Town Code & Ordinances Code — 2022-01-26

Exactly as extracted, unformatted — for checking against the original. The readable version is easier to read.

RESOLUTION NO. 22.IOI
A RESOLUTTON OF THE COMMISSTONERS OF QUEENSTOWhI TO
ADOPT AND UPDATED EMPLOYEE MANUAL
WHEREAS, the Commissioners of Queenstown are authorizedto adopt such legislation as
it may deem necessary for the protection and preservation of the town's property and for the
protection and promotion of health and safety of town anployees and citizens; and
WHEREAS, in 1995, the Commissioners of Queenstown adopted the Town of
Queenstown Personnel Manual which has not been updated since 2003; and
WHEREAS, the Commissioners of Queenstown have determined that it is desirable and in
the public interest to adopt an updated Personnel Manual.
NOW, THEREFORE, BE IT RESOLVED, by the Commissioners of Queenstown, as
FOLLOWS:
1.
That the Queenstown Personnel Manual dated January 26, 2022, a copy of which
is attached hereto and incorporated by reference herein, IS HEREBY ADOPTED.
2.
That the attached Personnel Manual shall supersede all previously issued employee
manuals or handbooks.
3.
This Resolution shall become effective immediately.
RESOLVED by the Town Commissioners of Queenstown on this 2b day ot
January,2022.
WITNESS: TOWN COMMISSIONERS FOR THE
TOWN OF QUEENSTOWN:
illis, Jr.,
zfu* < AAr'l^^' 1/

TOW}[ OF OUEENSTOWI\. MARYLAND
PERSONNEL MANUAL
ADOPTED AIID EFFECTIVE:
January 2612022
Queenstown Personnel Manual
January 26,2022

THE TOWI\ OF QUEENSTOWI\ PERSONNEL MANUAL
INTRODUCTION
This personnel manual is intended to outline the employment policies and procedures of
the Town of Queenstown. Employees are encouraged to become familiar with the contents of
this manual, for it will answer many common questions concerning ernployment with the Town.
This manual is not intended to be all-inclusive. No personnel manual can anticipate
every circumstance or situation or answer every question about employment or policy. If more
detailed or complete information is needed regarding any policy described in this manual, please
refer such inquiries to the Commissioners of Queenstown.
The Commissioners reserve the right to change employment policies, procedures,
benefits or this manual at any time without notice, except for its policy of employment at-will. It
is the responsibility of the employee to stay abreast of policy. The Commissioners will make
every effort to notiff ernployees of any policy changes, additions or deletions. Said changes will
immediately become apafi of this manual.
Policies set forth in this manual are not intended to create a contract, nor are they to be
construed to constitute contracfual obligations of any kind or a contract of employment between
the Town and any of its employees.
All employees of the Town of Queenstown are employed on an "at-will" basis and the
Town may terminate the ernployment at any time, for any reason, provided that such termination
is in accordance with applicable federal and state laws.
SECTION I. APPLICATION, DEFINITIONS AND DISTRIBUTION
A.
Apolication This personnel manual shall apply to all persons employed by the
Town Commissioners.
B.
Definitions. For purposes of this manual, the following definitions shall apply.
1.
"Appointing Authority" for the purpose of this manual is the Town
Commissioners.
2.
4.
"Classification" is the process of reviewing the duties and responsibilities
of a position or positions and incorporating these duties and responsibilities into a
position description.
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5.
"Employee" is the person anployed to perform the work of a position and
shall mean that person who receives a regular and stated compensation from the Town,
other than a consultant or independent contractor.
6.
"Full Time" is an ernployee whose standard work hours per week are
thirty-five (35) or more. This shall include salary and hourly ernployees.
7.
"Part Time" is an employee whose standard work hours per week are
thirty-four (34) or less. This shall include salary and hourly employees.
8. "Position" is a group of duties and responsibilities assigned to one
employee.
9.
"Position Description" is a written explanation of one person which
includes a title and list of typical duties.
10.
"Supervisory Authority" for the purpose of these Rules and Regulations
are the Town Commissioners.
