HomeMy WebLinkAboutResolution 2017-062 Approving and adopting amendments to Town's Personnel Policies and Procedures MARANA RESOLUTION NO, 2017-062
RELATING TO PERSONNEL; APPROVING AND ADOPTING AMENDMENTS TO THE
'rowvs PERSONNEL POLICIES AND PROCEDURES, REVISING CHApr rER I - GEN
ERAL EMPLOYMENT RIGHTS AND RESPONSIBILITIES; CHAPTER 2 - EMPLOYMENT
PROCESS; CHAPTER 3 - CLASSIFICATION AND COMPENSATION; CHAPTER 4 - EM-
PLOYMENT BENEFITS AND LEAVES; CHAPTER 5 - WORK RULES AND EMPLOYEE
DISCIPLINE; AND CHAPTER 7— SAFETY AND HEALTH
WHEREAS Chapter 3-3 of the Marana Town Code provides that the Town Council may
adopt personnel policies, rules, and regulations that follow the generally accepted principles of
good personnel administration and which may be modified or changed from time to time; and
WHEREAS the Town Council adopted Personnel Policies and Procedures via Town of
Marana Ordinance 99.12 and Resolution 99-38 on May 18, 1999, which have been amended
from time to time; and
WHEREAS the Council finds that adoption of the amendments to the Town's Personnel
Policies and Procedures as set -forth in this resolution is in the best interests of the Town and its
employees.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE
TOWN OF MARANA, ARIZONA, as follows:
SECTION 1. Chapter I of the Town's Personnel Policies and Procedures, entitled
"General Employment Rights and Responsibilities" is hereby amended as set forth in Exhibit A
attached to and incorporated by this reference in this resolution!, with deletions shown with
cAr'...(
l
. eouts and additions shown with double underlining.
SECTION 2. Chapter 2 of the Town's Personnel Policies and Procedures, entitled "Em-
ployment Process" is hereby amended as set forth in Exhibit B attached to and incorporated by
this reference in this resolution, with deletions shown with St-1.16,1Ke.Offits and additions shown with
double underlini .
SECTION 3. Chapter 3 of the Town's Personnel Policies and Procedures, entitled
"Classification and Compensation" is hereby amended as set forth in Exhibit C attached to and
incorporated by this reference in this resolution, with deletions shown with and addi-
tions shown with double underlining.
SECTION 4. Chapter 4 of the Town's Personnel Policies and Procedures, entitled "Em-
ployment Benefits and Leaves" is hereby amended as set forth in Exhibit D attached to and in-
corporated by this reference in this resolution, with deletions shown with { and additions
shown with double underlining.
..........
Marana Resolution No.2017-062
SECTION 5. Chapter 5 of the Town's Personnel Policies and Procedures, entitled
"Work Rules and Employee Discipline" is hereby amended as set forth in Exhibit E attached to
and incorporated by this reference in this resolution, with deletions shown with xflceouts and
additions shown with double underlining.
SECTION 6. Chapter 7 of the Town's Personnel Policies and Procedures, entitled
"Safety and Health" is hereby amended by adding new Policy 7-2 "Fitness for Duty Examina-
tions" as set forth in Exhibit F attached to this resolution
SECTION 7. All ordinances, resolutions, or motions and parts of ordinances, resolutions,
or motions of the Council in conflict with the provisions of this resolution are hereby repealed,
effective as of the eft-active date of this resolution.
SECTION 8. The Town's manager and staff are hereby directed and authorized to -under-
take all other and further tasks required or beneficial to carry out the terms, obligations, and ob-
jectives of the aforementioned amendments.
SECTION 9. The amendments to the Town's Personnel Policies and Procedures ap-
proved and adopted by this resolution shall become effective on .lune 24, 2017.
PASSED AND ADOPTED by the Mayor and Council of the Town of Marana, Arizona,
this 20th day of June, 2017.
