Resignation
All employees should give at least fourteen (14) days notice of resignation/retirement or other voluntary separation from employment.  It is required that all employees choosing to resign give at least seven (7) days advance notice before the employee’s final working day.  Upon receipt of such notice, the department head may, at his or her discretion, waive or reduce the requirement that the employee must work the full time period or may immediately accept the resignation effective immediately.  If the City waives the requirement that the employee work for this period, the employee may not be paid for that period.  Failure to give the City the required notice may jeopardize the employee’s good standing and eligibility for rehire with the City.  Failure of an employee to be actively at work for three (3) continuous days shall be considered to be a voluntary resignation unless on approved leave.  Final compensation upon resignation, termination, or retirement will be within 30 calendar days of the date of resignation, termination, or retirement.

Terminations
Upon termination of your employment with the City, if you have left in good standing (7 days notice), you will be paid for your accrued leave time up to the maximum of your annual leave, one-half of your sick leave up to 360 paid hours, all of your eligible compensatory time, plus any unused personal days.

Withdrawal of Retirement Contributions
Upon termination of your employment, you may choose to withdraw your retirement contributions. You must sign a form with the Retirement Systems Administrator at City Hall to withdraw your retirement contributions. Please note: There will be a 30-day processing period for any refund.

Final Checks and W2 Forms
This check will include all leave payouts and will be processed by the next pay day following your date of termination. Final checks will be disbursed by the department following termination of employment.

W2's will be mailed to you from the City by January 31st of each year. If you leave the City’s employment at any time, you are responsible for notifying the payroll department of a change in an address. Duplicate W2's cost $5.00 each and this charge will apply to forms sent to incorrect addresses.

Sick leave is provided for use during periods of temporary absence due to illnesses or injuries.  All regular full‑time and certain qualifying part-time employees shall be allowed to earn sick leave/personal days.  Sick leave days are not a right for which employees may make a demand, but a privilege granted in accordance with prescribed rules and regulations.

Eligible employees may only use sick leave for the following:

Personal illness of the employee, including inability to work due to pregnancy, childbirth or related medical conditions;

Personal medical and dental appointments;

Illness arising from exposure to contagious disease endangering the health of the other employees;

For the employee to receive treatment, care and/or counseling, as either an inpatient or an outpatient, for substance abuse at a duly licensed treatment facility;

Illness, in the employee’s immediate family, which necessitates his/her absence from work.  In this case “immediate family” shall be defined as the employee’s spouse, children, parents, grandparents, parents-in-law, and siblings;

Employees who are unable to report to work due to illness or injury should notify their supervisor thirty minutes before the scheduled start of their workday if possible.  The supervisor must also be contacted on each additional day of absence.  A physician’s statement may be required at the discretion of the Department Head.

If an employee is absent for three (3) or more consecutive work days due to illness or injury, a physician's statement must be provided depending on your department’s policy verifying the illness and its beginning date and expected ending date.  Such verification may also be requested for sick leave absences that are less than 3 days.  Such verification may be required as a condition to receiving sick leave benefits or for the absence to be excused. Excused absences are not counted against an employee during annual evaluations.

Before returning to work from a sick leave absence of three (3) calendar days or more, an employee may be required to provide a physician's verification they have reviewed the employees job duties (job description) that he or she may safely return to work and can perform the essential functions of their position.  Sick leave will be calculated based on the employee's base pay rate at the time of the absence.

Sick leave is intended solely to provide income protection for the events described in this policy, and may not be used for any other absence.  Sick leave will not be used to create or extend a vacation.

It is the intent of the City to create a smoke-free environment for our employees.  Smoking is prohibited on City property or in City vehicles.

Purpose: To encourage responsible use by employees of social networking sites.

In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s website or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not employed or affiliated with City, as well as any other form of electronic communication.

The same principles and guidelines found in City policies apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects citizens, suppliers, people who work on behalf of City or the City’s legitimate business interests may result in disciplinary action up to and including termination.

