,
IDAHO, ESTABLISHING THE DATES FOR ALL REGULAR CITY COUNCIL
MEETINGS FOR 2019.
WHEREAS, regular meetings of the City Councilshall be held on the first, and third Thursday
of each month at 7:00p.m., and the second Thursday at 4:30 p.m.at AmmonCity Halllocated at
2135 South Ammon Road, Ammon, Idaho.This schedule may vary by Council order; and,
WHEREAS, pursuant to Idaho Code § 67-2343(1), any public agency that holds meetings at
regular intervals of at least once per calendar month scheduled in advance over the course of the year
may satisfy this meeting notice by giving meeting notices at least once each year of its regular meeting
schedule; and,
WHEREAS, the City Council has determined that listing all regular meetings of the City
Council to be held in 2019would be beneficial to the residents of and visitors to the City of Ammon.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL OF
THE CITY OF AMMON, IDAHOthat the regular meetings of the City Councilfor 2019are
attached as Exhibit -A
th
This Resolution will be in full force and effect upon its adoption this20day of December
2018.
CITY OF AMMON, IDAHO
__________________________
Sean Coletti, Mayor
ATTEST:
________________________
Rachael Sanders, City Clerk
2018-018R2019 City Council Meeting DatesPage 1of 2
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EXHIBIT A
2019
CITY COUNCIL MEETINGS
STRD
AND 3THURSDAYS)
START TIME -7:00 PM
ND
THURSDAY) START TIME
4:30 PM
January 3, 2019
January 10, 2019 Work Session*
January 17, 2019
February 7, 2019
February 14, 2019 Work Session*
February 21, 2019
March 7, 2019
March 14, 2019 Work Session*
March 21, 2019
April 4, 2019
April 11, 2019 Work Session*
April 18, 2019
May 2, 2019
May 9, 2019 Work Session *
May 16, 2019
June 6, 2019
June 13, 2019 Work Session*
June 20, 2019
th
July 4, 2019 (Cancelled for the 4of July Holiday)
July 11, 2019 Work Session & Regular Session
July 18, 2019
August 1, 2019 (BUDGET HEARING)
August 8, 2019 Work Session*
August 15, 2019
September 5, 2019
September 12, 2019 Work Session*
September 19, 2019
October 3, 2019
October 10, 2019 Work Session*
October 17, 2019
November 7, 2019
November 14, 2019 Work Session*
November 21, 2019
December 5, 2019
December 12, 2019 Work Session*
December 19, 2019
January 2, 2020
(This schedule may vary by Council order)
2018-018R2019 City Council Meeting DatesPage 2of 2
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DRAWN BYDESIGN BYCHECK BY
TD-CMJ
JOB NO:
2018-638
N.T.S.
DATE:
October 23, 2018
SHEET NO.
1
1
OFSHEETS
80 of 96
E. DERRALD AVE.
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LOT 6
BOUNDARY DESCRIPTIONOWNER'S CERTIFICATE
2
=
5
B7
0.800 ACRESC5
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1KNOW ALL MEN BY THESE PRESENTS: THAT CRAW PROPERTY MANAGEMENT,LLC, AN IDAHO LIMITED
2
43
PART OF LOTS 4,5,6 AND 7, BLOCK 5 OF THE RICKS FARM DIVISION NO. 2, THIRD AMENDED PLAT, IN
6
.
8
LIABILITY CORPORATION, ARE OWNERS OF THE TRACT OF LAND INCLUDED WITHIN THE BOUNDARY
"'
THE CITY OF AMMON, AND A PART OF THE SW 1/4 OF SECTION 27, TOWNSHIP 2 NORTH, RANGE 38
2
3
5
.DESCRIPTION SHOWN HEREON AND I, THE UNDERSIGNED MANAGING MEMBER OF AND ON BEHALF OF
2
'
EAST, B.M., BONNEVILLE COUNTY, IDAHO DESCRIBED AS:
SAID LIMITED LIABILITY CORPORATION, HAVE CAUSED THE SAME TO BE PLATTED AND DIVIDED INTO
9BLOCKS, LOTS, AND STREETS, TO BE HEREAFTER KNOWN AS EAGLE PARK, FORMERLY KNOWN AS
4
.