11.
"Town Commissioners" and "Commissionsrs" shall be one and the same
as Town Commissioners of Queenstown, for the purpose of this manual.
C.
Distribution. A copy of this personnel manual shall be retained in the Town
Office, given to each Town Commissioner and Town Employee. The signature of the Town
Employee shall be acquired upon hisftrer receipt of this personnel manual.
II.
SECTION POSITION CLASSIFICATIONS
A.
Tvpes of Positions. Positions shall be classified by the Town Commissioners.
' B,
Position Classifications Specifications for each classification in use by the
Govemment of the Town of Queenstown shall be prepared. Each specification shall include:
1.
A job title
2.
List of duties required to be performed
SECTION III. APPLICATIONS FOR EMPLOYMENT
A.
Advertisins. At the discretion of the Commissioners, position openings may be
advertised in the local paper.
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B.
Utilization Applications for employment shall be accepted at any time whether
or not a vacancy has been announced. A standard application form, approved by the Town
Commissioners, shall be used for all applications for employment. Applications shall be retained
for a period of one year and then destroyed. After an applicant is hired, their application will be
filed in their personnel file.
C.
Hirins Authoritv, The Town Commissioners, sitting as a body, shall make all
ernployment decisions on behalf of the Town.
SECTION IV. PROBATIONARY PERIOD
A.
Probation and Permanent Status. Employees hired for a position shall serve a six
(6) month probation period. The Commissioners may extend the probationary period for an
additional six (6) months in their discretion. At least fifteen (15) days prior to the expiration of
the probationary period, the Town Commissioners shall determine if the following has occurred:
l.
The employee's work has been satisfactory, or
2.
The employee's work has been unsatisfactory. If the Town Commissioners
feel that with additional time, the employee's work may become satisfactory, they may
extend the period of probation at their discretion.
3.
Upon determination by the Town Commissioners that the employee's
work is satisfactory, the employee will be put on permanent status with the Town.
4.
Upon determination by the Town Commissioners that the employee's
work is unsatisfactory, the ernployee may be dismissed or discharged at any time during
the probationary period.
5.
A probationary ernployee's employment may be terminated at any time by
the Commissioners without cause.
SECTION V. SEPARATION
It is the Town's intention that service separations occur as fairly and efficiently as
possible, with appropriate advance written notice, and in the best interests of all parties
concerned. The process of separation shall include payment of all wages due to the ernployee,
less any applicable deductions, ild resolution of all due benefits, through the date of
separation. The following categories of service separation and procedure are applicable to all
regular full-time ernployment classifications, or other ernployment classifications as
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specifically indicated:
A.
LgWfi If insufficient work or lack of funding requires a reduction in the number
of employees in a Town department, layoffs may be made by approval of the Commissioners.
B,
Furloushs and Reduction of Hours. If insufficient work or a lack of funding
requires a temporary reduction in the number of hours employees work in a Town department,
unpaid furlough days and/or a reduction in the number of hours worked per week may be
approved by the Commissioners. Full-time salaried employees may be compensated as hourly
ernployees in the Commissioners' discretion, during furloughs when the work week is reduced to
less than forty (40) hours.
C.
Termination of Position. The Town reserves the right to terminate or abolish any
position for discretionary reasons related to funding and operational needs.
D.
Susoension. An employee may be suspended without pay for disciplinary
reasons for such length of time as recorlmended by the supervisor and approved by the
Commissioners. All benefits shall continue to be in effect as applicable for an employee who is
suspended. During a period of suspension, the employee shall not be permitted access to the
workplace.
E.
Termination of Emplovment without Cause. As the Town and the employee
maintain an "at will" employment relationship, oo ernployee in the Town's service may be
separated permanently from employment without cause at any time in the discretion of the Town
Commissioners.
F.
Termination for Cause. An employee may be terminated "for cause" for any of
the following reasons, as determined by the Town Commissioners:
.
Incompetence or gross inefficiency in the performance of duties.
o
Insubordination, disrespectful conduct toward a supervisor, or failure or
refusal to comply with the assignment of a supervisor.
o
Untruthful statements, willful or negligent falsification of records, or other
fraudulent behavior detrimental, or potentially detrimental, to the Town, the public, or co-
workers.