Prohibited Conduct: Employees of the City, who choose to be a member of social networking sites, or participate in on-line blogs or commentaries, may not do the following:                                                                                                                                             

• Speak on behalf of the City or any of its entities unless authorized to do so by the Appointing Authority or his/her designee.
• Claim or imply that the employee is authorized to speak as a representative of the City.
• Use statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage residents, employees or suppliers, or that might constitute harassment or bullying, or otherwise violate our Equal Opportunity Statement or Professional Conduct Policy and Prohibition Against Harassment Policy. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or City policy.
• Violate the confidentiality of City’s private or confidential information. Do not post internal reports, policies, procedures or other internal business-related confidential communications.
• Discuss on social networking sites or on-line blogs or commentaries employees by name divulging confidential information or information otherwise prohibited by this Handbook;
• Use City’s name in the online identity (e.g. username, “handle,” or screen name) which could imply or be interpreted that the user is the official representative of City.
• Use City’s computers, equipment, or network(s) to access or utilize social networking sites or on-line blogs or commentaries unless directly related to or required by his/her position.
• Access social networking sites from mobile devices, such as smart phones, during employee’s working time.  

Recommendations: Employees who set up social networking sites or on-line blogs or commentaries do so at their own risk; however, employees are strongly encouraged to follow the recommended actions below regarding the use of social networking sites or on-line blogs or commentaries:

• Be cautious and use discretion when “friending,” or otherwise networking with fellow employees, residents, vendors, suppliers and especially with subordinates, and be cautious and use discretion concerning the content of posts. This includes being mindful to ensure that your posts are reflective of the professional relationship the employee should maintain with the individual that has access to the employee’s social networking sites or on-line blogs or commentaries
• Consider the option of maintaining professional accounts separate from personal accounts.
• Think before making statements or posting comments on social networking sites or on-line blogs or commentaries as they can easily be misconstrued or misinterpreted by the recipient.
• Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered.
• Never post any information or rumors that you know to be false about the City, fellow workers, citizens, contractors or others with whom you work or know from business relationships or other people working on behalf of the City.
• Never represent yourself as a spokesperson for the City.
• If the City is a subject of the content you are creating, be clear and open about the fact that you are an associate and make it clear that your views do not represent those of the City, fellow employees, members, suppliers or people working on behalf of the City .

Remember that social networking sites and on-line blogs or commentaries have the potential to be read by thousands of people, including individuals about whom the employee may post comments

If you comment on the service of the City, certain Federal Trade Commission Guides Concerning the Use of Endorsements and Testimonials in Advertising may apply requiring that you identify your association with the City to avoid any claim of false or deceptive advertising. If you do make any comment or endorsement please notify your department head and print a copy of your comments.

This Section is in no way intended to violate any person’s constitutional rights.  If you feel that your rights have been violated, you should bring that issue to the attention of your supervisor, department head, cabinet member and/or City Investigations.

This policy establishes rules governing solicitation and the distribution of literature on the City's premises in any manner, including electronically.

Solicitation includes asking employees by any means:

• for funds or contributions;
• to purchase goods for charitable or commercial purposes;
• to sign petitions;
• to join or become members of a group;
• to support political candidates;
• to support or commit to causes, groups, or interests.
• to support religious activities

Prohibited Solicitation by Employees. The City prohibits solicitations in all work areas.  The City has designated the City Council Chambers as the “public forum” and any solicitation shall take place in that facility with prior written approval of the Mayor or his/her designee.

Prohibited Literature Distribution by Employees. The City prohibits employees from distributing literature at all times in work areas or to “broadcast” the solicitation on the City internet system.

Exceptions to Restrictions on Solicitation/Literature Distribution. The City does not restrict employees' involvement in company-sponsored activities such as the annual United Way Campaign. The City also allows employees to solicit funds for the City-sanctioned events and activities, such as sending flowers to sick or bereaved co-workers or collecting funds for the City-sponsored events.

Prohibited Discrimination and Harassment. The City prohibits any solicitation or distribution of literature that is discriminatory, hateful, harassing, illegal, defamatory, profane, or obscene. The City prohibits employees from pressuring co-workers to contribute to or get involved in any causes or activities, even if the City supports the causes or activities.

Solicitation/Literature Distribution by Nonemployees. The City prohibits nonemployees from entering the City's premises to solicit support, proselytize, distribute literature, or sell products or services. The City has the right to contact local law-enforcement authorities to take action against nonemployees who trespass on company property. The City requires employees to contact Security or the supervisor immediately to report nonemployee violations of this policy. Nonemployees can solicit or distribute literature in public spaces outside the City's premises.  The City has a designated “Public Forum” area that may be used under certain guidelines for solicitation from members of the public.  Information may be obtained from the Mayor’s office.

1. Vehicles or equipment owned by the City may not be used for personal business, except as may be provided for marked public safety vehicles.  Seat belts must be used at all times by all passengers (including law enforcement).  No one may use tobacco in any City vehicle.   All employees, other than those exempted as public safety employees,  must certify in writing the number of days each pay period that the vehicle was used for commuting purposes.  Drivers shall not transport (other than as required for official business purposes) any non-employee of the City of Montgomery, i.e. friends, family members, etc.
   