9
Mayor EA Hon
ATTEST: APPROV AS TO FORM:
J"ocelynC' ronson, Town Clerk ra Cassi own Att y
C/�
MARANA AZ
FSTABLISH�'r.) 19/7
- 2 -
Marana Resolution No.2017-062
CHAPTER 1
.Z- P
GENERAL EMPLOYMENT RIGHTS AND
MARANA AZ RESPONSIBILITIES
POLICY 1-1 EQUAL EMPLOYMENT OPPORTUNITY
The Town of Marana provides equal employment opportunities to all employees and applicants
for employment without regard to race, color, religion, sex, national origin, age, disability
sexual orientation, fender identi . or expression, or status as a A'i^'nk am^�r^ ^H ^r^^; ciisaW^-%"L
A
veteran in accordance with applicable federal laws.
Section 1-1-1 Non-Discrimination
A. The Town complies with applicable state laws governing non-discrimination in
employment. This policy applies to all terms and conditions of employment, including
but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer,
leaves of absence,compensation and training.
The Town also provides equal treatment for disabled employees who can perform with
accommodation the essential tasks of the position that are bona fide occupational
qualifications of the position when such accommodations do not impose an undue
hardship on the Town.
Af
[No revisions to section 1-1-21
Section 1-1-3 Equal Employment Opportunity Program
The Equal Opportunity Officer shall undertake the following actions to ensure equal
employment opportunities in the Town:
A. Periodically review all position qualifications and descriptions to ensure requirements
are relevant to the tasks to be performed and make recommendations as needed to
delete requirements not reasonably related to the tasks to be performed.
B. Ensure that pay and benefits depend upon position responsibility and, along with
overtime work, are administered on anon-discriminatory basis.
C. Inform and provide guidance to staff and management personnel who make hiring
decisions so that all applications for selections, promotion and termination, including
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GENERAL EMPLOYMENT RIGHTS ANIS
MARANA ;` ; RESPONSIBILITIES
those of minorities and women, are considered without discrimination and all
applicants be given equal opportunity regardless of race, color, national origin, sex, age,
disability, sexual orientation ender identi or expression or status as a Z T�f-Pa eir or
veteran i.n accordance with applicable federal law.
D. create a pool of qualif ied candidates to encourage diversity and ensure equal
employment opportunity in hiring. The following recruitment practices will be followed
under the Equal Employment Opportunity officer's direction:
1. Positions selected for an external competitive recruitment process will be open for a
minimum of five working days.
2. Positions selected for an external competitive recruitment process shall be advertised
to the broadest audience available and appropriate for the position.
assures "1,1,al :n A te-neour-aae-Q. "all %emLL#AP1k%_%T%_%1" to avail enif
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FE.Distribute the Equal Employment opportunity Policy to employees, contractors and
suppliers.
GF.Include an equal employment opportunity phrase on applications and job
announcements.
[No revisions to section 1-1-4
Section 1-1-5 Anti-Harassment Policy
The Town of Marana strictly prohibits any form of unlawful employee harassment based on
race, color, religion, sex, national origin, age, disability, sexual orientation ender identi
or expression status as a veteran or status in any group
protected by federal, state or local law. Improper interference with the ability of the Town's
employees to perform their expected job duties will not be tolerated. Each member of
management is responsible for creating an atmosphere free of discrimination and
harassment, sexual or otherwise. Further, employees are responsible for respecting the
rights of their co-workers.
With respect to sexual harassment, the Town prohibits the following:
A. Unwelcome sexual advances, requests for sexual favors and all other verbal or physical
conduct of a sexual or other offensive nature, especially where,--
1.
here:1. Submission to such conduct is made either explicitly or implicitly a term or condition
of employment;
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GENERAL EMPLOYMENT FIGHTS ANIS
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MARANA AZ RESI'ONSIPILITIES
2. Submission to or rejection of such conduct is used as the basis for decisions affecting
an individual's employment;or
3. Such conduct has the purpose or effect of creating an intimidating, hostile or
offensive work environment.