.
Excessive tardiness or absenteeism, absence from the workplace without
notice, or abuse of leave benefits.
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.
Excessive attention to personal business or affairs while on duty as a
Town employee.
. Excessive or unauthorized use of telephones, the mail system,
communications systems and equipment, or computer systems and equipment.
.
Negligent or willful damage or waste of Town or client-owned property,
vehicles, equipment, materials or supplies.
o
Unauthorized use of Town property, equipment, materials, supplies,
vehicles, or resources for personal gain.
o
Willful slander or malicious mischaracterization of co-workers, superiors,
clients, associates, elected Town officials, or public citizens.
o
Racial, sexual, or other unlawful or unwelcome harassment, or failure to
act to stop such conduct in the workplace.
.
Offensive treatment of clients, the public, or co-workers.
.
General misconduct or boisterous or disruptive activity, such as gambling,
fighting, use of abusive or obscene language, threatening violence, or creating a nuisance or
disturbance, while on duty, at the workplace, or engaged in Town business.
o LJse, possession, manufacture, distribution, sale, or transfer of, or
impairment by, alcohol or controlled or illegal substances while on duty, at a Town workplace,
engaged in Town business, or operating Town owned vehicles or equipment.
.
Inappropriate official or personal conduct degrading to Town classified
service or general misconduct undermining the trust in public service.
.
Unauthorized disclosure of confidential information.
.
Willful, negligent, or criminal violation of Town personnel policies or
federal, state, or local laws, regulations, ordinances, statutes, or policies in effect.
Prior to a termination for cause, an employee shall have a right to notice and an
opportunity to be heard by the Town Commissioners.
G.
Resisnation of Emolovees. An ernployee may resign by providing the Town with
at least two (2) weeks advanced notice. Any non-probationary employee who resigns in good
standing may, in the discretion of the Commissioners, be reinstated to a position with full credit
for prior service if there is any need for their services within two (2) years after the date of
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resignation. Any reinstated employee is not entitled to any salary or service credits for the period
of their separation from the Town.
H.
Return of Town Prooertv. Employees are responsible for items issued to them by
the Town or in their possession or control while employed. In the event of separation from
ernployment for any reason, all Town property must be returned by the employee on or before
their last day of work. The Town may withhold from the ernployee's final paycheck the cost of
any iterns that are not retumed as required. The Town may also take all action deemed
appropriate to recover or protect its property.
SECTION VI. LEAVE
A.
General Unless otherwise specified, the provisions of this section will apply to
all Town employees.
B.
Leave of Absence. The Town Commissioners may approve a request for a Leave
of Absence, without pay, for a period of not more than three (3) months. The Commissioners
have the discretion to extend the three (3) month period for an additional maximum of three (3)
months upon a showing of good cause. Such leave must be for a valid pu4)ose, and when it
appears that reinstatement would be in the best interest of the Town. The Town Commissioners
may temporarily fill this position dwing the absence of the employee. At the termination of such
leave, the ernployee shall be reinstated with all previous rights and privileges, except for annual
leave credit. Following the leave of absence without pay the reinstated ernployee shall begin
work with no accumulated annual leave credit.
C.
Official Leave. The Town Commissioners may grant official leave with pay to
allow employees to attend professional meetings, technical conferences, and short-term courses
on subjects related to official duties or for other valid pulposes. Such leave shall not be deducted
from any other leave earned by the employee. Such leave shall be approved at least thirfy (30)
days in advance by the Commissioners.
D.
Bereavement Leave. Bereavement leave will be provided by the Town with pay
as follows:
1.
Employees may take bereavement leave arising because of a death in the
immediate family for a maximum period of four (4) workdays. Bereavement leave shall
not be deducted from any other leave earned by the employee. This leave is not
accruable.
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2.
For purposes of bereavement leave, the immediate family is considered to
be father, mother, sister, brother, spouse or children, mother and father-in-law. Any step
and half blood relatives of the employee shall also be considered immediate family.