1
4
'
RICKS FARM, DIVISION NO. 2, FOURTH AMENDED PLAT, TO THE CITY OF AMMON, BONNEVILLE COUNTY,
10' P.U.E.
IDAHO AND WE DO HEREBY DEDICATE TO THE PUBLIC, ALL STREETS AND RIGHT-OF-WAYS SHOWN
LINE OF LOT 8, BLOCK 5, RICKS FARM, DIVISION NO. 2, FOURTH AMENDED PLAT; THENCE
THEREON. THE UNDERSIGNED FURTHER PERPETUALLY GRANT AND CONVEY TO THE CITY OF AMMON,
IDAHO, THE PUBLIC UTILITY EASEMENTS SHOWN ON SUCH PLAT. WE ALSO CERTIFY THAT THE LOTS
SHOWN ON THIS PLAT ARE ELIGIBLE TO RECEIVE WATER FROM THE CITY OF AMMON MUNICIPAL
1
RICKS FARM, DIVISION NO. 2, FOURTH AMENDED PLAT AND THE POINT OF BEGINNING; THENCE
2
5 PROJECT
WATER SYSTEM AND SAID CITY HAS AGREED IN WRITING TO SERVE SAID LOTS.
.
1
0
'
LOCATION
IN WITNESS WHEREOF, I HAVE HEREUNTO SET MY HAND THIS ___ DAY OF __________, 20__.
CRAW PROPERTY MANAGEMENT,LLC
BY: _____________________________
LOT 5
JOSEPH MOORE
0.265 ACRES
POINT OF BEGINNING.MANAGING MEMBER - CRAW PROPERTY MANAGEMENT, LLC
PARCEL CONTAINS 9.648 ACRES MORE OR LESS.
LOT 7
ACKNOWLEDGEMENT
BLOCK 5
VICINITY MAP
COMMON CITY ACCEPTANCE
CONTOUR INTERVAL = 1'
LOT 4
AREA
N.T.S.
STATE OF _________________)
COMMON AREA
1.955 ACRESTHE FORGOING PLAT WAS DULY ACCEPTED AND APPROVED BY THE CITY OF
:SS.
2.616 ACRES
LOT 3
AMMON, IDAHO BY RESOLUTION ADOPTED THIS_____DAY OF______________, 201_.
COUNTY OF _______________)
OWNER/DEVELOPER
ENGINEER/SURVEYOR
0.265 ACRES
HLE ENGINEERING INC.
__________________________________________________CRAW PROPERTY MANAGEMENT, LLC
ON THIS _______DAY OF ____________, 20___, BEFORE ME THE UNDERSIGNED, A NOTARY PUBLIC IN
101 S. PARK AVE.
MAYORCITY CLERK
AND FOR SAID STATE, PERSONALLY APPEARED JOSEPH MOORE KNOWN OR IDENTIFIED TO ME, TO BE
2375 CORONADO STREET
SUITE 210
A MANAGING MEMBER OF CRAW PROPERTY MANAGEMENT LLC, AN IDAHO LIMITED LIABILITY
IDAHO FALLS , ID 83404
_________________________
CORPORATION, AND THE PERSON WHO SUBSCRIBED SAID LIMITED LIABILITY CORPORATIONS NAME
IDAHO FALLS, ID 83402
CITY ENGINEER
TO THE FOREGOING OWNER'S DEDICATION AND THE DRINKING WATER CERTIFICATE ANDPHONE - (208) 522-4600
PHONE (208) 524-0212
ACKNOWLEDGED TO ME THAT HE EXECUTED THE SAME IN SAID LIMITED LIABILITY CORPORATION'S
NAME AND AS A PERSON AUTHORIZED TO BIND SUCH LIMITED LIABILITY CORPORATION.
