2016 Spencer Handbook

Table of Contents

Specific examples of conduct that may be considered threats or acts of violence include, but are not limited to: ● Hitting or shoving an individual ● Threatening an individual or his/her family, friends, associates, or property ● The intentional destruction or threat of destruction of City property

● Harassing or threatening phone calls ● Harassing surveillance or stalking ● The suggestion or intimation that violence is appropriate ● Unauthorized possession or inappropriate use of firearms or weapons

The City's prohibition against threats and acts of violence applies to all persons involved in the City's operation, including, but not limited to, City personnel, contract, seasonal and temporary workers, and anyone else on City property, by any individual acting as a representative of the City while off City property, or by an individual acting off of City property when his/her actions affect the City's interests. Violation of this prohibition will lead to disciplinary action, up to and including termination, and/or legal action as appropriate. No provision of this policy shall alter the at-will nature of the employment relationship with the City. Every employee and every person on City property is encouraged to report incidents, threats, or acts of physical violence. The report should be made to the City Manager, or any Department Director. Nothing in this policy alters any other reporting obligation established in City policies or in state, federal, or other applicable law.

SMOKE FREE WORKPLACE

Smoking is prohibited in all City buildings, in all City vehicles, and on all city property, except where specifically designated. Employees who smoke in designated areas, or who use smokeless tobacco, will not do so in view of the public and will remain sensitive to the appearance it portrays to the general public. Employees who smoke are required to limit smoking to the break and meal periods. For proper identification of these smoking areas, an employee should check with his/her Supervisor.

DRUG FREE WORKPLACE POLICY

The use of controlled substances, either on or off the job, is inconsistent with the behavior expected of City employees, subjects all employees and the public to unacceptable safety risks, or undermines the City's ability to operate effectively and efficiently. Therefore, the policy of the City is to maintain a drug-free workplace. (A drug-free workplace means that alcohol or a controlled substance (drugs in any unauthorized form) as defined in Sections I through V of 59