EmployeePoliciesManualRevision1.0

ThepoliciesandproceduresinthismanualarenotintendedtobecontractualcommitmentsbytheTownofBattleGround,andemployeesshallnotconstruethemassuch.

Thepoliciesandproceduresareintendedtobeguidestomanagementandaremerelydescriptiveofsuggestedprocedurestobefollowed.TheTownofBattleGroundreservestherighttorevoke,changeorsupplementguidelinesatanytimewithoutnotice.

Nopolicyisintendedasaguaranteeofcontinuityofbenefitsorrights.Nopermanentemploymentoremploymentforanytermisintendedorcanbeimpliedfromanystatementsinthismanual.

TheTownofBattleGround100CollegeStreet,BattleGround,Indiana47920March10,2008

TableofContentsIntroductiontoTheTownofBattleGroundContinuityofPolicies-RighttoChangeorDiscontinueEqualOpportunityPolicyRecruitmentEmployeeSelectionandDevelopmentSexualHarassmentIllegalDrugAbuse/AlcoholAbuseSmokingEmploymentClassificationsEmployeeSafetyReturntoWorkAfterSeriousInjuryorIllnessPerformanceImprovementTerminationGrievanceProcedureEmploymentDisputes

CompensationEqualPayJobDescriptionsWorkdayPaydayOvertimeCompensationPerformanceReviewSalaryAdministrationPayrollDeductionsEmployeeBenefitsInsurancePERFVacationHolidaysSickDaysLeaveofAbsenceBereavementLeaveJuryDutyEmployee-IncurredExpensesandReimbursementTravelReimbursementConferencesandMeetingsRequiredManagementApprovalMiscellaneousPoliciesConfidentialityofCompanyInformationConfidentialityofCompanyInformationE-MailEmployeePrivacyTelephone

SeeAlso:

NepotismandContractingCreditCardsAmericanswithDisabilitiesAct(ADA):AccessibilityGuidelines,CoordinatorandProcedures,ADAPlan

Introductiontothe

TownofBattleGroundWelcometotheTownofBattleGround!Wearepleasedtohaveyouwithusandhopethatyoufindyournewjobrewardingandchallenging.BattleGroundisagrowingtown,andwefeelthatallofushavetheopportunitytobenefit.Wewanttomaintainthebenefitsofourcurrentenvironmentasweexpandandgrowoverthecomingyears.

Toreachourgoalwemustprovidesuperiorservicetoourcustomersandthismeansemployingthebestpeople.Asamemberofthetown'steam,youarecriticaltooursuccess.Throughyoursuccesswecanreachourgoals.

BattleGroundstrivestocreateanexciting,challengingandrewardingworkenvironmentthatallowsyoutoflourish.WewantyoutobuildalongandsuccessfulassociationwiththeTownofBattleGroundandbeahappyandproductivememberofourteam.Throughyourdedication,creativity,perseveranceandefforts,ourtownwillcontinuetogrow.

Regards,

BattleGroundCouncilPresident

ContinuityofPolicies-RighttoChangeorDiscontinue

ThepoliciesandproceduresinthismanualarenotintendedtobecontractualcommitmentsbytheTownofBattleGroundandemployeesshallnotconstruethemassuch.Theyareintendedtobeguidestomanagementandmerelydescriptiveofsuggestedprocedurestobefollowed.

TheCouncilreservestherighttorevoke,change,orsupplementtheseguidelinesatanytimewithoutnotice.SuchchangesshallbeeffectiveimmediatelyuponapprovalbytheCouncilunlessotherwisestated.

Nopolicyisintendedasaguaranteeofcontinuityofbenefitsorrights.Nopermanentemploymentoremploymentforanytermisintendedorcanbeimpliedbystatementsinthismanual.

EqualOpportunityPolicy

TheTownofBattleGroundisanEqualOpportunityemployer.

Noemployeeofthetownwilldiscriminateagainstanapplicantforemploymentorafellowemployeebecauseofrace,creed,color,religion,sex,nationalorigin,ancestry,ageoranyphysicalormentaldisability.Noemployeeofthetownwilldiscriminateagainstanyapplicantorfellowemployeebecauseoftheperson'sveteranstatus.

Thispolicyappliestoallemploymentpracticesandpersonnelactionsincludingadvertising,recruitment,testing,screening,hiring,selectionfortraining,upgrading,transfer,demotion,layoff,termination,ratesofpayandotherformsofcompensationorovertime.

Recruitment

TheTownofBattleGround'spositionsmaybefilledbyeithertransferorpromotionofexistingemployeesorbynewemployeeswhoarerecruitedorapply.Recruitmentmaybeconductedthroughadvertising,employmentagencies,schools,employeereferralsortechnicalandtradereferrals.Council/director/supervisorsshouldconsiderthemostappropriatemethodofrecruitmentforfillingdepartmentalpositions.Allrecruitmentshallbeconductedinanethical,professionalandnon-discriminatorymanner.

TheTownofBattleGroundprovidesequalemploymentopportunitytoallapplicantsonthebasisofdemonstratedability,experienceandtraining.

EmployeeSelectionandDevelopment

TheTownofBattleGroundprovidesequalopportunitytoallapplicantsonthebasisofdemonstratedability,experience,training,andpotential.QualifiedpersonsareselectedwithoutprejudiceordiscriminationasstatedintheTown'sEqualOpportunityPolicy.

Theemploymentrequisitions,initiatedbythecouncil/director/supervisors,willdefinethejob-relatedtasksandqualificationsnecessarytoassumetheposition.Thedefinedtasksandstatedqualificationswillbethebasisforscreeningapplications.Thecouncil/director/supervisorswillconductstructuredinitialinterviewslimitedtojob-relatedquestionstoassesseachcandidate'sexperience,demonstratedabilityandtraining.Thetelephonemaybeusedfortheseinitialinterviews.

Recruitingisonlyonepartofcontinuedemployeedevelopment,whichisafive-partprocessdesignedtohelpretaingoodworkers.Theemploymentdevelopmentprocessincludes(1)recruiting,(2)interviewing,(3)hiring,(4)trainingand(5)evaluation.

