Section 1       Standard Hours of Work

The standard work week for Town Hall is 8:30 am to 5:00 p.m., Monday through Friday.  All other departments have varying work schedules depending on the nature of work.  Each department with the approval of the Town Manager, may determine beginning and ending work times for its employees.  Adjustments may be made in schedules only with the approval of the Town Manager All departments other than those in Town Hall and law enforcement, shall work a 40-hour work week.  No adjustment will be authorized which provides less than one-half  hour for lunch.  Regular attendance is expected and required of all employees.

Section 2       Use of Town Property

Use of Town-owned property is intended for official Town business only.  Town-owned property including supplies, tools, materials, equipment and vehicles are not for personal use and should not be removed from Town property except in the conduct of official Town business.  Vehicles owned by the Town shall be cared for in a responsible way.  Such vehicles are to be used exclusively for Town business, except, in special circumstances the Town Manager may authorize an employee to take a vehicle home if it is in the best interest of the Town to do so.  Use of Town vehicles for commuting to and from work usually will be limited to an employee who is subject to emergency call-back work.  Employees who drive Town owned vehicles back and forth to work will be subject to all provisions of the Internal Revenue Service regarding private use of Town vehicles, and will provide information on their driving record prior to being hired.

Section 3       Use of Personal Car for Business

When it is necessary to use a personal car for Town business, with prior approval of the Town Manager, the Town will pay the prevailing Internal Revenue Service rate for business milage for use of the private vehicle.  A travel expense form must be completed by the individual and submitted to the department head for approval.

Section 4       Employment of Relatives (amended 7/13/99)

The Town prohibits the hiring and employment of immediate family in permanent positions within the same work unit.  ?Immediate Family? is defined in Article X, Section 10.  The Town also prohibits the employment of any person into a permanent position who is an immediate family member of individuals holding the following positions: Mayor, Mayor Pro Temp, Town Board of Aldermen Member, Town Manager, Finance Officer, Human Resources Manager, Town Clerk or Town Attorney.  Otherwise, the Town will consider employing family members or related persons in the service of the Town, provided that such employment does not:

(a) result in a relative supervising relatives;

(b) results in a relative auditing the work of a relative;

? create a conflict of interest with either relative and the Town; or

(d) create the potential or perception of favoritism. 

Exception: Individuals hired for seasonal and part-time positions are exempt from guideline (a) and may work under the direction of a family member in a supervisory role.

The provisions of this section shall not be retroactive, and no action will be taken concerning members of the same family employed in conflict with Subsection 1, before the adoption of this policy.

Section 5       Political Activity *(amended 8/8/00)

The Town encourages an employee to exercise his civic responsibility in supporting good government by voting for the issues and candidates of his choice.  Employee may join or affiliate with political organizations, may attend political meetings and may advocate and support political principles and policies in accordance with the Constitution and laws of the State of North Carolina and of the United States of America.  However, while on duty an employee shall not:

(1) Engage in any political or partisan activity ;

(2) Be required to contribute funds or support for political or partisan purpose as a condition of employment, duty, pay raise, or promotion;

(3) Coerce or compel contributions for political or partisan purposes by another Town employee;

(4) Use Town supplies, equipment or funds for political or partisan purposes;

(5) *Be a candidate for or hold a federal or state publicly elected office; be a candidate for or hold a position on the Haywood Board of Commissioners or any governing board of a municipality within Haywood County. Any employee holding or being a candidate for an office not prohibited herein, shall observe the other Conditions of Employment stated in this Article. Current non-conflicting offices to this policy are Haywood County School Board, Maggie Valley Sanitary District, Junaluska Sanitary District and Water Conservation District.

(6) Use official authority or influence for the purpose of interfering with or affecting the result of an election or a nomination for office.

Any violation of this policy may subject the employee to disciplinary action up to and including dismissal. 
 
Section 6       Outside Employment

Full-time employment with the Town shall take precedence over all other employment opportunities of employees. Any employment, including self employment if it is income producing, is considered
Adopted by the Mayor & Board of Aldermen, 10/7/98
secondary. In order to participate in outside employment an employee shall have the prior approval of the department head and Town Manager.  The purpose of the approval procedure is to determine the effect on the employment with the Town and to insure a conflict of interest will not exist.  There shall be periodic reviews during the time of outside employment to determine if there have been any

Outside employment shall not be permitted when it among other things may:

(1) Create either directly or indirectly a conflict of interest with the primary of the
adverse effects on Town employment.