B. Offensive comments, jokes, innuendoes, and other sexually oriented statements.
Examples of the types of conduct expressly prohibited by this policy include,but are not
limited to,the following:
1. Touching, such as rubbing or massaging someone's neck or shoulders, stroking
someone's hair or brushing against another's body;
2. Sexually suggestive touching;
3. Grabbing, groping,kissing,fondling;
4. Violating someone's "personal space";
5. Lewd,off-color, sexually oriented comments or jokes.-
6.
Foul or obscene language;
7. Leering,staring or stalking;
S. Suggestive or sexually explicit posters,calendars,photographs, graffiti,cartoons;
9. Sexually oriented or explicit remarks;
10. Questions about one's sex life or experience;
11. Repeated requests for dates.
[No revisions to sections 1-1-6 through 1-1-7]
Section 1--1-5 Investigation
A. The goal will be to investigate any such complaint promptly and thoroughly.
B. If the Town determines that an employee has harassed another individual,
appropriate disciplinary action will be taken against the offending employee, up to and
including termination of employment.
[No revisions to sections 1-1-9 through 1-1-131
POLICY 1-2 CODE OFD, Ir--w---T ETHICS
of confliet:tohet:�veen If infeirest aviEli(Al. SibRi"AtHans that:miaht leacl to ecvmflid: cw V6 p A*3
r riL
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EXHIBIT A TO MARANA RESOLUTION NO.207.7-062
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CHAPTER 1
.........MONO GENERAL EMPLOYMENT RIGHTS AND
MARANA AZ RESPONSIBILITIES
IL/ The
Town of Marana code of ethics defines a foundation of behavior for all em to ees of the Town
to follow. Employees of the Town of ))Marana hold their=positions to serve and benefit the
ublic and not for obtam4 in ..unwarranted personal or private ain in exercise and erf orrnance
of their official overs and duties. The Town reco izes that in furtherance of this
fundamental princinle, there is a need for clear and reasonable standards of ethical conduct.
This code of ethics establishes those standards.
The code of ethics is supportgd=b=y the Town's four core values that form the ethical foundation
for the Town of Marana: Dedicated Service Respect,Teamwork and Engaged Innovation.
I. Dedicated Service: we are dedicated to service and excellence. our 12rimairy
u�r ose is to serve Marana residents businesses and visitors androvide with the
resources available a uali well--mana ed community=.
II, Res ect: we treat everyone in our communi both employees and citizens like
family. we value diversily of thou ht and experience b ever member of the Town
organization.
III. Teamwork. we trust and value each other. we share collaborate and artner as
rof essionals to enhance the -quality of work produced for Marana residents
businesses and visitors.
IV. Engaged Innovation: we do what it takes to make the Town of Marana better. we
strive to continuously learn ex lore and seek was to better serve Marana residents
businesses,and visitors.
ever,C%=VoJfflJL LML Lon sense ffll&cd jibfElq.ba.:LL L e n'11: xAxill %diEstiatte th&Le *,:%:Lo%pe%-F eouirse_ of ":A%e_'WLg%z_)F:LL i nLL most
T-LeU Tever, Any violation of this C-code of C^�d y Y ethics may result in disciplinary action Up
to and includin dismissal as provided by Chanter 5 work Rules and Em toee Disci line of
these Personnel Policies and Procedures. '
. .
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CHAPTER 1
.............................................. GENERAL EMPLOYMENT RIGHTS AND
AI)ANA AZ RESPONSIBILITIES
Section 1-2-1 Performance Of Duties
A. Employees should perform official duties diligently, conscientiously and to the best of
their ability,remembering that they are public servants.
B. Employees should always perform their duties with courtesy and respect for the public
and for co-workers and without bias or prejudice, manifested by words or conduct,
based upon age, race, religion, national origin, gender, sexual orientation, zender
identity or ex ressionveteran status, disability or political affiliation.
C. with support from the Town, employees should seek to maintain and improve their
personal and professional growth and development and that of their co-workers
through cooperation and participation in training and educational programs relevant to
their duties and through any licensing or certification required for their position.