Recruiting

Recruitinginvolvesavarietyoffactors:• Developingajobdescription• Findingcandidatesthrough◊ employeereferral◊ jobboards◊ advertisingintrademagazinesorthegeneralmedia◊ executiverecruiters

Interviewing

Interviewingalsoinvolvesavarietyoffactors:• Telephonescreeningtodetermineifcandidatesmeetthejobdescription• Initialone-on-oneinterviews• Follow-upinterviewswithpeers• Checkingreferencesandbackgrounds• Gainingtheconsensusofinterviewerstohireornottohire

Beforeextendinganemploymentofferandupontheapplicant'sprioragreement,atleasttwoapplicantreferencesmustbechecked.Inquiriesaretobemadeinaprofessionalmannerrequestingonlyfactuallyverifiableandjob-relatedinformation.Thereferencedataisusedonlyassupplementalinformationforthehiringdecision.

Hiring

oncethecouncil/director/supervisorshasmadeadecisionaverbalorwrittenofferwillbesubmittedtotheapplicant.Uponapplicantsacceptancehe/shewillbehiredandwelcomedasamemberoftheTownofBattleGroundteam.Followingemployment,thereferencesandinterviewratingsmustberetainedfor

uptooneyearandthenmaybedestroyed.

Aftercandidateinterviews,verificationofemploymenthistoryandreferenceinquiries,thehiringmanager/supervisorsareresponsiblefortheemploymentoffer.Aftertheverbalofferhasbeenmadeandthecandidatehasagreedtotheessentialtermsoftheoffer(typicallytheposition,employeeclassification,salaryorrate,andthestartingdate),awrittenofferwillbepreparedandsubmittedtothecandidateinpersonorbymailconfirmingtheverbalofferandwillincludetheessentialtermsoftheverbalofferasagreedtobythecandidate.Thecandidatewillberequiredtosignanddateanacceptanceofthewrittenofferthatwillstateasfollows:

"TheundersignedacceptstheaboveemploymentofferandagreesthatitcontainsthetermsofemploymentwiththeTownofBattleGroundandthattherearenoothertermsexpressorimplied.ItisunderstoodthatemploymentissubjecttoverificationofidentityandemploymenteligibilityandmaybeterminatedbytheTownofBattleGroundatanytimeforanyreason."

Theverbalorwrittenoffermustneverexpressorimplythatemploymentis"permanent,""long-term,"ofaspecificduration,orwordsofsimilarmeaning.Anexceptionmaybemadewhereatemporarypositionofknowndurationistobefilled.Employmentmaybemadecontingentuponcertainjob-relatedfactors,suchasobtainingaspecificstateorfederallicensewhenappropriateordesirable.

Afterthecandidatehasacceptedtheemploymentoffer,sheorhewillberequiredtoprovidedocumentationofidentityandemploymenteligibilityinaccordancewithfederallaw.FormI9,shallbeusedforthispurpose.

Hereisanoutlineofthehiringprocess:

• Makeverbaloffer• Follow-upwithbasicofferletteroutliningkeyterms• Receiveacceptanceofofferletterfromnewemployee• Filepaperwork(W2,signedemploymentagreementandI-9)

Training

Allnewemployeeswillbeprovidedwithanorientationbriefing,whichwillbeheldwithintheirfirstweekofemploymentwiththetown.Theorientationisdesignedtoacquaintthenewemployeewiththetownanditspolicies.Thedirector/supervisorswillberesponsibleforensuringtheattendanceofnewemployeesatthetownorientationsessions.

Onthefirstdayofemployment,theemployee'sdirector/supervisorsareresponsibleforassistingtheemployeeincompletingallcheck-inandbenefitenrollmentprocedureswiththePersonnelandAccountingdepartments.Inadditionthedirector/supervisorswillensurethatthenewemployeereceivesanintroductionwithinthetownandisprovidedwithin-depthinformationregardinghisorherspecificroleandresponsibilitieswithinhisorherdepartment.

Hereisabriefoutlineofthisfirstweek:

• IntroductiontocoworkersonDay1

• Director/supervisorsidentifiesspecificrolesandresponsibilitiesofemployeeonDay1• Director/supervisorsreviewsthetownhistoryandfacilitieswithin1stweekofemployment

Evaluation

givingconstructivefeedbackatvarioustimesduringtheemploymentrelationshipisthefinalstageoftheemploymentdevelopmentprocess.Newandexistingemployeeswillbeprovidedwithfeedbackatdifferenttimesduringtheyear.

Director/supervisorswillprovidethefollowing:

• Newemployeeswillbeprovidedperformanceevaluationcriteriabeforetheendofthe1stmonthof

employment• Quarterlyfeedbacksessionswithallemployees• Semiannualprofessionaldevelopmentreviewforallemployees• AnnualPerformanceReviewsforallemployees

SexualHarassment

TheTownofBattleGroundwillnotallowanyformofsexualharassmentwithintheworkenvironment.

Sexualharassmentinterfereswithworkperformanceandcreatesanintimidating,hostileoroffensiveworkenvironment.Sexualharassmentinfluencesortendstoaffectthecareer,salary,workingconditions,responsibilities,dutiesorotheraspectsofcareerdevelopmentofanemployeeorprospectiveemployee;orcreatesanexplicitorimplicittermorconditionofanindividual'semployment.Itwillnotbetolerated.

Sexualharassment,asdefinedinthispolicy,includes,butisnotlimitedto,sexualadvances,verbalorphysicalconductofasexualnature,visualformsofasexualoroffensivenature(e.g.,signsandposters)orrequestsforsexualfavors.

Anyintentionalsexualharassmentisconsideredtobeamajorviolationofthetownpolicyandwillbedealtwithaccordinglybycorrectivecounselingand/orsuspensionortermination,dependingupontheseverityoftheviolation.

IllegalDrugAbuse/AlcoholAbuse

Thispolicyisimplementedbecausewebelievethattheimpairmentofanytownemployeeduetohisorheruseofillegaldrugsorduetoalcoholabuseislikelytoresultintheriskofinjurytootheremployees,theimpairedemployee,ortothirdparties,suchascustomersorbusinessguests.Moreoverillegaldrugabuseadverselyaffectsemployeemoraleandproductivity.

"Impairment"or"beingimpaired"meansthatanemployee'snormalphysicalormentalabilitiesorfacultieswhileatworkhavebeendetrimentallyaffectedbytheuseofillegaldrugsoralcohol.

Theemployeewhobeginsworkwhileimpairedorwhobecomesimpairedwhileatworkisguiltyofamajorviolationofthetownrulesandissubjecttoseveredisciplinaryaction.Severedisciplinaryactioncanincludesuspension,dismissaloranyotherpenaltyappropriateunderthecircumstances.Likewisetheuse,possession,transferorsaleofanyillegaldrugsontownpremisesorinanytownstorageareaorjobsiteisprohibited.Employeeswhoviolatethisrulearesubjecttoseveredisciplinaryaction.Inallinstancesdisciplinaryactiontobeadministeredshallbeatthesolediscretionanddeterminationofthedirector/supervisorsorcouncil.