(2) Impair in any way the employees ability to perform all expected duties, to make decisions and carry out in an objective fashion the responsibilities of the employees position.

(3) Tend to disrupt, adversely affect or impede the work of the Town.

(4)  The assumption of outside employment without prior approval by the Town may be deemed improper conduct and subject the employee to disciplinary action, up to and including dismissal.

Section 7       Gifts and Favors

An employee shall not accept any gift or gratuity, whether in the form of service, loan, thing of value, or promise from any person, business concern, or organization who is interested directly or indirectly in business dealings with the Town.  These limitations are not intended to prohibit the acceptance of articles of nominal value which are distributed generally, nor to prohibit employees from obtaining personal loans from regular lending institutions.

A employee shall not grant, in the discharge of his official duties, any improper favor, service, or thing of value.

Section 8  Dress Code/Personal Appearance (amended 5/18/03)

Much of the public image of the Town of Waynesville and its employees is based upon the impression citizens make as a result of their contact with Town  employees. Appearance, as well as conduct is a part of that initial impression.

All employees are expected to dress at all times in an acceptable and professional manner which is consistent with good business practices and the provisions of the safety policy. Employees who are issued Town uniforms by their respective departments are expected to wear uniforms at all times while on duty. Additionally, employees working on private property or out in the community are readily identified by wearing a Town uniform and/or ID Badge; both forms of identification allow citizens to identify employees when service is needed. Uniforms are not to be worn off-duty. All other employees are expected to dress appropriately, wearing clothes that are neat, clean and well-arranged in appearance.

While not all inclusive, unacceptable or inappropriate work attire would be:
short shorts; low rise jeans, hip hugger jeans;
T-shirts bearing writing and/or logos(other than the Town of Waynesville logo)and short waisted T-shirts;
exception: (special occasion shirts, as approved by department heads)
halter, tank, tube and spaghetti strap tops (unless covered by a sweater or jacket) and;
any low cut clothing that expose or reveal personal body parts, i.e. midriff area.

Department heads will be responsible for assuring that dress code guidelines set forth in this policy are followed, as well as they may further define dress codes for administrative and office personnel, should the need arise. Employees that are deemed to be in violation of this policy will be subject to appropriate disciplinary measures, as well as being sent home without pay to change into appropriate professional attire.

Uniforms are issued to employees in certain departments with the understanding that upon receipt, they are the property of the Town. If uniforms are damaged as a result of neglect or abuse, individuals will be required to replace them at their own expense. The Town will replace uniforms damaged as a result of job requirements or performance. Damaged uniforms should be reported immediately to employee?s supervisor. Employees leaving Town employment must turn in all uniforms and/or any Town property acquired. Items  not returned will be deducted from employee?s final pay check.

Section 9        Employee Ethics

Town employees are expected to discharge their duties conscientiously and to conduct themselves in a manner, on and off the job, which will reflect favorably upon the Town.  Additionally:

(1) Employees shall refrain from any use of their position which is motivated by the desire for private gain for themselves or other persons.  They must conduct themselves in such a manner that there is no suggestion of the extracting of private advantage from their employment with the Town.

(2) Employees shall exercise discretion in their care of personal financial activities to avoid any legal liabilities which would reflect unfavorably upon the Town.

(3) Employees shall not use their positions, in any way, to coerce, or give the appearance of coercing, another person to provide any financial benefit to the employee or to other persons.

 
(4) Employees shall avoid any action which might result in giving preferential treatment to any organization or person, losing his independence or impartiality of action; or affecting adversely the confidence of the public in the integrity of the Town.

(5) An employee who witnesses another employee engaging in an unlawful act on the job shall report that employee to his supervisor.