RECORDER'S CERTIFICATE
IN WITNESS WHEREOF, I HAVE HEREUNTO SET MY HAND AND AFFIXED MY OFFICIAL SEAL THE DAY
20' P.U.E.
I HEREBY CERTIFY THAT THE FOREGOING PLAT EAGLE PARK, FORMERLY KNOWN AS RICKS
LAND USE
AND THE YEAR IN THIS CERTIFICATE FIRST ABOVE WRITTEN.STREETS
FARM SUBDIVISION, DIVISION NO. 2, FOURTH AMENDED PLAT WAS FILED IN THE OFFICE OF
EXISTING USE- HC-1
THE RECORDER OF BONNEVILLE COUNTY, IDAHO ON THE ______DAY OF___________, 201___
PAVED STREETS
EXISTING ZONING - COMMERCIAL
AT ___________ AND RECORDED AS INSTRUMENT NO.___________________.
LOT 1
__________________________________________
BONNEVILLE COUNTY
0.554 ACRES
INTENDED USE - COMMERCIAL
________________________________________________
TYPICAL SECTION
LOT 8
BONNEVILLE COUNTY RECORDER
NOTARY PUBLIC FOR THE STATE OF _______________
1.928 ACRES
RESIDING AT: _____________________________
LAND DESCRIPTION
DRAWN BY
DESIGN BYCHECK BY
COMMISSION EXPIRATION DATE: ________________
DRAWN BYDESIGN BYCHECK BY
PARCEL ZONING EXISTING = HC-1
JZH-CMJ
TDHLECMJ
UTILITIES
TOTAL AREA OF PROPERTY = 420,264 (9.648 ac)
JOB NO:2018-638
JOB NO:2018-638
WATER - CITY WATER SYSTEM
DATE:November 5, 2018
DRINKING WATER SYSTEM CERTIFICATE
SEWER - CITY SEWER SYSTEM
DATE:
REVISIONSDATE November 5, 2018
POWER - ROCKY MOUNTAIN POWER
LOT 2
REVISIONSDATE
ARE ELIGIBLE TO RECEIVE WATER FROM THE CITY OF AMMON MUNICIPAL WATER SYSTEM, AND SAID
COMMON AREA
CITY HAS AGREED IN WRITING TO PROVIDE CULINARY WATER SERVICE TO SAID LOTS.
1.264 ACRES
IN WITNESS WHEREOF, I HAVE HEREUNTO SET MY SIGNATURE THIS ________DAY OF ____________, 201__.
TREASURER'S CERTIFICATE
CITY OF AMMON APPROVAL :__________________________________
___________________________________
I, THE UNDERSIGNED COUNTY TREASURER IN AND FOR THE COUNTY OF BONNEVILLE,
PLANNING DIRECTOR
JOSEPH MOORE - MANAGING MEMBER
P.O.B.
CERTIFY THAT ALL COUNTY PROPERTY TAXES DUE FOR THE PROPERTY INCLUDED IN
CRAW PROPERTY MANAGEMENT, LLC
THIS PROJECT ARE CURRENT.
DATE:___________________________________________________________
BONNEVILLE COUNTY TREASURER
EXAMINING SURVEYOR'S CERTIFICATE
I HEREBY CERTIFY THAT I HAVE EXAMINED THIS PLAT AND FIND IT TO BE CORRECT AND
LOT 8, BLOCK 5
HEALTH DEPARTMENT
ACCEPTABLE AS REQUIRED WITH SECTION 50-1305 OF THE IDAHO CODE.
RICKS FARM DIV. NO 2,
DATE:_____________
FOURTH AMENDED PLAT CERTIFICATE OF APPROVAL
SANITARY RESTRICTIONS AS REQUIRED BY IDAHO CODE, TITLE 50, CHAPTER 13 HAVE
______________________________________________________________
BEEN SATISFIED BASED ON DEPARTMENT OF ENVIRONMENTAL QUALITY REVIEW AND
APPROVAL FOR THE DESIGN PLANS AND SPECIFICATIONS AND THE CONDITIONS IMPOSEDBONNEVILLE COUNTY SURVEYOR, STEVE ROUNDS P.L.S. NO. 12640
ON THE DEVELOPER FOR CONTINUED SATISFACTION OF SANITARY RESTRICTIONS.
