MISCELLANEOUS RULES

Sections:
4.16.010 Conflict of interest.
4.16.020 Drug- and alcohol-impairment-free workplace.
4.16.030 Safe work practices.
4.16.040 Life-threatening illnesses.
4.16.050 Privacy in the workplace.
4.16.060 Liability for theft or damage of personal belongings.
4.16.070 Criminal  arrests and background checks on current employees.

4.16.010 Conflict of interest.
The City prohibits its employees from engaging in any activity, practice, or act which conflicts with or is perceived to conflict with the interest of the City or its citizens. This may include outside employment. Any situation that creates an actual conflict of interest or the appearance of such a conflict must be carefully avoided. An employee should notify his/her supervisor of any possible conflict of interest. Refer to Administrative Regulation “Conflict of Interest.” (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001; Ord. O-99-34 § 1, 1999; Ord. O-99-18 § 1, (part), 1999).

4.16.020 Drug- and alcohol-impairment-free workplace.
It is the City’s intent to maintain a drug-free and alcohol-free, healthy, safe, and secure work environment. The City enforces a zero tolerance policy for drug use. In some positions, alcohol impairment that impairs an employee’s work ability could lead to termination upon confirmed medical testing.
When the Department of Employee Relations determines that a separation may be necessary, it shall provide the employee with written notice.
Some positions, depending on job duties and exposure to privileged information, may require a pre-employment drug test. All employees who exhibit behavior indicative of being under the influence of drugs or alcohol may be subject to “reasonable suspicion” tests. Refer to Administrative Regulation “Drug and Alcohol-Impairment-Free Workplace Program.” (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001; Ord. O-99-34 § 1, 1999; Ord. O-99-18 § 1, (part), 1999).

4.16.030 Safe work practices.
 The efficiency and effectiveness of the City is enhanced by safe work practices. All employees are expected to be aware of and follow safe work practices as part of the job. The City Manager shall require the Department of Employee Relations, Division of Risk Management, to coordinate safety matters with all City departments. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001; Ord. O-99-34 § 1, 1999; Ord. O-99-18 § 1, (part), 1999).

4.16.040 Life-threatening illnesses.
The City of Lakewood is committed to equal employment opportunities for all City employees and applicants. The City recognizes that employees and applicants with life-threatening conditions should be treated with compassion and understanding. Harassment or discriminatory practices directed at such employees or applicants will not be tolerated.
The City recognizes that most life-threatening illnesses pose no risk of transmission to co-workers through ordinary workplace contact. Some examples of these conditions are HIV/AIDS, heart disease, and cancer.
Employees who face a medically acknowledged risk of transmission from an employee who has a communicable disease may take reasonable steps to avoid transmission, as long as doing so does not cause undue hardship for the work team or the organization.
The City also recognizes the need for education about life-threatening illnesses. Refer to Administrative Regulation “Life-Threatening Illnesses.” (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001; Ord. O-99-34 § 1, 1999; Ord. O-99-18 § 1, (part), 1999).

4.16.050 Privacy in the workplace.
            Any property belonging to the City of Lakewood, including but not limited to desks, lockers, files, computers, e-mail, voicemail, vehicles, and cell phones, are not private and can be searched without notice at any time. The City reserves the right to inspect any personal property an employee brings into a City building, any property an employee uses on the job, and any property an employee takes out of the workplace. (Ord. O-2009-43 § 1, 2009;Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004).

4.16.060 Liability for theft or damage of personal belongings.
The City is not responsible for theft or damage of personal belongings at work or during work-related travel. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007).

4.16.070 Criminal arrests and background checks on current employees.
The City requires any employee to notify his/her supervisor or the Department of Employee Relations in the event s/he is arrested and/or charged with any criminal offense (excluding minor traffic violations such as speeding tickets). Failure to notify may subject the employee to disciplinary action. The supervisor, in consultation with Employee Relations, will determine the relevance of the arrest to the employee’s position. The Department of Employee Relations may initiate a criminal background check on an employee when it is in the interest of the City, such as when there is reason to believe the employee has been arrested or convicted of a crime that could compromise his/her City position, his/her coworkers, or if the crime constitutes cause for discipline.
An employee must notify his/her supervisor or the Department of Employee Relations when the employee is the subject of a restraining order that may affect his/her job functions or responsibilities. Only pertinent information will be considered for an employment action. An employee in a position of trust may have a background check performed periodically to ensure that the public’s trust is being maintained. This includes an employee working in an enforcement position and those working with vulnerable populations. Refer to Administrative Regulation “Background Checks.” (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007)..
           

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