D. Employees should perform their duties impartially in a manner consistent with law and
the public interest, unswayed by kinship, position, partisan interests, public pressure or
fear of criticism or reprisal.
E. Employees should bring to the attention of their supervisor any information that, by its
nature or inference, could disclose or cause to be addressed any condition or situation
that is detrimental to the image of the Town of Marana or that they regard as a threat of
liability, a threat to safety or a breach of law. The Town will not retaliate against any
employee who makes such a disclosure in good faith. Resolution shall be pursued in
accordance with the provisions of applicable local, state and federal law.
[No revisions to Section 1-2-21
Section 1-2-3 Conflict of Interest
All employees must manage their personal and business affairs so as to avoid situations that
mi ht lead to conflict or the appearance of conflict between self-interest and our du to
the Town to the=persons servedk the Town and to the eneral public. Every employee has
an obligation to diligently identify, disclose, avoid and/or manage conflicts of interest.
Potential conflict of interest exists when an employee or an employee's immediate family
may be directly or indirectly financially impacted, whether favorably or detrimentally, by a
decision made by the Town of Marana in which the employee participates. Even if no abuse
of position actually occurs, a conflict of interest or its appearance can seriously undermine
the public's confidence and trust in the Town's governmental system.
A. outside Contracts. Employees and their immediate family members should not enter
into any contract with any component of the Town government for financial gain apart
from an employment appointment without full disclosure and satisfactory management
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EXHIBIT A To MARANA RESOLUTION No.2017-062
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CHAPTER 1
............... GENERAL EMPLOYMENT RIGHTS AND
....................................
... ... ......... .
MARANA. AZ RESPONSIBILITIES
of any potential conflict of interest in accordance with policies established by the Town
of Marana.
B. Nepotism. Employees should not be involved in the decision to hire or in the
supervision of any member of their immediate family.
1. Immediate family or employees who reside in the same household will be allowed to
work in the same department, and neither will be required to transfer or terminate
employment,as long as neither is in a position that requires supervising the other.
2. If a supervisory responsibility is involved, then the affected employees will
determine which of them will transfer or resign in order to ensure compliance with
this policy. The Town will assist in exploring transfer opportunities to like or similar
positions for either employee.
3. If no transfer opportunity exists after 90 days, one of the employees will be required
to resign employment with the Town.
4. For purposes of this policy, immediate family and relative is defined as husband,
wife, daughter (in-law), son (in-law), mother (in-law), father (in-law), brother (in-
law), sister (in-law), parents (in-law), step children, step parents (in-law),
grandparent or grandchild of an employee or other legal dependent of an employee
or the employee's relatives.
C. Business with Private Party or Vendor. Employees should not participate in decisions
regarding conduct of Town business with any private party or vendor by whom the
employee or an immediate family member is employed or is actively seeking
employment.
D. Acceptance of Gifts, Gratuities, Hospitality. Employees should not accept gifts, loans,
gratuities, discounts, favors, hospitality, services or other compensation under
circumstances from which it could reasonably be inferred that a major purpose of the
donor is to influence the employee in the performance of duties. Examples of acceptable
courtesies include a meal or social event; floral offerings or gifts of food to
commemorate events such as illness, death, birth, holidays, promotions; or a sample or
promotional gift of nominal value ($25 or less).
[No revisions to sections 1-2-4 through 1-2-71
Section 1-2-8 Use of Public Property
A. No employee of the Town shall request, use or permit the use of Town-owned vehicles,
clothing, equipment, materials, or other property for unauthorized personal
convenience,for profit,for private use, or as part of secondary employment. Use of such
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EXHIBIT A TO MARANA RESOLUTION NO.2017-062
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CHAPTER 1
GENERAL EMPLOYMENT RIGHTS AND
MARANA AZ RESPONSIBILITIES
Town property is to be restricted to such services as are available to the Town generally
and for the conduct of official Town business.