Whenanemployeeisinvolvedintheuse,possession,transferorsaleofillegaldrugsinviolationofthispolicy,thetownmaynotifyappropriateauthorities.Suchnoticewillbegivenonlyaftersuchanincidenthasbeeninvestigatedandreviewedbytheemployee'sdirector/supervisorsandthecouncil.Thetowncouncilisawarethatillegaldrugabuseisacomplexhealthproblemthathasbothphysicalimpactandanemotionalimpactontheemployee,hisorherfamily,andsocialrelationships.Adrugabuserisapersonwhousesillegaldrugs,asdefinedabove,fornomedicalreasons,andthisuseaffectsjobperformancedetrimentallyorinterfereswithnormalsocialintercourseatwork.Illegaldrugabuseisbothamanagementandamedicalproblem.

Thedirector/supervisorswhosuspectadrugoralcoholabusecaseshoulddiscussthesituationimmediatelywiththetowncouncil.Becauseeachcaseisusuallydifferent,thehandlingandreferralofthecasemustbecoordinatedwiththedirector/supervisorsandthetowncouncil.

Applicantswhohaveapasthistoryofsubstanceabuseandwhohavedemonstratedanabilitytoabstainfromthesubstance,orwhocanprovidemedicalassuranceofacceptablecontrol,maybeconsideredforemploymentaslongastheyareotherwisequalifiedforthepositionforwhichtheyareapplying.

Thetowncouncilhaschosentoadoptanalcoholicbeveragepolicyinkeepingwiththeconcernforandtherisksassociatedwithalcoholuse.Alcoholicbeveragesshallnotbeservedorusedonthetownpremisesatanytime.

Socialactivitiesheldoff-premisesandpaidforonapersonalbasisarenotaffectedbythispolicy.

Thetownisconcernedwithitsemployee'sprivacy,especiallywhenmattersregardingmedicalandpersonalinformationareinvolved.Aslongastheinformationisnotneededforpoliceorsecuritypurposes,thetownshallmaintainemployeemedicalandpersonalinformationinconfidenceandreleasethisinformationtoauthorizedtownpersonnelona"needtoknow"basis.Anexceptiontothispolicyiswhentheemployeesignsareleaseforthetransferofsuchinformationonformsacceptabletothetowntodesignatedpersonsoragencies.

Nothingcontainedinthissectionshalleliminateormodifythetown'srighttoterminateanyemployeeatanytimeforanyreason.

Smoking

Nosmokingwillbeallowedintheofficeareaatanytime.Thispolicyisforthehealthandsafetyofallemployees.

EmploymentClassifications

Therearethreeclassificationsofemployees:

RegularFull-timeisanemployeewhoworksaminimum40-hourworkweekonaregularlyscheduledbasis.

RegularPart-timeisanemployeewhoworkseitheraregularlyscheduledworkweekoranirregularscheduledworkweekforanundeterminedamountofweeks.

Temporaryisanemployeehiredforapositionrequiredforonlyaspecific,knownduration,usuallylessthansixmonths,andwhoisnotentitledtoregularbenefits.Atemporaryemployeemaybefull-timeorpart-time.

Allemployeesareclassifiedasexemptandnonexemptaccordingtothesedefinitions:

SalariedExemptPositionsofamanagerial,administrativeorprofessionalnature,asprescribedbyfederalandstatelaborstatutes,whichareexemptfrommandatoryovertimepayments.

SalariedNonexempt(hourly)Positionsdefinedbystatute,whicharecoveredbyprovisionsforovertimepayments.

Ifyouareuncertainastoyourstatus,pleasecontactyourdirector/supervisors.

EmployeeSafety

TheTownofBattleGroundstrivestoprovideitsemployeeswithasafeandhealthfulworkplaceenvironment.Toaccomplishthisgoal,bothmanagementandemployeesmustdiligentlyundertakeeffortstopromotesafety.

Alljob-relatedinjuriesorillnessesaretobereportedtoyourdirector/supervisorsimmediately,regardlessofseverity.Inthecaseofseriousinjury,anemployee'sreportingobligationwillbedeferreduntilcircumstancesreasonablypermitareporttobemade.Failuretoreportaninjuryorillnessmayprecludeordelaythepaymentofanybenefitstotheemployeeandcouldsubjectthetowntofinesandpenalties.

ReturntoWorkAfterSeriousInjuryorIllness

Asajointprotectiontotheemployeeandthetown,employeeswhohavebeenabsentfromworkbecauseofseriousillnessorinjuryarerequiredtoobtainadoctor'sreleasespecificallystatingthattheemployeeiscapableofperforminghisorhernormaldutiesorassignments.Aseriousinjuryorillnessisdefinedasonethatresultsintheemployeebeingabsentfromworkformorethantwo(2)consecutiveweeksoronewhichmaylimittheemployee'sfutureperformanceofregulardutiesorassignments.(AlsoseeMedical/FamilyLeavepolicy.)

Thedirector/supervisorsshallensurethatemployeeswhoreturntoworkafteraseriousinjuryorillnessarephysicallycapableofperformingtheirdutiesorassignmentswithoutriskofre-injuryorrelapse.

Ifthecauseoftheemployee'sillnessorinjurywasjob-related,theemployee'sdirector/supervisorswillmakeeveryreasonableefforttoassignthereturningemployeetoassignmentsconsistentwiththeinstructionsoftheemployee'sdoctoruntiltheemployeeisfullyrecovered.Adoctor'swrittenreleaseisrequiredbeforerecoverycanbeassumed.

PerformanceImprovement

Performanceimprovementmaybesuggestedwhenevertownmanagementbelievesthatanemployee'sperformanceislessthansatisfactoryandcanberesolvedthroughadequatecounseling.Correctivecounselingiscompletelyatthediscretionofthedirector/supervisors.Thetowndesirestoprotectitsinvestmentoftimeandexpensedevotedtoemployeeorientationandtrainingwheneverthatgoalisinthetown'sbestinterests.Thetownexpresslyreservestherighttodischarge"atwill."Evenifcorrectivecounselingisimplemented,itmaybeterminatedatanystepatthediscretionofthecouncil.Thecouncil,initssolediscretion,maywarn,reassign,suspendordischargeanyemployeeatwill,whicheveritchoosesandatanytime.