3.
Part Time employees are eligible for two (2) days bereavement leave.
E.
Annual Vacation Leave
1.
The service of regular full time and part time employees will be computed
as of the effective date of this personnel manual, and each employee will be credited with
annual leave according to the length of service as follows:
a. Less than12 months: no annual leave credits
b. I year, but less than 2 years (5) days annual leave
c.2 years or more: (10) days annual leave
d. 10 years or more: (15) days annual leave
e. 20 years or more: (20) days annual leave
2.
The leave year will be the same as the calendar year.
3.
Annual leave continues to accrue to the employee's credit while he is in a
pay status, including periods of absence with pay.
4.
Up to one week of vacation leave may be carried over to the next year;
however, if not used in the next year it will be lost.
5. When employees can be spared from their duties, annual leave will be
granted freely for personal and emergency purposes. The Town Commissioners and/or
the Town Manager, have the responsibility for determining when, and the extent to
which, annual leave is to be granted.
6. Employees have the responsibility of cooperating with the Town in
scheduling vacation periods and requesting leave during periods when their services can
best be spared. Although annual leave is the right of an onployee in that its accrual may
not be denied, it is the prerogative of the Town Commissioners and/or the Town Manager
to make the final decision on when leave is to be used, for this reason, the use of annual
leave is subject to the prior approval of the Town Commissioners and/or the Town
Manager. Written request will be made by the onployee for a period of annual leave, at
least two (2) weeks in advance, except in emergency situations. In such cases, the
ernployee leave taken can be accounted.
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F.
Comoensatorv Leave
Employees in non-exempt positions, as determined by the Fair Labor Standards
Act (FLSA), are compensated for hours worked in excess of forty (40) hours per week by
overtime pay. Non-exempt employees are normally required to account for hours and
fractional hours worked. (Sick leave is not considered in calculating overtime pay).
(l
Overtime pay is earned at a rate of one and one half %) hours for each overtime hour
worked. All overtime must be authorized or pre-approved by the Town Manager or Town
Commissioners.
Overtime work will be any work performed over forty (a0) hours.
G. Holidav Leave
l. All Town employees, shall be granted holiday leave as follows:
New Year's Day Labor Day
MLK Jr. Day Election Day (On Bona-Fide Election Years)
President's Day Veteran's Day
Good Friday Thanksgiving Day
Memorial Day Day After Thanksgiving (American Indian Heritage Day)
Juneteenth Christmas Eve Day
Independence Day Christmas Day
2.
In the event any employee entitled to a paid holiday must work, then said
employee shall be entitled to a compensatory leave day.
3.
ln the event any holiday falls on a Saturday or Sunday, the holiday will be
honored on the Friday or Monday preceding or following the actual holiday.
H,
Personal Leave. After one full year of service, Town employees are eligible for
personal leave. Full-time anployees shall have twelve (12) days of personal leave per year and
Part time ernployees shall have six (6) days of personal leave per year. Personal leave may be
carried over to the next year and accumulated with no time limit. The primary pu{pose of this
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personal leave is for personal business, and illness or death of family members, and anployees
are to be encouraged to save personal leave for these purposes.
I
Civil Leave. Town employees may be granted leave with pay when subpoenaed
as a witness in a court of law or called and served on a jury.
SECTION VII. EMPLOYEE BENEFITS
All benefits provided to ernployees including, health, dental, life, retirement and/or
pension benefits shall be provided at the discretion of the Town Commissioners. Benefits shall
be uniformly provided to all ernployees of a specific classification.
SECTION VIII. HOURS OF WORI(
A.
General
1.
The Town Commissioners will determine the work week for all positions
in the Town.
2. Full-time employees, who include salaried employees, shall work a
minimum of thirty-five hours per week. Full-time positions are also considered to be
thirty-five (35) hours per week for Town Office positions and forty (40) hours per week
for Public Works positions. Employees working overtime hours shall be paid overtime as
stated in Section VI, subparagraph F. Employees on salary, will not be granted
compensatory leave, or overtime pay, for any overtime work.