B. Authorized personal uses include taking a Town vehicle to lunch when going to and
from meetings on workdays as needed, use of a Town copy machine at cost, stopping to
run personal errands when in a Town vehicle when the destination point is in
conjunction with official or authorized business, and other nominal personal uses as
permitted by the Town Manager on a case-by-case basis.
C Emlovees shall not have passengers in Town-owned vehicles unless the passenger is
present for official Town business or there is an emergency.
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00052759.DOCX/3
EXHIBIT A TO MARANA RESOLUTION NO.2017-062
7
CHAPTER 2
EMPLOYMENT PROCESS
MARANA y
[NO REVISIONS TO POLICY 2-1 RECRUITMENT]
POLICY 2-2 EMPLOYMENT APPLICATION
[No revisions to Section 2-2-11
Section 2-2-2 Rejection of Application
The Town may reject any application that indicates that the applicant does not possess the
minimum qualifications required for the position, has made any misstatement of any
material fact or has practiced any deception or fraud in his/her application. Applicants
who 12ractice AnK dece tion or fraud may be ineli ible for hire in the future.
POLICY 2-3 EXAMINATION
Selection techniques used by the Town are impartial,practical and job-related and are designed
to determine the candidate's knowledge, skills and abilities for the position. The examinations
used may include but are not limited to oral, written, performance, in-basket exercise or
assessment center, physical/mental fitness and training/experience evaluations. In addition,
evaluation of past work performance, work samples, personal interviews, and background
investigations may be used in the selection process.
Section 2-3-1 Physical and Mental Fitness
A. All applicants for Town employment shall be of sufficient mental and physical fitness to
be able to perform the essential functions of the positions for which they have applied.
The physical and mental fitness of individuals entering Town employment may be
evaluated by physicians or employee assistance professionals approved by the Town.
re
to RS of
B. Reasonable accommodation for a qualified individual with a disability shall be provided
unless provision of such an accommodation would impose an undue hardship upon the
Town. The physical and mental qualifications of entering with
disabilities may be evaluated by physicians approved by the Town.
,
mental
■ r
Section 2--3-2 Pre-Employment Drug Test
Applicants selected for employment in safety sensitive positions and=positions re uirin a
commercial driver's license will normally submit to a pre-employment drug test for illegal
00052761.DOCx/2 ExHIBIT BTO MARANA RESOLUTION No.2017-062
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CHAPTER 2
....... EMPLOYMENT PROCESS
MARANA AZ
drugs. Any potential hire who tests positive for illegal drug use will be ineligible for
employment with the Town.
[No revisions to Sections 2-3-3 through 2-3-51
[NO REVISIONS TO POLICIES 2-4 THROUGH 2-101
00052761.DOCX/2 EXI-IIBIT B 1'U MARANA RESOLUTION NO.2017-062
2
CHAPTER 3
CLASSIFICATION AND COMPENSATION
MARANA AZ
[NO REVISIONS TO POLICIES 3-1 THROUGH 3-91
POLICY 3-10 RELOCATION AND INTERVIEW EXPENSES
[No revisions to section 3-10-11
Section 3-10-2 Interview Expenses
In an effort to attract and consider candidates with exceptional qualifications, and to ensure
a competitive interview pool, the Town Manager may, in his or her sole discretion,
authorize payment of travel expenses to and from an interview process at the Town of
Marana for a vacanposition. Only transportation and lodging expenses shall
be considered for reimbursement.
POLICY 3-11 SEVERANCE BENEFITS
The Town Manager may provide severance benefits to eligible employees pursuant to the
provisions of this policy. This policy does not and shall not create employment or compensation
rights.
Section 3-11-1 Eligibility
A. The provisions of this policy apply to town officers,
as defined in Marana Town Code Section 3-1-1whose employment is terminated by the
Town without cause,or who resign in lieu of termination without cause.