Thedirector/supervisorswilldeterminethecourseofactionbestsuitedtothecircumstances.Thestepsinperformanceimprovementareasfollows:

VerbalCounseling

Thefirststepincorrectingunacceptableperformanceorbehavior,thedirector/supervisorsshouldreviewpertinentjobrequirementswiththeemployeetoensurehisorherunderstandingofthem.Thedirector/supervisorsshouldconsidertheseverityoftheproblem,theemployee'spreviousperformanceappraisalsandallofthecircumstancessurroundingtheparticularcase.Statingthatawrittenwarning,probationorpossibleterminationcouldresultiftheproblemisnotresolvedshouldindicatetheseriousnessoftheperformanceormisconduct.Theemployeeshouldbeaskedtoreviewwhathasbeendiscussedtoensurehisorherunderstandingoftheseriousnessoftheproblemandthecorrectiveactionnecessary.Thedirector/supervisorsshoulddocumenttheverbalcounselingforfuturereferenceimmediatelyfollowingthereview.

Writtencounseling

iftheunacceptableperformanceorbehaviorcontinues,thenextstepshallbeawrittenwarning.Certaincircumstances,suchasviolationofawidelyknownpolicyorsafetyrequirement,mayjustifyawrittenwarningwithoutfirstusingverbalcounseling.Thewrittenwarningdefinestheproblemandhowitmaybecorrected.Theseriousnessoftheproblemisagainemphasized,andthewrittenwarningshallindicatethatprobationorterminationorbothmayresultifimprovementisnotobserved.Writtencounselingbecomespartoftheemployee'spersonnelfile,althoughthedirector/supervisorsmaydirectthatthewrittenwarningberemovedafteraperiodoftime,underappropriatecircumstances.

Probation

iftheproblemhasnotbeenresolvedthroughwrittencounselingorthecircumstanceswarrantit,orboth,theindividualshouldbeplacedonprobation.Probationisaseriousactioninwhichtheemployeeisadvisedthatterminationwilloccurifimprovementinperformanceorconductisnotachievedwithintheprobationaryperiod.Theemployee'sdirector/supervisors,afterreviewoftheemployee'scorrectivecounselingdocumentation,willdeterminethelengthofprobation.Typically,theprobationperiodshouldbeatleasttwoweeksandnolongerthan60days,dependingonthecircumstances.Awrittenprobationarynoticetotheemployeeispreparedbythedirector/supervisors.Thelettershouldincludeastatementofthefollowing:• Thespecificunsatisfactorysituation;

• Areviewoforalandwrittenwarnings;• Thelengthofprobation;• Thespecificbehaviormodificationoracceptablelevelofperformance;• Suggestionsforimprovement;• Ascheduledcounselingsessionorsessionsduringtheprobationaryperiod;and

•Astatementthatfurtheraction,includingtermination,mayresultifdefinedimprovementorbehaviormodificationdoesnotresultduringprobation."Furtheraction"mayinclude,butisnotlimitedto,reassignment,reductioninpay,gradeordemotion.

Thedirector/supervisorsshouldpersonallymeetwiththeemployeetodiscusstheprobationaryletterandansweranyquestions.Theemployeeshouldacknowledgereceiptbysigningtheletter.Iftheemployeeshouldrefusetosign,thedirector/supervisorsmaysignattestingthatitwasdeliveredtotheemployeeandidentifyingthedateofdelivery.Theprobationaryletterbecomespartoftheemployee'spersonnelfile.

Onthedefinedprobationcounselingdateordates,theemployeeanddirector/supervisorswillmeettoreviewtheemployee'sprogressincorrectingtheproblemwhichledtotheprobation.Briefwrittensummariesofthesemeetingsshouldbepreparedwithcopiesprovidedtotheemployee.

Atthecompletionoftheprobationaryperiod,thedirector/supervisorswilldeterminewhethertheemployeehasachievedtherequiredlevelofperformanceandtoconsiderremovingtheemployeefromprobation,extendingtheperiodofprobationortakingfurtheraction.Theemployeeistobeadvisedinwritingofthedecision.Shouldprobationbecompletedsuccessfully,theemployeeshouldbecommended,thoughcautionedthatanyfuturerecurrencemayresultinfurtherdisciplinaryaction.

InvoluntaryTermination

involuntaryterminationnoticeispreparedbythedirector/supervisorswithconcurrenceof,andreviewby,thetowncouncil.Theemployeeisnotifiedoftheterminationbythedirector/supervisorsandwillbedirectedtoreporttothetowncouncilfordebriefingandcompletionofterminationdocumentation.Involuntaryterminationisarecasesthatcannotberesolvedbycorrectivecounselingoramajorviolationhasoccurredwhichcannotbetolerated.

Thefollowingdefinitionsandclassificationofviolations,forwhichcorrectivecounseling,performanceimprovementorotherdisciplinaryactionmaybetaken,aremerelyillustrativeandnotlimitedtotheseexamples.Aparticularviolationmaybemajororminor,dependingonthesurroundingfactsorcircumstances.

Minorviolations

isalessseriousviolationsthathavesomeeffectonthecontinuity,efficiencyofwork,safety,andharmonywithinthetown.Theytypicallyleadtocorrectivecounselingunlessrepeatedorwhenunrelatedincidentsoccurinrapidsuccession.Herearesomeexamplesofminorviolations:• Excessivetardiness;• Unsatisfactoryjobperformance;• Defacingtownproperty;• Interferingwithanotheremployee'sjobperformance;

• Excessiveabsenteeism;

• Failuretoobserveworkinghours,suchasthescheduleofstartingtime,quittingtime,restandmealperiods;• Performingunauthorizedpersonalworkontowntime;

• Failuretonotifythedirector/supervisorsofintendedabsenceeitherbeforeorwithinonehourafterthestartofashift;and• Unauthorizeduseofthetowntelephoneorequipmentforpersonalbusiness.

