42 CHAPTER IV - Performance Expectations, and Corrective Action Section 1. Confidentiality Employees of the City will by the nature of their duties have access to confidential information regarding employees, citizen/customers, competitive bids and/or awards, and similar information. Confidential information learned by employees in the course of performing their duties, shall not be shared with anyone who does not have a "need to know". Employees will ensure confidentiality and privacy in regard to history, records, and discussions about the people we serve. This means that employees shall not disclose any information about a person, including the fact that the person is or is not served by the City, to anyone outside of the City unless authorized to do so. The principle of confidentiality must be maintained in all programs, departments, functions and activities. This confidentiality policy is not intended to nor does it in any way interfere with a citizen's rights under the Colorado Open Records Act (CORA). Request for CORA forms are available in the City Clerk's Office, at the Police Department and at the Municipal Court. Employees, and former employees, privileged to know confidential information in the course of performing their duties are expected to maintain the confidentiality of that information during and after their employment. In the case of employees who terminate, any confidential documents in their possession will be returned to the City upon termination. Supervisors who become aware of potential violations of this policy are expected to conduct a thorough investigation. Section 2. Personal and Professional Conduct The City expects its employees to uphold the values and mission of the City of Lamar by maintaining a professional and team-oriented work environment, representing the City in the workplace and in public in a manner that represents the City's values of hard work and exceptional public service. Employees are constantly in the public eye and their behavior is always being evaluated and for that reason employee behavior must always be beyond reproach. Employees are expected to conduct themselves at all times with professionalism and are always expected to be respectful, courteous and polite. The personal appearance of employees is constantly subject to public scrutiny, either directly or indirectly. Employees' choice of dress must always be appropriate for the public service environment and should reflect favorably upon the department and the City's image. If the immediate Supervisor or Department Director determines that an employee is not dressed appropriately for work, the employee will be asked to go home and change. The time required to do so will be unpaid. If uniforms are provided for the position the employee was hired into, the employee is expected to wear that uniform while at work. To maintain office decorum and a productive working environment, reasonable, brief visits from family and friends to the workplace are acceptable as long as they do not interfere with the work of the employee or co-workers. The employee shall be accountable for the conduct of visitors in the workplace and shall supervise their children if they visit. Individual departments may impose restrictions on visitors in the workplace which are appropriate for the successful operation of that department and the safety of employees and visitors. City buildings may not be used as a substitute for a child-care center. While an employee's conduct after hours is considered his or her personal business, serious personal misconduct may adversely affect public confidence in the City government and its employees. Personal misconduct that bears a reasonable nexus to the employee's job responsibilities and that affects the employee's ability to effectively perform their job, whether through unsatisfactory performance or loss of public confidence and/or unfavorable publicity to the City, may result in
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