44 employ of the City. The Pension Board is exempt from this provision based on the statutorily required provisions of its organizational structure. SOClAL MEDlA Public employees hold a trusted position in the community and for this reason their statements or postings to social media have the potential to contravene the values and mission of the City. The holding and public expression of personal beliefs, values and commitments by individual employees is considered a cornerstone right in a free society and shall not be considered to affect the City in an adverse way unless they: • Prevent the employee from fulfilling his or her job responsibilities; • Involve an attempt by the employee to use the City's time and/or facilities to further such beliefs, values and commitments; or • Involve an employee's continued attempt to convince others in the workplace, who may or may not be fellow employees, to adopt his or her beliefs, values or commitments after he or she has been asked to stop. • It appears that the employee is speaking for the City, can be linked or related to the City of Lamar and the statement or posting compromises or damages the reputation, mission, or operations of the City. The City Administrator shall investigate any allegation of conflict of interest, and if the allegation is confirmed, shall work together with the Department Director to determine the most appropriate administrative action in accordance with the Corrective Action Policy. In a case where the employee who commits the violation is employed with grant-related funds, the Director shall, if requested or required, report the actions taken to the appropriate grantor official. Section 5. Open Communication and Problem Resolution To promote open communication between employees and management, and to encourage employees to offer constructive suggestions or criticism regarding working conditions or operations in an atmosphere of courtesy and cooperation the City provides an "open "door" policy. The "open door" is for positive communication as well as problem resolution. This Policy also provides employees the opportunity to voice a complaint concerning inequitable application of this Policy Manual. The employee is required to begin all discussions under this Policy with their immediate supervisor; although, it is recognized that in some cases it may be appropriate for an employee to first approach their Department Director or, in some instances, the City Administrator. The City believes that employees have the individual right to respectfully voice their concerns through the following procedure: 1. An employee is expected to contact their immediate supervisor when and if they have an issue or a suggestion that they wish to present. The supervisor is expected to meet with the employee and listen to the employee's concerns. Whenever possible, the supervisor is expected to assist the employee in addressing their concerns in a timely manner. 2. If the employee's concern is about an alleged disparate application of this Policy Manual and if the supervisor is unable to resolve the matter satisfactorily, the supervisor will immediately bring the matter to the Department Director. 3. The Department Director will meet with the employee to provide an opportunity to discuss the issue. Following the meeting, the Department Director will provide a written response to the employee. 4. After reviewing the Department Director's written response the employee may request a meeting with the City Administrator by putting the request in writing within three (3) working days of the Director's written response, and forwarding it to the City Administrator's Office. The request
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