MajorViolations

Moreseriousviolationswouldincludeanydeliberateorwillfulinfractionoftownrulesandmayprecludecontinuedemploymentofanemployee.Herearesomeexamplesofmajorviolations:• Fightingontownpremises;

• Repeatedoccurrencesofrelatedorunrelatedminorviolations,dependingupontheseverityoftheviolationandthecircumstances;• Anyactwhichmightendangerthesafetyorlivesofothers;

• Departingtownpremisesduringworkinghoursforpersonalreasonswithoutthepermissionofthedirector/supervisors;• Bringingfirearmsorweaponsontothetownpremises;

• Deliberatelystealing,destroying,abusing,ordamagingtownproperty,tools,orequipmentorthepropertyofanotheremployeeorvisitor;• Disclosureofconfidentialtowninformationortradesecretstounauthorizedpersons;• Willfullydisregardingtownpoliciesorprocedures;• Willfullyfalsifyinganytownrecords;• Willfullydeletinganyfilesandtownrecords;

• Employee'sconvictionfororconfessiontofraud,misappropriation,embezzlement,theftorthelikeagainstthetown;• Employee'sconvictionofafelonyoracrimeinvolvingmoralturpitude;

• IfEmployeeperformsanyintentionalactwhich,underthereasonablemanstandard,damagesthereputationofthetown;

• Employee'sconvictionfororconfessiontosexualharassmentinanyformtowardsemployeesofthetownoranyoneaffiliatedwiththetown;or

• Employee'sexcessiveabsencefromperforminghisdutiesforthetown,asdeterminedbythetown,inthetown'ssoleandabsolutediscretion.

Termination

Terminationsaretobetreatedinaconfidentialandprofessionalmannerbyallconcerned.Thedirector/supervisorsmustassurethorough,consistentandevenhandedterminationprocedures.Thispolicyanditsadministrationwillbeimplementedinaccordancewiththetownequalopportunitystatement.

Terminatedemployeesareentitledtoreceiveallearnedpay,includingvacationpay.

Employmentwiththetownisnormallyterminatedthroughoneofthefollowingactions:

Resignation

voluntaryterminationbytheemployee;

Dismissal

involuntaryterminationforsubstandardperformanceormisconduct;or

Layoff

terminationduetoreductionoftheworkforceoreliminationofaposition

Resignation

anemployeewhowantstoterminateemployment,regardlessofemployeeclassification,isexpectedtogiveasmuchadvancenoticeaspossible.Twoweeksortenworkingdaysisgenerallyconsideredtobesufficientnoticetime.

SubstandardPerformance

anemployeemaybedischargedifhisorherperformanceisunacceptable.Thedirector/supervisorsshallhavecounseledtheemployeeconcerningperformancedeficiencies,provideddirectionforimprovement,andwarnedtheemployeeofpossibleterminationifperformancedidnotimprovewithinadefinedperiodoftime.Thedirector/supervisorsareexpectedtobealerttoanyunderlyingreasonsforperformancedeficienciessuchaspersonalproblemsorillegaldrugabuse.Themanagementteammustconcurinadvanceofadvisingtheemployeeofdischargeaction.Documentationtobepreparedbythedirector/supervisorsshallincludereasonforseparation,performancehistory,correctiveeffortstaken,alternativesexploredandanyadditionalpertinentinformation.

Misconduct

anemployeefoundtobeengagedinactivitiessuchas,butnotlimitedto,theftoftownproperty,insubordination,conflictofinterestoranyotheractivitiesshowingwillfuldisregardofthetowninterestsorpolicieswillbeterminatedassoonasthedirector/supervisorsandmanagementteamhaveconcurredwiththeaction.

Terminationresultingfrommisconductshallbeenteredintotheemployee'spersonnelfile.Theemployeeshallbeprovidedwithawrittensummaryofthereasonfortermination.Nosalarycontinuanceor

severancepaywillbeallowed.

TerminationProcessingProcedures

thedirector/supervisorsmustimmediatelynotifythemanagementteamoftheterminationsothataterminationchecklistcanbeinitiated.Themanagementteamwillapproveanddirecttheterminationprocedure.

Onthefinaldayofemployment,thedirector/supervisorsmustreceiveallkeysandtownpropertyfromtheemployee.

Thedirector/supervisorsmayconductanexitinterviewwiththeemployee.

Theemployeewillpickuphisorherfinalpayrollwhichincludesallearnedpayandanyexpensesduetheemployee.

GrievanceProcedure

TheTownofBattleGroundrecognizesthevalueofagrievanceprocedurethatprovidesforthetimelyreviewofemployeegrievancesinafairyetworkablemanner.Agrievanceisconsideredtobeanydisputebetweenanemployeeandthetownwhichimpactsonanemployee'sabilitytoperformhisorherjob.

Althoughpurelypersonalmattersbetweenemployeeswouldnotordinarilygiverisetoagrievancesubjecttothisgrievanceprocedure,anymatterthatadverselyaffectsanemployee'sabilitytoperformhisorherjobcouldbethesubjectofagrievance.Usegoodindividualjudgmentandcommonsenseasyourguide.

Anemployeemayexpressaverbalgrievancetohisorherimmediatedirector/supervisors.Iftheconcernisnotresolvedtotheemployee'ssatisfactionwithinoneweek,theemployeemayputinwritingthedetailsofhisorhergrievanceandsubmitthegrievancetothetowncouncil.

Theproblemwillbediscussedinthepresenceoftheemployeeanddirector/supervisors.

Thedecisionwillbereducedtowriting,acopygiventotheemployeeanddirector/supervisors,withtheoriginalkeptintheemployeesfileintheclerk'soffice.

EmploymentDisputes

AnydisputeorclaimthatarisesoutoforthatrelatestoemploymentwiththeTownofBattleGroundorthatarisesoutoforthatisbasedontheemploymentrelationship(includinganywageclaim,anyclaimforwrongfulterminationoranyclaimbasedonanyemploymentdiscriminationorcivilrightsstatute,regulationorlaw),includingtortorharassmentclaims(exceptatortthatisa"compensableinjury"underworkers'compensationlaw),shallberesolvedbyarbitrationinaccordancewiththetheneffectivecommercialarbitrationrulesoftheAmericanArbitrationAssociationbyfilingaclaiminaccordancewiththeAssociation'sfilingrules,andjudgmentontheawardrenderedpursuanttosucharbitrationmaybeenteredinanycourthavingjurisdictionthereof.

Compensation

EqualPay

TheTownofBattleGroundwillnotpaywagestoanyemployeeataratelessthanthetownpaysemployeesoftheoppositesexforworkthatissubstantiallyequivalentrequiringcomparableskills.

Thispolicyistobeconstruedinaccordancewithapplicablefederalandstatelawsandregulations.

JobDescriptions

Jobdescriptionsareavailablethroughthedirector/supervisorforallpositionsopenedinthetown.