S. Employees in classified and temporary positions are not eligible for severance benefits.
[No revisions to sections 3-11-2 through 3-11-51
00052760.DOCX/2 EXHIBIT C TO MARANA RL'SOLUTION No.2017-062
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CHAPTER 4
-� EMPLOYMENT BENEFITS AND LEAVES
MARANA AZ
[NO REVISIONS TO POLICIES 4-1 THROUGH 4-91
POLICY 4-10 GROUP BENEFITS
The Town of Marana provides group benefits coverage as determined by the Town Council for
eligible employees. The Human Resources Department is responsible for implementation and
administration of all group benefits and insurance plans.
[No revisions to Sections 4-10-1 through 4-10-21
Section 4-10-3 Employee Assistance Program
A. The Town provides an employee assistance program (EAP) to all regular full- and
part-time classified and unclassified employees, including those serving in an initial
evaluation period, and term-limited temporary employees :1:na L-PiLLcoA.L.^�^r'- t,..L L%.L ^Nm t^1fflft3^ra:rw
effl&
B. When an employee voluntarily seeks assistance from the EAP, confidentiality is
maintained. The Town will not be informed that help has been sought unless the
employee requests that the information be released.
C. When stress or personal problems interfere with job performance, the Town will
encourage and may require participation in the EAP in anv of the following
circumstances:
1. When job-related and consistent with business necessity;
2 As dart of an employee work improvement flan or development flan•or
3. tTo deal with job-related performance issues.
D. When participation is required, the EAP provider will maintain confidentiality and will
only verify that the employee has participated as required by the Town.
PE.Use of the employee assistance program may be a condition of continued employment if
the Town's drug and alcohol abuse policy is violated.
EF.No employee will have his or her employment or promotional opportunities
jeopardized solely by participation in the EAP, nor will participation in the EAP protect
the employee from disciplinary action for substandard performance or misconduct.
[No revisions to Section 4-10-41
[NO REVISIONS TO POLICIES 4-11 THROUGH 4-151
00052765.DOCX/2 EXHIBIT D TO MAIzANA RESOLUTION No.2017-062
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CHAPTER 5
WORK RULES
MARANA AZ
[NO REVISIONS To POLICIES 5-1 THROUGH 5-•41
POLICY 5-5 DISCIPLINE SYSTEM
Each supervisor shall have the responsibility and authority, with the approval of the
Department Head and/or General Manager, to administer appropriate discipline to
subordinates using a positive progressive discipline process as a corrective measure.
[No revisions to sections 5-5-1 through 5-5-41
Section 5-5-5 Grounds For Disciplinary Action
Grounds for disciplinary action, up to and including termination, include, but are not
limited to,the following:
A. Dishonesty, including, but not limited to, intentionally giving false information,
intentionally falsifying records or making false statements when applying for
employment, lying to supervisors in connection with the employee's job or an
investigation, or falsifying time sheets or other payroll records.
B. Discrimination or failure to abide by Equal Employment opportunity regulations,
including sexual or other harassment of a protected class.
C. Reporting to work under the influence of alcohol or drugs or using such substances
while on Town property.
D. Theft or removal of Town money, merchandise or property, including property in the
custody of the Town,without permission.
E. Unauthorized or unlawful possession of firearms, other weapons or explosives in Town
facilities or while on Town business.
F. Conviction of a criminal offense.
G. Acts of workplace violence, including violence or threats of violence in the workplace or
against other employees or members of the public.
H. Insubordination•failure to follow the orders of one's su ervisor s .
I. Failure to maintain the minimum,qualifications of the employee's position.
J. Inability to perform the full essential functions of the employee's regular position, with
or without a reasonable accommodation, for greater than 12 months in a 24--month
period, as defined in these Personnel Policies and Procedures.
K. Failure to uphold the Town's Cultural Values.
00052768.DOCx/2 EXHIBIT E TO MARANA Rr--'sOLUTION No.2017.062
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CHAPTER 5
WORK RULES
MARANA AZ
L. Being absent from work without permission or failure to report to the supervisor,
Department Head or General Manager when one is absent.