WATER AND SEWER LINE HAVE BEEN COMPLETED AND SERVICES CERTIFIED AS
AVAILABLE. SANITARY RESTRICTIONS MAY BE REIMPOSED, IN ACCORDANCE WITH
SECTION 50-1326, IDAHO CODE, BY THE ISSUANCE OF A CERTIFICATE OF DISAPPROVAL.
LOT 3, BLOCK 5
RICKS FARM DIV. NO 2,
SURVEYOR'S CERTIFICATE
DATE: _________HEALTH DISTRICT SIGNATURE: _____________________
Parcel Line Table THIRD AMENDED PLAT
I, CLINT M. JOLLEY, A REGISTERED PROFESSIONAL LAND SURVEYOR IN THE STATE OF IDAHO DO
LEGEND
Length
Line #Direction
HEREBY CERTIFY THAT THE SURVEY OF THIS SUBDIVISION, DESIGNATED AS EAGLE PARK,
SECTION CORNER CONTROL
FORMERLY KNOWN AS RICKS FARM DIVISION NO. 2 FOURTH AMENDED PLAT, WAS MADE UNDER
CULINARY
Lot Curve Table
MY DIRECTION, AND THAT SAID SUBDIVISION IS TRULY AND CORRECTLY STAKED AS PROVIDED
L139.00'WATER LINE
SURVEYED BOUNDARY LINE
BY LAW AND IN ACCORDANCE WITH THE ACCOMPANYING PLAT AS DESCRIBED HEREON.
LengthChord Length
Curve #RadiusDeltaChord Direction
L222.75'
SANITARY SEWER
SECTION CONTROL LINE
P.L.S. 15571________________________________________
C261.43'597.64'5.8961.40'
10' PUBLIC UTILITY EASEMENT
L330.64'
SANITARY SEWER
(P.U.E.)
FLOOD PLAIN DESIGNATION
C1259.27'522.13'28.45256.61'
MANHOLE
L6129.02'FOUND 1/2" IRON ROD WITH
CAP MARKED HLE P.L.S. 4563
FIRE HYDRANTZONE X PER PANEL NUMBER 1600270235 D PANEL 235 OF 600
C3175.35'597.65'16.81174.72'
L7129.02'
FOUND 5/8" IRON ROD WITH ALUMINUM
WITH AN EFFECTIVE DATE OF APRIL 2, 2002
CAP MARKED HLE P.L.S. 4563
SHEET NO.
11.42'
FOUND 5/8" IRON ROD WITH ALUMINUM
IRRIGATION WATER RIGHTS
CAP MARKED HLE P.L.S. 4563
1
28 27
E. S
UNNYSIDE
RD.45.02'
FOUND 1/2" X 24" IRON ROD WITH
THIS PROPERTY REMAINS IN THE PROGRESSIVE IRRIGATION
127
322.65'
CAP MARKED HLE P.E.L.S. 2341
33 34
DISTRICT AND TO SATISFY THE REQUIREMENTS OF IDAHO CODE
SW COR. OF SEC. 27
S 1/4 OF SEC. 27POINT OF BEGINNING
P.O.B.SECTION 31-3805, SUBSECTION (1)(B). A SIGNED WATER USE AND
34
FOUND BRASS CAP MONUMENT
1
BASIS OF BEARINGS FOUND BRASS CAP MONUMENTASSESSMENT AGREEMENT BETWEEN THE CITY OF AMMON, IDAHO,
INST. NO. 1215657 OFSHEETS
THE DEVELOPER, AND THE IRRIGATION DISTRICT IS PENDING.