Positiondescriptionsareusedtodetermineemployeeselection,jobrequirements,performancecriteria,organizationalstructure,andtherelativeworthofjobsinrelationtoeachother.Towndirector/supervisorsreviewalltownpositionstoensureequityandconsistencyinourPersonnelsystem.

Workday

Normalscheduledhoursfortownemployeesare7:30amto4:00pmwithadjustmentstoseasonalhours.

Payday

PaydayswilltakeplaceonFridayeachweekunlessrequestingpaidearlierduetovacation.

OvertimeCompensation

Nonexemptsalaried(hourly)employeeswillaccumulatecompensationpayattherateofoneandone-halftimestheirregularhourlyrateofpayforalltimeinexcessof40hoursinanyoneworkweek.

(AmendedbyResolutionNo.10-45,adopted12/13/2010.+/- {viewarchive2}

(AmendedbyResolutionNo.09-34,adopted11/9/2009.+/- {viewarchive1}

TheBattleGroundTownCouncilmayelecttopay-downaccumulatedcompensationtimebyadoptingaresolutionforsuchpurposethatspecifiestheprocess.

Editor'sNote:ThepreceedingparagraphwasaddedbyOrdinanceNo.11-490,adopted3/29/2011.Foranexampleofa"Pay-Down"Resolution,seeResolution11-46,adopted3/29/2011.

Overtimeisneverattheemployee'sdiscretion.Itshallonlybeincurredandpaidattherequestofthe

employee'sdirector/supervisors.Director/supervisorsshallensurethatnounauthorizedovertimehoursareworked.

PerformanceReview

Itisthedirector/supervisorsresponsibilitytodevelopandmaintainaworkenvironmentinwhichemployeescanopenlydiscussperformanceanddevelopplans.Theemployeewillbenotifiedinwritingtendaysinadvanceoftheperformancereviewdate.Alsoincludedinthenotificationwillbethetime,place,andthediscussiontopicsfortheemployeetoprepareforthereview.Theemployee,aswellasthedirector/supervisor,istobringthefollowingtothereviewmeeting:

• Asummarystatementoftheprogressmadetowardmeetinghisorheremploymentgoals;

• Examplesofjob-relatedareasdemonstratinggreateststrengthsandidentifyingareaswhereadditionaltrainingisneeded;• Anoutlineofjob-relatedtasksinwhichtheemployeecanparticipatetoimproveperformance;• Arecommendationofjobresponsibilitiesandgoalstobeestablishedforthenextsix-monthperiod;• Asummaryofoverallemploymentperformance.

Thedirector/supervisorisresponsibleforestablishingarelaxedatmosphereattheperformancereviewandencouragingtwo-waycommunication.Thediscussionshouldbeconductedinapositivemanner,incompleteprivacyandwithnointerruptions.Thedirector/supervisorshallverifythattheemployeeisfamiliarwithhisorherjobduties,previousgoalsandtheappraisalcriteriaorfactors.Attheconclusionoftheperformanceappraisal,theemployeewillberequestedtosigntheappraisalverifyingthatheorsheparticipatedintheevaluation.Theemployeeshouldbeencouragedtosubmitcommentsabouttheappraisalthatwillbecomepartoftherecord.Adateforthenextappraisalshallbeagreeduponandnotedontheappraisalform.Theemployeemustbegivenasignedcopyoftheappraisal.Theappraisalisthensubmittedforreviewtothetowncouncil.

TheTownofBattleGroundbelievesthatpayincreasesshouldberelatedtoanemployee'sperformance.Followingperformancereviews,thedirector/supervisorwillranktheemployee'sperformanceaccordingtohisorherrelativelevelofcontributiontothetown.Factorswillincludehowwelltheemployeehasmettheobjectivesagreeduponinthelastreviewandtheemployee'slevelofcontributiontothesuccessofthedepartmentrelativetootheremployees.Thedirector/supervisorwillrankalldepartmentemployeesinoneoffivegroupings:

1. Outstanding2. VeryGood3. Good4. Marginal5. Unsatisfactory

Anyemployeereceivingaratingof4or5mustbeputonwarningwithacorrectiveactionplantoaddresstheissuesidentified.

Adecisionrelatingtotheemployee'smeritincreaseinpaywillbemadebythedirector/supervisorafterthereviewandrankingprocesshasbeencompleted.Thedirector/supervisorwillforwardameritincreaserecommendationwiththeappraisaltothetowncouncil.Meritincreasesinpayareneither

automaticnorperiodic.Theyarereservedforemployeeswhoshowskillsimprovementandhigherthanaverageperformance.Informationaboutratesofpayandmeritincreasesinpay,ifany,aredeemedtobeconfidentialmattersbetweenthetownandeachemployeeandarenottobediscussedamongemployees.

SalaryAdministration

Itisacouncilpolicytoawardannualmeritincreasestoemployeesfortheirdedicationtothetownbasedontheirskills,improvementandoutstandingperformance.Everyemployeeiseligibleforameritincrease.Howevermeritincreasesarenotautomatic.Followingtheemployee'sperformancereview,thedirector/supervisorwillranktheemployee'sperformanceaccordingtohisorherrelativelevelofcontributiontothetown.Factorswillinclude,withoutlimitation,howwelltheemployeehasmettheobjectivesagreeduponinthelastreview.Employeeswillberankedas:

1. Outstanding2. VeryGood3. Good4. Marginal5. Unsatisfactory

Thedirector/supervisorwillforwardameritincreaserecommendationwiththeappraisaltothetowncouncilforfinalapproval.

PayrollDeductions

Thefollowingmandatorydeductionswillbemadefromeveryemployee'sgrosswages:federalincometax,socialsecurityFICAtax,Medicaretaxandapplicablestateandcountytaxes.

Everyemployeemustfilloutandsignafederalwithholdingallowancecertificate,IRSFormW-4,onorbeforehisorherfirstdayonthejob.Thisformmustbecompletedinaccordancewithfederalregulations.TheemployeemayfilloutanewW-4atanytimewhenhisorhercircumstanceschange.EmployeeswhopaidnofederalincometaxfortheprecedingyearandwhoexpecttopaynoincometaxforthecurrentyearmayfilloutanExemptionfromWithholdingCertificate,IRSFormW-4E.EmployeesareexpectedtocomplywiththeinstructionsonFormW-4.QuestionsregardingtheproprietyofclaimeddeductionsmaybereferredtotheIRSincertaincircumstances.