   
2. PURPOSE

   This policy defines City of Montgomery vehicles that are authorized to be taken home by employees.

3. AUTHORITY

   This policy has been approved by the Mayor of the City of Montgomery.

   No City of Montgomery employee shall take a vehicle home without having a City of Montgomery Vehicle Take Home authorization form on file with the Vehicle Control Office (VCO) and the Office of Fleet Management.

   This policy replaces any and all prior take home vehicle policies.

4. DEFINITIONS     
   1. Clearly Marked Public Safety Vehicles  - vehicles within the department of public safety that respond to incidents away from their normal place of business.  The employee must be  required to use the vehicle for commuting, is on call at all times, and is prohibited from personal travel outside the police jurisdiction.
      
      
   2. Unmarked Law Enforcement Vehicles – vehicles used by law enforcement officers that are not clearly marked.  A Law Enforcement Officer is an individual who:  (1) is a full-time employee of a governmental unit that is responsible for preventing or investigating crimes involving injury to persons or property, (2) is authorized to carry firearms, execute warrants, and make arrests, AND (3) regularly carries firearms, except when it is not possible to do so because of the requirements of undercover work.
      
      
   3. Department Head Vehicles -  vehicles assigned to the position of Department Head as per the most current organizational chart ordained by the City of Montgomery.
      
      
   4.  Specialty On-Call Vehicles – vehicles assigned to employees whose functions are deemed necessary for them taking their vehicle to their place of residence for after-hour response or while employee is officially “on-call” for emergencies.
      
      
   5.  Take Home Vehicle Mileage Rate – business rate per mile as set by the Internal Revenue Service.  The City of Montgomery take home mileage rate will emulate the IRS business mileage rate and subject to any changes the IRS makes to the rate.  This shall be the same rate that the City reimburses employees for official travel.
      
      
   6. Vehicle Control Office (CVCO) – person designated by the Mayor of the City of Montgomery to oversee the Vehicle Take Home Policy and present recommendations for any policy changes or additions/subtractions to the approved vehicle take home list.
      
      
   7. Department Heads

      All department heads may ask his/her cabinet member for approval to drive their assigned vehicle to their place of residence,  i.e. commuting.  These individuals will pay the take home mileage rate per day for the mileage round trip from their residence to their place of business.  Each department head who is approved for this option will pay for only the days the vehicle was driven.  The cabinet member will make his/her recommendation to the Mayor who shall have the authority to approve or disapprove the request. The mileage amount accrued will be deducted bi-weekly from the individual’s paycheck one month in arrears. These approved individuals will complete a City of Montgomery Take Home Vehicle Authorization Form and a Copy will be on file with the VCO and the Office of Fleet Management.

   8. Speciality On Call Vehicles

      Employees authorized by the Mayor of his/her designee will be allowed to take their assigned vehicle to and from their place of residence,  i.e. commuting.  These specific drivers must reside within the police jurisdiction of the City of Montgomery.  These approved individuals will complete a City of Montgomery Take Home Vehicle Authorization Form and a copy will be on file with the VCO and the Office of Fleet Management.

   9. Overnight/Out of Town Travel

      Employees shall be authorized to take City of Montgomery vehicles to their residence for purposes of overnight or out-of-town City of Montgomery business when applicable.  This authorization shall be requested in writing via the City of Montgomery “Request for Out-of-Town Travel” form by the department head to his/her respective Cabinet Member for approval.  A copy of the approval will be sent to the VCO and the Office of Fleet Management. 

5. POLICY

                  Take home vehicles are exclusive to the following:

   1. CABINET MEMBER VEHICLES

       Cabinet member vehicles are addressed by separate procedures.

   2. PUBLIC SAFETY VEHICLES
      1. MPD             
         
         
6. EXCEPTIONS

1. Officers living within the police jurisdiction of the City of Montgomery assigned marked vehicles (being a black and white vehicle or vehicle prominently “Montgomery Police Department”) and approved task specific unmarked vehicles may take their assigned vehicle to their place of residence within the police jurisdiction of the City of Montgomery when they are off-duty.  All use of the vehicle is confined to being within the physical jurisdiction of the police officer’s arrest powers or a firefighter’s obligation to respond to an emergency. These approved individuals will complete a City of Montgomery Take Home Vehicle Authorization Form and a copy will be on file with the VCO and the Office of Fleet Management.  All marked vehicles must be parked at their place of residence in a visible position in public view.
   