INST. NO. 1215654
CITY OF IDAHO FALLS 2004 CONTROL
SHEET NO.
1
TYPICAL STREET CROSS SECTION
1
OFSHEETS
81 of 96
82 of 96
83 of 96
84 of 96
85 of 96
86 of 96
87 of 96
88 of 96
89 of 96
PROJECT
LOCATION
DRAWN BYDESIGN BYCHECK BY
N.T.S.
TD-CMJ
JOB NO:2018-668
DATE:
November 16, 2018
SHEET NO.
1
1
OFSHEETS
90 of 96
OWNER'S CERTIFICATE
BOUNDARY DESCRIPTION
KNOW ALL MEN BY THESE PRESENTS: GODFREY FAMILY PROPERTY TRUST, AN IDAHO TRUST, ARE
OWNERS OF THE TRACT OF LAND INCLUDED WITHIN THE BOUNDARY DESCRIPTION SHOWN HEREON
AND WE, THE UNDERSIGNED CO-TRUSTEES OF AND ON BEHALF OF SAID TRUST, HAVE CAUSED THE
PART OF THE SW 1/4 OF SE 1/4 OF SECTION 27, TOWNSHIP 2 NORTH RANGE 38 E.B.M.,
SAME TO BE PLATTED AND DIVIDED INTO BLOCKS, LOTS, AND STREETS, TO BE HEREAFTER KNOWN AS
EAGLE PARK, FORMERLY , TO THE CITY OF AMMON, BONNEVILLE COUNTY, IDAHO AND WE DO HEREBY
BONNEVILLE COUNTY, IDAHO DESCRIBED AS:
DEDICATE TO THE PUBLIC, ALL STREETS AND RIGHT-OF-WAYS SHOWN THEREON. THE UNDERSIGNED
FURTHER PERPETUALLY GRANT AND CONVEY TO THE CITY OF AMMON, IDAHO, THE PUBLIC UTILITY
EASEMENTS SHOWN ON SUCH PLAT. WE ALSO CERTIFY THAT THE LOTS SHOWN ON THIS PLAT ARE
ELIGIBLE TO RECEIVE WATER FROM THE CITY OF AMMON MUNICIPAL WATER SYSTEM AND SAID CITY
HAS AGREED IN WRITING TO SERVE SAID LOTS.
IRRIGATION WATER RIGHTS
IN WITNESS WHEREOF, WE HAVE HEREUNTO SET OUR HANDS THIS ___ DAY OF __________, 20__.
THIS PROPERTY REMAINS IN THE PROGRESSIVE IRRIGATION DISTRICT
THE GODFREY FAMILY TRUST
AND TO SATISFY THE REQUIREMENTS OF IDAHO CODE SECTION 31-3805,BY: _____________________________ BY: _____________________________
28.62 FEET TO THE NORTHERLY RIGHT OF WAY OF SUNNYSIDE ROAD; THENCE
GARY B. GODFREY D. KENT. GODFREY
SUBSECTION (1)(B). A SIGNED WATER USE AND ASSESSMENT AGREEMENT
CO-TRUSTEE - THE GODFREY FAMILY TRUST CO-TRUSTEE - THE GODFREY FAMILY TRUST
BETWEEN THE CITY OF AMMON, IDAHO, THE DEVELOPER, AND THE
IRRIGATION DISTRICT IS PENDING.
PARCEL CONTAINS 1.127 ACRES, MORE OR LESS AND IS SUBJECT TO ALL EASEMENTS OF
RECORD.
ACKNOWLEDGEMENT
FLOOD PLAIN DESIGNATION
STATE OF _________________)
ZONE X PER PANEL NUMBER 1600270235 D PANEL 235 OF 600
RECORDER'S CERTIFICATE
:SS.