3.
Part-time employees shall work up to thirty-four (34) hours per week,
unless otherwise directed by the Town Commissioners.
4.
SECTION IX. WORI( RULES
A.
In General
1.
Employees shall remain in their work area, or work, until the scheduled
quitting time, unless permission to leave is granted by the Town Manager.
2.
Employees shall follow safety regulations to include the wearing of safety
articles and using of protective equipment as necessary. Employees shall immediately
report accidents or injury to the Town Manager.
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3.
Employees shall be responsible for and shall not misuse Town property,
records, or other materials in their care, custody, and control. Town property, records, or
other materials shall not be removed from the premises without permission.
4.
Employees shall avoid littering in work areas and on Town property.
5.
Employees shall deal with the public in a courteous, diplomatic, and
professional manner.
6.
An onployee shall notiff the Town Manager, or the Town Clerk, if he or
she in unable to report to work.
7.
Employees shall notift the Town Manager whenever there is a change in
their personal data.
8.
Employees shall not restrict or interrupt work or interfere with the work of
others.
9.
Employees shall not neglect their duties and responsibilities or refuse to
perform assigned work.
10.
Employees shall not possess unauthorized firearms, weapons, drugs, or
intoxicating beverages on the Town premises.
11.
Employees shall not falsifr records, reports, or claims of illness or injury.
B.
Use of Communication and Mail Svstems. Employees should practice discretion
in using Town telephones for personal business. Personal calls and text messaging should be
limited to urgent matters or emergencies requiring immediate attention. Employees shall advise
their supervisor of necessary personal long distance or calls and are required to reimburse the
Town for charges. The use of personal cell phones during working hours should be limited to
urgent matters or emergencies requiring immediate attention.
Use of Town facsimile equipment and copying machines should be restricted to Town
business. However, ernployees may use these machines for personal use if approved by the
Commissioners and must reimburse the Town for the expense.
The Town mail system is reserved for business purposes only, and Town paid postage
shall not be utilized for sending or receiving personal mail at the workplace.
C.
Comouter and E-Mail Usase, Computers, computer files, on-line or electronic
mailing systems, software, or other automated systems furnished to ernployees are Town
property intended for business use only. Employees shall not use a password, access a file, or
retrieve any stored communication without authorization. Employees shall not use Town
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computer resources for personal messaging, personal gain, or entertainment. Use of personally
owned computer systems or equipment at the workplace is not permitted without specific
authorization. To ensure compliance with this policy, computer systems usage may be
monitored. Employees using or developing permanent database or document files, or other
sensitive automated information, are responsible to ensure that proper security and backup
systerns are maintained to protect the files from inadvertent loss or unauthorized access or
alteration.
The Town strives to maintain a workplace free of harassment and sensitive to the
diversity of its ernployees. Therefore, the Town prohibits the use of computers and computer
resources in ways that are illegal, disruptive, offensive to others, or harmful to morale. For
example, the display or transmission of cartoons, sexually explicit images or messages is strictly
prohibited. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-
color jokes, or anything that may be construed as harassment or showing disrespect for others.
Employees who violate this policy will be subject to disciplinary action up to and including
termination of employment. Electronic mail should not be used for any matters unrelated to
Town business.
The Town purchases and licenses the use of various computer software for business
purposes and does not own the copyright to this software or its related documentation. Unless
authorized by the software developer, the Town does not have the right to reproduce such
software in violation of copyright protection regulations. Employees may only use software on
local area networks or on multiple stations according to the software license agreernent. The
Town prohibits the illegal duplication of software and its related documentation.
D.
Use of Town Equipment and Vehicles. Equipment and vehicles essential in
accomplishing job duties are expensive and may be difficult to replace. When using Town
owned property, employees are expected to exercise care, perform required maintenance, and
follow all operating instructions, safety standards, and guidelines. Vehicles shall always be
returned after a work assignment in a neat and reasonably clean state, with all debris removed.