   
2. Command level law enforcement officers and task specific law enforcement officers are authorized to take their approved unmarked assigned vehicles to their place of residence, i.e. commuting.  These vehicles are authorized to be taken to the officer’s residence outside of the Montgomery police jurisdiction with the approval of the Mayor as follows:  the department head shall make a recommendation to his/her cabinet member describing the need for these vehicles to be used for commuting.   The cabinet member shall then make his/her recommendation to the Mayor, who may approve the request.  These approved individuals will complete a City of Montgomery Take Home Vehicle Authorization Form and a copy will be on file with the VCO and the Office of Fleet Management.
   1. MFD

       Vehicles assigned to command level positions and task specific positions within the Montgomery Fire Department are authorized to take their vehicle to their place of residence when they are off duty, i.e. commuting.  These vehicles shall have prominent markings describing them as a Montgomery Fire/Rescue vehicle.   These vehicles are authorized to be taken home outside the Montgomery police jurisdiction with the written approval of the Mayor as follows: the department head shall make a recommendation to his/her cabinet member describing the need for these vehicles to be used for commuting.  The cabinet member shall then make his/her recommendation to the Mayor, who may approve the request.  These approved individuals will complete a City of Montgomery Take Home Vehicle Authorization Form and a copy will be on file with the VCO and the Office of Fleet Management.

      Unmarked vehicles (law enforcement officers): Law enforcement officers and task specific law enforcement officers, i.e. Investigators who are APOST certified, are authorized to take their approved unmarked assigned vehicles to their place of residence, i.e. commuting. These vehicles are authorized to be taken to the law enforcement officer’s residence outside of the Montgomery police jurisdiction with the approval of the Mayor as follows:  the department head shall make a recommendation to his/her cabinet member describing the need for these vehicles to be used for commuting. The cabinet member shall then make his/her recommendation to the Mayor, who may approve the request. These approved individuals will complete a City of Montgomery Take Home Vehicle Authorization Form and a copy will be on file with the VCO and the Office of Fleet Management.

      PUBLIC SAFETY VEHICLES SHALL ALSO BE SUBJECT TO AND ADHERE TO THE “TAKE-HOME VEHICLE ASSIGNMENT AND USE POLICY, attached hereto as an addendum.

Any department head within the City of Montgomery may request an employee be added to the authorized Take Home Vehicle Policy.  These individuals will pay the take home mileage rate per day for the mileage round trip from their residence to their place of business.  Each person approved for this option will pay for only the days the vehicle was driven.  The mileage amount accrued will be deducted bi-weekly from the individual’s paycheck one month in arrears. The employee must reside within the police jurisdiction of the City of Montgomery.  This request must be submitted in writing to their Cabinet Member for approval and then forwarded to the VCO who will present the request to the Mayor with recommendation.

All employees are expected to report to work at their assigned stations on time during scheduled working hours.  Each employee shall be considered late if he/she has not punched in on or before the required work time.  The reporting of such tardiness shall apply to any tardiness including lunch hours and work breaks.

All employees are expected to contact their immediate supervisor (30) thirty-minutes prior to the commencement of regular working hours, if, for any reason, they will be unable to report to work as scheduled.

Absences, which are neither supported in writing by the employee’s physician nor authorized by the employee’s supervisor, will subject an employee to disciplinary action, up to and including termination.

Supervisors are responsible for notifying the Department Head of any unauthorized absences or excessive tardiness.  This notification should be in writing and will become part of the employee’s personnel file.

Absences, which are neither supported in writing by the employee’s physician nor authorized by the employee’s immediate supervisor, may be regarded as an unauthorized leave without pay and may subject an employee to disciplinary action, up to and including termination.

The supervisor shall be notified of any unauthorized absences or excessive tardiness.  This notification should be in writing and will become part of the employee’s personnel file.

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The City is responsible for trees located in city boulevards and right-of-ways.

Please include your phone number, so the Public Works Department can contact you if we have additional questions.

The City is responsible for the upkeep of all city streets, including pothole repair. All county roads are the responsibility of the County. The Highway is the responsibility of the State Department of Transportation. 

The City of Montgomery has adopted a Tobacco-Free Policy. Tobacco use is prohibited on all City property, City facilities and premises, and City-owned, leased, rental or borrowed vehicles. This prohibition includes any and all buildings, owned, leased, rented and grounds maintained, parking lots, ramps, and contiguous sidewalks; and in vehicles owned or leased by the City.