WITH AN EFFECTIVE DATE OF APRIL 2, 2002
COUNTY OF _______________)
I HEREBY CERTIFY THAT THE FOREGOING PLAT OF RILEY ISLAND ESTATES,
WAS FILED IN THE OFFICE OF THE RECORDER OF BONNEVILLE COUNTY,
ON THIS _______DAY OF ____________, 20___, BEFORE ME THE
PROJECT
IDAHO ON THE ______DAY OF___________, 201___ AT ___________ AND
CONTOUR INTERVAL = 1'
UNDERSIGNED, A NOTARY PUBLIC IN AND FOR SAID STATE,
LOCATION
RECORDED AS INSTRUMENT NO.___________________.
PERSONALLY APPEARED GARY B. GODFREY KNOWN OR IDENTIFIED TO
ME, TO BE A C0-TRUSTEE OF THE GODFREY FAMILY PROPERTY TRUST,
AN IDAHO TRUST, AND THE PERSON WHO SUBSCRIBED SAID TRUSTS
____________________________________________________
NAME TO THE FOREGOING OWNER'S DEDICATION AND THE DRINKING
BONNEVILLE COUNTY RECORDER
WATER CERTIFICATE AND ACKNOWLEDGED TO ME THAT HE EXECUTED
VICINITY MAP
THE SAME IN SAID LIMITED LIABILITY CORPORATION'S NAME AND AS A
PERSON AUTHORIZED TO BIND SUCH TRUST.
N.T.S.
IN WITNESS WHEREOF, I HAVE HEREUNTO SET MY HAND AND AFFIXED
OWNER/DEVELOPERENGINEER/SURVEYOR
LOT 4
MY OFFICIAL SEAL THE DAY AND THE YEAR IN THIS CERTIFICATE FIRST
HLE ENGINEERING INC.
0.286 ACRES
THE GODFREY FAMILY PROPERTY TRUST
101 S. PARK AVE.
ABOVE WRITTEN.
149 NORTH 835 EAST
SUITE 210
LINDON, UTAH 84042
IDAHO FALLS, ID 83402
__________________________________________PHONE - (208) 971-1496
PHONE (208) 524-0212
TREASURER'S CERTIFICATE
NOTARY PUBLIC FOR THE STATE OF _______________
RESIDING AT: _____________________________
LAND USESTREETS
I, THE UNDERSIGNED COUNTY TREASURER IN AND FOR THE COUNTY OF
LOT 5COMMISSION EXPIRATION DATE: ________________
EXISTING USE- R-1
PAVED STREETS
50-1308, DO HEREBY CERTIFY THAT ALL COUNTY PROPERTY TAXES DUE FOR0.278 ACRES
EXISTING ZONING - RESIDENTIAL
BONNEVILLE COUNTY
THE PROPERTY INCLUDED IN THIS PROJECT ARE CURRENT.
INTENDED USE - RESIDENTIAL
TYPICAL SECTION
15' P.U.E.
_______________________________ ____________________________
ACKNOWLEDGEMENT
BONNEVILLE COUNTY TREASURER DATE
UTILITIES
LAND DESCRIPTION DRAWN BY
DESIGN BYCHECK BY
DRAWN BYDESIGN BYCHECK BY
WATER - CITY WATER SYSTEM
STATE OF _________________)PARCEL ZONING EXISTING = R-1
TD-CMJ
TDHLECMJ
SEWER - CITY SEWER SYSTEM
:SS.
TOTAL AREA OF PROPERTY = 49102 sf (1.127 ac)
JOB NO:2018-668
LOT 6JOB NO:2018-668
COUNTY OF _______________)POWER - ROCKY MOUNTAIN POWER
0.282 ACRES DATE:November 16, 2018
CITY ACCEPTANCE
DATE:
ON THIS _______DAY OF ____________, 20___, BEFORE ME THE REVISIONSDATE November 16, 2018
UNDERSIGNED, A NOTARY PUBLIC IN AND FOR SAID STATE,
THE FORGOING PLAT WAS DULY ACCEPTED AND APPROVED BY THE
REVISIONSDATE
PERSONALLY APPEARED D. KENT GODFREY KNOWN OR IDENTIFIED TO
CITY OF AMMON, IDAHO BY RESOLUTION ADOPTED THIS_____DAY
ME, TO BE C0-TRUSTEE OF THE GODFREY FAMILY PROPERTY TRUST,
OF______________, 201_.