Please notiff the Commissioners if any equipment, machines, tools, or vehicles appear to
be damaged, defective, or in need of repairs. Prompt reporting of damages, defects, and the need
for repairs could prevent deterioration of equipment and possible injury to employees or others.
Employees shall be responsible to maintain a current operator's license of proper
classification for the vehicle being used. Operation of a Town vehicle without a valid and
properly classified operator's license shall be grounds for termination of ernployment.
Employees charged with parking, driving, or traffic violations while operating a Town
owned vehicle shall be responsible for their own disposition of the citation. The improper,
careless, negligent, destructive, unsafe, or illegal use or operation of equipment or vehicles, as
well as receipt of excessive or avoidable traffic and parking violations, is prohibited and can
result in disciplinary action, up to and including termination of onployment. Employees and
passengers must wear seat restraints at all times while operating or riding in Town owned
vehicles.
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Use of Town owned equipment, vehicles, and facilities for personal reasons, or personal
gain and profit, either on or off Town property is prohibited and can result in disciplinary action,
including termination of employment. Use of Town vehicles by someone other than Town
employees is strictly prohibited.
SECTION X. PAY PLAII
A.
General
l.
The Town Commissioners shall be responsible for the preparation and
maintenance of a pay plan and any revisions thereto. Position descriptions shall be
placed in a pay schedule by grade or an hourly rate.
2.
Revisions in the pay plan requested by personnel shall be submitted to the
Town Commissioners. All revisions in the plan must have approval of the Town
Commissioners.
3.
Employees will be eligible for pay increases on July I of each year. There
is no guarantee of an annual pay increase. Pay increases will be based solely upon
performance. However, no anployee shall be paid a salary less than the minimum limit
prescribed by the pay schedule to which their position has been assigned.
4.
Periods of absence, or leave without pay status, will not be included in
computing the time for pay increase requirements.
5.
The Town Manager and Town Clerk/Treasurer positions are salary
positions, payable by the salary schedule adopted by the Queenstown Commissioners,
which became effective July l, 1990. The position description reflects the level and grade
ofpay.
6.
7. All other employees of the Town are to be paid at an hourly rate,
determined by the Town Commissioners. Such information is reflected on position
descriptions.
SECTION XI. ETHICS AND CONFLICTS OF INTEREST
Employees and elected officials have an obligation to perform their duties and provide
the services of their employment in an ethical manner and within guidelines that prohibit actual
or potential conflicts of interest. An actual or potential conflict of interest occurs when an
ernployee participates on behalf of the Town in any manner which would have a direct financial
impact on them, a member of their immediate family or business entity with which they are
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affiliated. For the purposes of these guidelines, the term "immediate family" means an official's
or ernployee's spouse, parents, children, siblings, or any person living in the same household as
the official or employee. No "presumption of guilt" is to be created by the mere existence of a
relationship with clients of the Town. However, if anployees have any influence on transactions
involving purchases, contracts, or approvals, it is imperative that they disclose to the Town Clerk
or the Commissioners the existence of any actual or potential conflict of interest so that
safeguards can be established to protect all parties.
SECTION XII. EMPLOYMENT POLICIES
A.
Eoual Emolovment Oooortunitv
In order to provide equal anployment and advancement opportunities to all individuals,
Town ernployment decisions are based on merit, qualifications, and abilities. The Town does not
discriminate in employment opportunities or practices on the basis of race, color, religion, sex
(including pregnancy, gender identity, and sexual orientation), parental status, national origin,
age, veteran status, political affiliation, physical or mental handicap or any basis prohibited by
federal, state, or local laws. It is the practice and policy of the Town of Queenstown to comply
with all applicable federal, state, and local labor laws and regulations pertaining to employment.
This policy governs all aspects of ernployrnent, including hiring selection, job assignment,
compensation, promotion, transfers, training programs, discipline, termination of employment,
and all other terms, conditions, and privileges of ernployment. Any employees with questions or
concerns about any type of discrimination in the workplace are encouraged to bring these issues
to the attention of their immediate supervisor. If the supervisor is unavailable, non-responsive,
or is involved in the complaint, or the onployee believes it would be inappropriate to contact that
person, the employee should immediately contact the Town Commissioners. Employees can
raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any
type of unlawful discrimination will be subject to disciplinary action, up to and including
termination of employment.