Any employee who violates this policy shall be subject to disciplinary action as a Section 1 offense under the Progressive Discipline Policy.

The City is covered by the Alabama Unemployment Compensation Law, which is implemented by the Alabama Department of Industrial Relations.  This government-operated system of insurance is intended to protect employees against the complete loss of income during temporary periods of unemployment by providing a weekly cash benefit to eligible employees who are not otherwise disqualified from receiving all or a portion of the benefits.  The eligibility requirements and a list of reasons for disqualification are set out in the law.  Employees do not pay any part of the fund that provides this benefit.

This policy also constitutes the City’s warning and notice that unemployment benefits shall not be allowed to an employee having a confirmed positive drug test or to an employee who refuses to submit to or cooperate with a blood or urine test, or who knowingly alters or adulterates the blood or urine specimen. 

Section 25-4-78 of the Alabama Unemployment Compensation Law provides in pertinent part as follows:

A confirmed positive drug test that is conducted and evaluated according to standards set forth for the conduct and evaluation of such tests by the U.S. Department of Transportation in 49 C.F.R. part 40 or standards shown by the employer to be otherwise reliable shall be a conclusive presumption of impairment by illegal drugs.  No unemployment compensation shall be allowed to an employee having been warned that such a positive test could result in dismissal pursuant to a reasonable drug policy. . . .  Further, no unemployment compensation benefits shall be allowed if the employee refuses to submit to or cooperate with a blood or urine test as set forth above, or if the employee knowingly alters or adulterates the blood or urine specimen.

Any employee, who is furnished a City-owned vehicle for use during business hours, is furnished a motor vehicle to “” or who uses their personal motor vehicle for City business must review the provisions of this Handbook relating to these subjects.

Vehicles or equipment owned by the City may not be used for personal business of any kind unless specific permission has been given by the Appointing Authority or his/her designee.  Seat belts must be used at all times by all passengers (including law enforcement).  No one may use tobacco in any City vehicle.

Alabama law prohibits texting while driving. The City prohibits employees from using wireless communications devices, including cell phones and text messaging, when driving on City business, whether driving a City vehicle or private vehicle. Drivers who need to read text message or use wireless communications device must pull over to a safe location before using the device.

 “Texting” or “Text Messaging” means reading from or entering data into any handheld or other electronic device, including for the purpose of SMS texting, e-mailing, instant messaging, obtaining navigational information, or engaging in any other form of electronic data retrieval or electronic data communication. “Driving” means operating a motor vehicle on an active roadway with the motor running, including while temporarily stationary because of traffic, a traffic light or stop sign, or otherwise. It does not include operating a motor vehicle with or without the motor running when one has pulled over to the side of, or off, an active roadway and has halted in a location where one can safely remain stationary.

No use of personal/office cell phones/two way radios in City vehicles/equipment by the driver, or by a driver in his/her personal vehicle while on city business while the vehicle/equipment is in motion, except law enforcement on official business.

No use of a wireless device when driving a City van or bus while transporting children, residents, participants or clients.

Any employee whose duties include the operation of City vehicles who is cited for D.U.I. or for any other serious moving violation must report that citation to the Department Head within twenty-four (24) hours or the next working day, whichever is longer.

All employees who drive City vehicles must be insurable, present proof of insurance, a valid and current driver’s license and authorize release of their driving records.

If an employee receives a traffic citation while operating a City vehicle, the employee will be responsible for paying any fine or penalty.  Traffic citations must be reported within 24 hours or the next working day (whichever is later) to the Department Head.

Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace.  When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

Employees must notify his/her immediate supervisor if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair.  Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others.  The immediate supervisor can answer any questions about an employee's responsibility for maintenance and care of equipment or vehicles used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles can result in disciplinary action, up to and including payment for equipment damage and/or termination of employment.

NO CITY EMPLOYEE may operate any vehicle, personal or City owned, on any City property unless the employee has a current driver’s license and valid liability insurance for his/her personal vehicle.  All City drivers must be insurable.  Any violation of this provision may result in disciplinary action up to and including termination for the first offense.

Judicial Procedures of the Municipal Court of the City of Montgomery for Indigence/Ability-to-Pay Hearings (Page 8 of 9)

A code violation is non-compliance with any of the following:

• Maintenance of property
• Shared use of city services including streets and walkways
• An

The City Public Utilities maintains all the street lights in the City. 

For best results, please include your phone number and/or email address. You can also contact us by calling (555) 555-1212.