AN IDAHO TRUST, AND THE PERSON WHO SUBSCRIBED TRUSTS NAME
5.78'
TO THE FOREGOING OWNER'S DEDICATION AND THE DRINKING WATER
__________________________________________________
7.55'CERTIFICATE AND ACKNOWLEDGED TO ME THAT HE EXECUTED THE
MAYOR CITY CLERK
SAME IN SAID LIMITED LIABILITY CORPORATION'S NAME AND AS A
_________________________PERSON AUTHORIZED TO BIND SUCH TRUST.
CITY ENGINEER CITY OF AMMON APPROVAL :__________________________________
LOT 7IN WITNESS WHEREOF, I HAVE HEREUNTO SET MY HAND AND AFFIXED
PLANNING DIRECTOR
0.281 ACRES
MY OFFICIAL SEAL THE DAY AND THE YEAR IN THIS CERTIFICATE FIRST
22
.33
ABOVE WRITTEN.
COUNTY APPROVAL
__________________________________________
169.15
'
NOTARY PUBLIC FOR THE STATE OF _______________
THE FOREGOING PLAT WAS DULY ACCEPTED AND APPROVED BY THE
X
28.62'
BOARD OF COUNTY COMMISSIONERS OF BONNEVILLE COUNTY, IDAHO,
RESIDING AT: _____________________________
BY RESOLUTION ADOPTED THIS _____ DAY OF ________________ , 201____.
28.61' (R)
433.7
4'
COMMISSION EXPIRATION DATE: ________________
2210.82'
____________________________________ __________________________
CHAIRMAN, BOARD OF COMMISSIONERS PUBLIC WORKS DEPARTMENT
DRINKING WATER SYSTEM CERTIFICATE
EXAMINING SURVEYOR'S CERTIFICATE
I HEREBY CERTIFY THAT I HAVE EXAMINED THIS PLAT AND FIND IT TO BE
ON THIS PLAT ARE ELIGIBLE TO RECEIVE WATER FROM THE CITY OF AMMON MUNICIPALCORRECT AND ACCEPTABLE AS REQUIRED WITH SECTION 50-1305 OF
WATER SYSTEM, AND SAID CITY HAS AGREED IN WRITING TO PROVIDE CULINARY WATERTHE IDAHO CODE.
DATE:_____________
SERVICE TO SAID LOTS.
_____________________________________________________________
IN WITNESS WHEREOF, I HAVE HEREUNTO SET MY SIGNATURE THIS ________DAY OF
BONNEVILLE COUNTY SURVEYOR, STEVE ROUNDS P.L.S. NO. 12640
____________, 201__.
___________________________________ ___________________________________
GARY B. GODFREY - CO-TRUSTEE D. KENT. GODFREY - CO-TRUSTEE SURVEYOR'S CERTIFICATE
THE GODFREY FAMILY PROPERTY TRUST THE GODFREY FAMILY PROPERTY TRUST
SHEET NO.
I, CLINT M. JOLLEY, A REGISTERED PROFESSIONAL LAND
SURVEYOR IN THE STATE OF IDAHO DO HEREBY CERTIFY THAT
THE SURVEY OF THIS SUBDIVISION, DESIGNATED AS GODFREY 1
SUBDIVISION, WAS MADE UNDER MY DIRECTION, AND THAT SAID
SUBDIVISION IS TRULY AND CORRECTLY STAKED AS PROVIDED
BY LAW AND IN ACCORDANCE WITH THE ACCOMPANYING PLAT
AS DESCRIBED HEREON.
1
OFSHEETS
P.L.S. 15571________________________________________
SHEET NO.
TYPICAL STREET CROSS SECTION
1
1
OFSHEETS
91 of 96
92 of 96
93 of 96
94 of 96
95 of 96
96 of 96