Otheroptionaldeductionsincludetheportionofgrouphealthinsurancenotpaidbythetown,whichisdeductedfromeachpayrollcheck.Othervoluntarycontributions(ifapplicable),suchaspension(PERF)plan,arealsodeductedeachpayperiod.

EveryemployeewillreceiveanannualWageandTaxStatement,IRSFormW-2,fortheprecedingyearonorbeforeJanuary31.Anyemployee,whobelievesthathisorherdeductionsareincorrectforanypayperiod,oronFormW-2,shouldcheckwiththetownclerkimmediately.

EmployeeBenefits

Insurance

Employeesshouldrefertothecurrentsalaryordinanceforinformationoninsurancecoverage.

TheTownofBattleGroundhastherighttochangeinsurancecompaniesortomodifyorterminateeligibilityrequirements,benefits,orcoverageatanytime.

PERFProgram

Eligibility

Afulltimeemployeeistoentertheplanonthefirstweekofwork.

Contributions

Itismandatorytocontribute3%ofyourcompensationorcurrentrateonapre-taxbasisweeklyalthoughyouareallowedtocontributemore.Forfurtherinformationcontacttheclerk.

Transferofmoniesbetweenyourfundchoicesorchangesinallocationofyourpercentageofcontributiontoanyorallofyourfundsareallowedwithtimerestrictions.

Statements:ParticipantstatementswillbepreparedbyPERFonaquarterlybasisandmailedtoyourhomeaddress.

Vacation

Newemployeesbecomeeligibleforvacationinaccordancetothecurrentsalaryordinance.Part-timeandtemporaryemployeesarenotentitledtopaidvacation.Employeeswhoarenotentitledtopaidvacationmayrequestpermissionfromtheirdirector/supervisortotakevacationtimewithoutpay.

Allvacationsmustbescheduledinadvancewiththeemployee'sdirector/supervisor.Employeesareresponsibleforplanningaheadforvacationandworkingoutacompleteschedulewiththeirdirector/supervisor.

TheBattleGroundTownCouncilmayelecttopay-downaccumulatedvacationtimebyadoptingaresolutionforsuchpurposethatspecifiestheprocess.

Editor'sNote:ThepreceedingparagraphwasaddedbyOrdinanceNo.11-490,adopted3/29/2011.

Upontermination,theemployee'saccruedandunusedvacationhourswillbeaddedtothefinalpaycheck

usingtheemployee'sthen-currentstraight-timehourlyrateforconversion.

Holidays

Employeepaidholidayswillbelistedinthecurrentsalaryordinanceandthetownhallwillbeclosedonthesedays.

*

IftheseholidaysfallonSaturday,theFridaybeforewillbeaholiday.IftheyfallonSunday,thefollowingMondaywillbeaholiday.

Onlyregularfull-timeemployeesareeligibleforholidaypay.Part-timeandtemporaryemployeesarenoteligibleforholidaypay.

Ifadesignatedholidayfallswithinanemployee'svacationperiod,theholidayisnotconsideredavacationday.

SickDays

TheTownofBattleGrounddoesnotprovidepaidsickdays.Employeescanhoweveruseaccumulatedcompensationtimeorvacationtime.

Itisinthebestinterestsofthetownandtheemployeewhoisillorinjuredtonotremainatwork.Itisthedirectororsupervisor'sresponsibilitytosendtheemployeehomeiftheemployeeisincapacitated.

Employeesareencouragedtomaketheirroutinedoctorordentistappointmentsbeforearrivingforworkorafterleavingworkfortheday,ifpossible.Iftimeoffisrequiredforsuchappointments,arrangementsshouldbemadeinadvancewiththeemployee'sdirectororsupervisor.

Anemployeeisexpectedtonotifyhisorherdirector/supervisoratthebeginningofeachworkdayduringillnessorinjury.Exceptionstothisincludeaseriousaccidentalinjuryorhospitalization,orwhenitisknowninadvancethattheemployeewillbeabsentforacertainperiodoftime.

Amedicalstatementfromtheemployee'sdoctormayberequestedbythetownwhenanemployeeisabsentfromworkformorethanthreeworkingdays.

LeaveofAbsence

Aleaveofabsenceistimeoffinanon-paystatus.Uponreceiptofaformalwrittenrequestforleaveofabsencefromregularfull-timeemployees,managementwilldeterminewhetheraleaveofabsencewillbegranted.Theemployeeisexpectedtorequestleaveofabsencewithasmuchadvancenoticeaspossible.

Vacationorcompensationtimeshouldbeusedforsuchabsences.Eachcasewillbeevaluatedonitsownmerits,andthefollowingwillbetakenintoconsiderations:

1. Thereasonfortherequest;2. Theamountoftimerequired;and3. Theemployee'slengthofserviceandpastrecord.

ReturntoWork

Employeeswhodonotreturntoworkafteranyleaveofabsencewillbeterminatedeffectiveonthelastdayofworkorpaidleave,whicheverislater.

BenefitsduringApprovedLeaveofAbsence

Holidays

toreceiveholidaypay,anemployeemustbeinactivepaystatusthedaybeforeandthedayaftertheholiday.Employeesarenoteligibletoreceivepayforanyholidayduringtheleaveperiod.

Vacation

Novacationhoursareearnedduringtheleaveperiod.Employeesrequestingaleaveofabsenceformedicalormilitaryreasonsmaychoosetouseallearnedvacationbeforebeginningleaveofabsence.Employeesrequestingpersonalleaveofabsencemustuseallearnedvacationbeforebeginningleaveofabsence.

Insurance

Thetownwillcontinuetheemployee'sinsurancebenefitsonaleaveofabsence,providedthattheemployeepaystheentirecostofthepremiums.

BereavementLeave

Thetownwillpayforthreedayoftimeoffintheeventofdeathofthefollowingimmediatefamilymembers:spouse,child,brother,sister,motherorfather,grandparentsandfatherandmother-in-laws.

Additionaltimeoffwillbedecidedbetweentheemployeeanddirector/supervisor.Accumulatedcomp-timeorvacationtimecanbeusedatthistime.

Leaveforattendanceatthefuneralofanon-immediatefamilymemberorpersonwithanespeciallycloserelationshipmaybegrantedwithoutpay.

JuryDuty

TheTownofBattleGroundwillgrantemployeestimeoffformandatoryjurydutyorcourtappearancesasawitnesswhentheemployeemustserveorisrequiredtoappearasaresultofacourtorderorsubpoena.