M. Being habitually absent or tardy for any reason.
N. y y - Makin reeordin s of conversations
or other activities in the workplace without authorization or explicit consent to the
recording.
o. Inability or unwillingness to perform the assigned job; failure to perform assigned work
in an efficient or effective manner.
P. Participation in prohibited political activities.
Q. Acceptance of fees, gifts or other valuable items in the performance of the employee's
official duties for the Town.
R. Any action,on or off the job,bringing discredit to the Town.
S. Violation of any Town policies, administrative directives, or ordinances, or state or
federal law.
T. Violating safety rules and regulations; being wasteful of material, property or working
time;failure to observe proper security or safety procedures.
U. Inability to get along with fellow employees so that the work being done is hindered and
not up to required levels; speaking critically or making derogatory or false accusations
so as to discredit other employees or supervisors.
V. The use of profanity or abusive language towards a fellow employee or member of the
general public while performing official duties as a Town employee.
W. Abuse of sick leave privileges by reporting sick when not sick or obtaining sick leave
pay falsely or under false pretenses.
X. Divulging or misusing confidential information,including removal from Town premises
without proper authorization of any employee lists, records, designs, drawings or
confidential information of any type.
Y. Improper use of the Town's electronic storage and communications equipment, as set
forth in these Personnel Policies and Procedures and any administrative directives
established by the Town Manager.
Z. Such other act, error or omission detrimental to the mission of the Town.
[No revisions to Sections 5-5-6 through 5-5-5]
[NO REVISIONS TO POLICIES 5-6 THROUGH 5-8]
00052768.DOCX/2 ExHIBIT E ro MARANA RESOLUTION No.2017-062
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CHAPTER 7
�'�"� SAFETY AND HEALTH
MARANA AZ
[NO REVISIONS TO POLICY 7-11
POLICY 7-2 FITNESS FOR DUTY EXAMINATIONS
The Town may require an employee to submit to a fitness for duty examination to establish the
employee's psychological or physical fitness for duty under the circumstances described in this
policy.
Section 7-2-1 Requirements
The Town may require an employee to submit to a fitness for duty examination only when
the examination is job-related and consistent with business necessity, including, but not
limited to, when an employee is unable to perform his or her assigned duties, or the
employee's physical condition or behavior may create a direct threat to the employee or
others.
Section 7-2-2 Process
A. Upon noticing or learning of a behavioral or physical problem that impacts an
employee's work performance, a Department Head or an immediate supervisor of the
employee shall notify the Human Resources Department.
B. If the Human Resources Department determines that a fitness for duty examination is
warranted, the Human Resources Department will determine the appropriate medical
professional or other outside service provider to conduct the examination.
C. The Human Resources Department will schedule all appointments and make any other
necessary arrangements for the examination in coordination with the employee and the
employee's department.
D. The employee shall be advised that attendance and cooperation at all appointments is
mandatory and that the employee will be compensated for the time spent at any
appointments.
Section 7-2-3 Examination Results
A. Upon receipt of fitness for duty examination results, the Human Resources Department
will review and evaluate the findings and make a decision as to the continued status of
the employee and any recommended course of action.
B. If it is determined that the employee is not fit for duty, the Town may place the
employee on leave or take other appropriate action.
00052805.DOCX/1 EXHIBIT F TO MARANA RESOLUTION No.2017-062
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CHAPTER 7
SAFETY AND HEALTH
MARANA AZ
C. Fitness for duty examination results are confidential and shall be placed in the
employee's confidential medical. file. Only those in the employee's chain of command
will be advised of any of the contents of the results, and the information that will be
shared will be limited to whether the employee will remain employed and, if so, what if
any limitations have been placed on the employee.
Section 7-2-4 Police officers
Whenever a police officer is required to submit to a fitness for duty examination, the Town
shall comply with all applicable requirements of state law.
[NO REVISIONS TO POLICIES 7-3 THROUGH 7-51
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