Section 10       Harassment

Adopted by the Mayor & Board of Aldermen, 10/7/98
The Town is committed to providing a professional work environment which promotes equal opportunities and prohibits discriminatory practices, based upon an individuals national origin, color, religious affiliation, age, gender, or disability.  This prohibition against discriminatory practices also includes the practice of sexual harassment in any form, whether same or opposite gender sexual harassment.  Harassment in any form is unacceptable and will not be tolerated.  This policy covers all employees.  The Town will not tolerate or condone harassment, whether engaged in by fellow employees, supervisors, or by other non-employees who conduct business with this organization.  The Town encourages the prompt reporting of all incidents of harassment

Section 11      Sexual Harassment

?Sexual harassment? means unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: (a) submission to such conduct is made either explicitly a term or condition of employment; (b) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual; or ? such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Examples of prohibited conduct include, but are not limited to: unwanted sexual advances; demands for sexual favors; lewd or sexually suggestive comments; sexual jokes, advances or propositions; verbal abuse of a sexual nature; slurs and other verbal, graphic, or physical conduct relating to an individual's gender, body, or sexual nature; leering, whistling, touching, pinching, assault, coerced sexual acts or suggestive, insulting obscene comments or gesture; or any display in the workplace of sexually explicit suggestive objects or picture.  This behavior is unacceptable in the workplace itself and in other work related settings, such as business trips and business related social events.

Any employee who believes he or she has been the subject of sexual harassment by anyone at work, including supervisors, co-workers, or visitors, shall report the alleged act immediately to the Human Resource Manager.  If the complaint involves the Human Resource Manager, or if the employee is for any reason uncomfortable discussing the matter with the Human Resource Manager, then the employee should make the complaint directly to the Town Manager.  Employees with complaints of sexual harassment are urged to put their complaint in writing.

Complaints and their investigation will be kept confidential, to the extent possible, in conducting a thorough investigation.
 
The Town will promptly investigate all the facts surrounding the complaint, and handle all complaints as quickly as reasonably possible in a professional and confidential manner. Sexual harassment at the Town whether verbal, physical, or environmental is unacceptable and will not be tolerated.  Any employee who is found, after appropriate investigation, to have violated the Town?s policy on the discriminatory practices of harassment will be subject to disciplinary action.  Appropriate disciplinary action will depend upon the seriousness of the misconduct, and may include termination of employment.

Employees who make a charge, testify as a witness, assist, or participate in any investigation, proceeding, or hearing on a complaint of sexual harassment will not be retaliated against nor will they be coerced, intimidated, interfered with, or threatened.

Section 12      Minimum Age Requirement

The minimum age for employment with the Town is 18 for all regular positions.  Exceptions to the minimum age are provided for under the law if the applicant procures an employment certificate from the Haywood County Department of Social Services.

Section 13      Solicitation

Employees are prohibited from participating in any type of solicitation during work time.  Solicitation may occur during lunch and before and after work if done on a strictly volunteer basis.  Solicitation must be conducted in such a way that no employee feels pressure to participate.  Solicitation includes selling items for fund raising or for personal profit.  The Town?s official participation in the United Way campaign is excluded from this policy.

Section 14      Safety

Safety is the responsibility of both the Town and employees.  It is the policy of the Town to establish a safe work environment for employees.  The Town shall establish a safety program including policies and procedures regarding safety practices and precautions and training in safety methods.  

Each Town employee is responsible for following:

(1) Developing and maintaining safe work habits.

(2) Reporting all accidents and injuries promptly.

(3) Pointing out dangerous practices and working conditions.

(4) Assisting with investigations of accidents.

(5)  Taking proper care of equipment.

(6) Wearing proper clothing, and avoiding loose sleeves, cuff, rings, bracelets and long hair around moving machinery.

(7) Knowing the location and use of fire extinguishers, the location of fire exits and the best method for reporting a fire.

(8) Following the safety policies and procedures and attending safety training programs.

Employees who violate such policies and procedures shall be subject to disciplinary action up to and including dismissal.

Section 15        Use of Intoxicants Prohibited

No employee shall use intoxicating beverages or illegal drugs of any kind while on duty, nor shall an employee report for duty while under the influence of an intoxicant or illegal drug.  Employees violating this policy are subject to disciplinary action, up to and including dismissal.  Employees holding Commercial Driver licenses must comply with the Department of Transportation regulations requiring random drug and alcohol testing (Omnibus Act 1991).