Acopyofthecourtorderorsubpoenamustbesuppliedtotheemployee'sdirector/supervisorwhenrequestingtimeoff.

Theemployeeisentitledtofullpayforeachdayofjurydutyorserviceasawitnessinadditiontoanyotherpaidleave.Howevertimeoffforcourtappearancesasapartytoanycivilorcriminallitigationshallnotbecompensatedandtheemployeemustarrangefortimeoffwithoutpayoruseaccruedvacationorcompensationtimeforsuchappearances.

Employee-IncurredExpensesandReimbursement

Allitemspurchasedorchargedbytheemployeearetohaveapaidreceipttobeturnedovertothetownclerk.Hisorherdirector/supervisormustapproveallsuchexpensesincurredbyanemployeebeforetheclerkwillmakepayment.

Employeesarenotallowedtomakepersonalpurchasesonthetownaccountsunderanycircumstance.

TravelReimbursement

Thispolicyestablishesthegeneralguidelinesandprocedurestobefollowedwhenbusinesstravelisrequired:

1. Travel-relatedexpensesaretobedetailedonalogsheetorfromanonline(MapQuest)orsomesimilarsourceoftheproofofthemileage;

2. Employeeswillbereimbursedatthefederalstatemileagerate(SeeCouncilMinutes,April,2009);3. Allparkingexpensesandhighwaytollsincurredasaresultofbusinesstravelwillbereimbursed;4. Employeeslodgingmustincludeadetailedreceiptfromthehotelormotel;5. Employeeswillbeallowed$40perdayformealsandprovideareceiptwhenavailable.A

reasonabletiptotherestaurantwillbereimbursed;6. Allreimbursementrequestsaretobesubmittedtothetownclerk.

Non-EmployeeTravelReimbursement

1. CitizensappointedtorepresenttheTownofBattleGroundonboardsorcommissionswillbesubjecttotherequirementsandreimbursementofthe"TravelReimbursement"Subsectionofthisdocument,withtheterm"Appointees"replacingtheterm"Employees"asappropriate.

2. TheTownCouncilmustapprovenon-employeetraveloutsideofTippecanoeCountyorwhereovernightlodgingisrequiredbeforesuchtraveloccurs.

(Resolution08-27,adopted11/10/2008.)

ConferencesandMeetings

Employeesmayattendconferencesormeetingssponsoredbyinstitutionsorprofessionalorganizations.Thesubjectmattertobepresentedmustrelatedirectlytotheemployee'spositionorprovidebeneficialinformationtobesharedintheemployee'sdepartment.

Theemployee'sdirector/supervisorandthemustapprovetheemployee'sparticipationintheconferenceormeeting.

Thetownwillpayforthefollowingexpensesifattendanceisapproved:registrationfees,travelcosts,lodgingandmealexpensesnotcoveredbyregistration.

Timeoffforattendanceandtravelduringnormalworkinghourswillbepaidatthenormalrateofpay.

RequiredManagementApproval

Allemployeetravel,mileage,purchaserequisitionsandotherbusiness-relatedexpensereportsmusthaveadirector/supervisor'sapproval.Employeesmayrequestanadvanceofexpenditureswheneverneededtopreventanyheartship.Allexpensesaretobesubmittedtothetownclerk.Priortobeinghonoredbythetownclerk,theseexpensesmusthavetheemployee'ssignatureanddateandmustbeapprovedbytheemployee'sdirector/supervisor.

MiscellaneousPolicies

ConfidentialityofCompanyInformation

Itistheresponsibilityofalltownemployeestosafeguardsensitivetowninformation.Continuedemploymentwiththecompanyiscontingentuponcompliancewiththispolicy.Thedirector/supervisorbearstheresponsibilityfortheorientationandtrainingofhisorheremployeestoensureenforcementoftownconfidentiality.

Allsuchinformationshallbeappropriatelymarkedorverballyidentifiedtoeachemployee.Whensuchinformationistransferredfromoneemployeetoanother,thetransferormustdoallofthefollowing:

1. Determinethatthetransferisnecessaryandintheinterestofthetown;2. Determinethatthetransfereehasaneedtoknowtheinformation;3. Inconsiderationoftheiremploymentwiththetown,employeeswillbeexposedtoinformationand

materialswhichareconfidential.Employeeswillnotatanytimediscloseoruse,eitherduringorsubsequenttotheiremployment,anyinformation,knowledgeordatawhichtheyreceive.

ConfidentialityoftheTownInformationE-Mail

Thetowncomputersande-mailsystemaretownproperty.Allemployeesareexpectedtousegoodjudgmentinusingelectronicmailandtoavoidindiscretionssuchasoffensiveorinappropriatemessagesoranyothermessagethetowndeemsinappropriate.E-mailmessagesshouldbeusedfortownbusinessonly.Misuseofe-mailmayresultindisciplinaryactionorpossiblytermination.

EmployeePrivacy

TheTownofBattleGroundrecognizesouremployees'rightstoprivacy.Inachievingthisgoal,thetownadoptsthesebasicprinciples:

1. Thecollectionofemployeeinformationwillbelimitedtothatwhichthetownneedsforbusinessandlegalpurposes;

2. Theconfidentialityofallpersonalinformationinourrecordswillbeprotected;3. Allin-houseemployeesinvolvedinrecordkeepingwillberequiredtoadheretothesepoliciesand

practices.Violationsofthispolicywillresultindisciplinaryaction;4. Internalaccesstoemployeerecordswillbelimitedtothoseemployeeshavinganauthorized,

business-related,need-to-knowbasis.Accessmayalsobegiventothirdparties,includinggovernmentagencies,pursuanttocourtorderorsubpoena;

5. Thetownwillrefusetoreleasepersonalinformationtooutsidesourceswithouttheemployee'swrittenapproval,unlesslegallyrequiredtodoso;

6. Employeesarepermittedtoseethepersonalinformationmaintainedabouttheminthetownrecords.

Theymaycorrectinaccuratefactualinformationorsubmitwrittencommentsindisagreementwithanymaterialcontainedintheirtownrecords.

Telephone

Personalcallsofshortdurationmaybereceivedandmadeatyourdeskorworkstation.Personaltelephonecallprivilegesaresubjecttochangeorterminationatanytime.Forinstance,ifthecompanytelephonelinesbecomeoverloadedwithcallsoranemployeeisfoundspendingmorethanjustlimitedtimeonpersonalcalls,thisprivilegewillberevokedeithergenerallyorspecificallyastotheoffendingemployee.