B.
Disabilitv Accommodation
The Town is committed to complying fully with the Americans with Disabilities Act
(ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. All
employment practices and activities are conducted on a non-discriminatory basis. The Town's
hiring procedures may be modified to accommodate the special needs of persons with
disabilities. Upon request, job applications are available in alternative, accessible formats, as is
assistance in completing the application. Pre-ernployment inquiries are only made regarding an
applicant's ability to perform the duties of the position for which an application is submitted.
Reasonable accommodation is available for disabled employees, where their disability could
affect their function in job performance. A11 employment decisions are based on the merits of
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the selection process. Town employees with disabilities receive pay and other forms of
compensation (or changes in compensation) equal to non-disabled employees in comparable
positions, as well as equal consideration in job assignments, classifications, organizational
structure, position descriptions, lines of progression, and seniority listing. Leave of all types is
available to all permanent, full-time ernployees on an equal basis.
C.
Unlawful Harassment
The Town is committed to providing a work environment that is free of discrimination,
hostility, and unlawful harassment. Actions, words, jokes, innuendoes, or comments, based on
an individual's sex, race, ethnicity, age, disability, religion, or any other legally protected
characteristic will not be tolerated. Any employee who wishes to report an incident of sexual,
If
racial or other unlawful harassment should promptly relay the matter to his or her supervisor.
the supervisor is unavailable, non-responsive, or is involved in the complaint, or the employee
believes it would be inappropriate to contact that person, the employee should immediately
contact the Town Commissioners. Any employee can raise concerns, submit complaints or file
reports of harassment, without fear of reprisal, unless such allegations are grossly
unsubstantiated or willfully false, in which case the complainant will be subject to appropriate
disciplinary action.
Any supervisor who becomes aware of possible sexual, racial or other unlawful
harassment shall promptly advise the Town Commissioners. Failure to act to mitigate a
condition of unlawful harassment could constitute complicity in the harassment and subject the
supervisor to appropriate disciplinary action. All complaints and allegations of sexual, racial, or
other unlawful harassment will be promptly and thoroughly investigated by the person receiving
the complaint or as otherwise directed by the Town Commissioners. All documents of the
investigation of a complaint of harassment shall be confidential and shall be retained with
personnel records in the Town Office. The Town Commissioners shall inform all parties
involved in a complaint and investigation of unlawful harassment of the outcome of the
investigation. Anyone engaging in sexual, racial, or other unlawful harassment, or found to be in
violation of this policy, shall be subject to disciplinary action, up to and including termination of
employment.
SECTION XIII. AMENDMENT PROCEDURE
This personnel manual may be amended or revised, in whole or in part, at any time by the
Town Commissioners of Queenstown in their discretion. Such amendments shall become
effective upon adoption thereof by the Town Commissioners.
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SECTION XIV. VALIDITY AND SEVERABILITY
Any part of these rules and regulations shall be considered valid unless declared
otherwise by the Courts. If any part of these rules and regulations is held by the Courts to be
invalid, all other parts not held invalid shall continue in full force and effect.
Queenstown Personnel Manual
January 26,2022
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ACKNOWLEDGEMENT
I have read the policies outlined in this handbook. I understand that while this is not an
employment contract, I am bound to abide by the policies set herein.
I further understand that the Town of Queenstown may modiff, revise and update policy and/or
this manual at any time. I am also aware that this updating may include additions or deletions.
I also certifr that I have had ample time to discuss this handbook and its contents with the
Commissioners and./or representatives of Queenstown and I fully understand the contents.
With this knowledge I accept the policies outlined herein as a condition of employment.
Employee signature
Date
The Queenstown Commissioners reseryes the right to amend this handbook for the
purpose of modifying' revising, and updating company policy and this manual Notice of
changes will be posted on the bulletin boards and become a part of this manual Violation of
any policy contained herein may result in immediate termination
Queenstown Personnel Manual
January 26,2022
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