1 INTRODUCTION Section 1. Disclaimer This Manual is designed to acquaint employees with the City and provide information about working here. The Manual is not all inclusive but is intended to provide employees with a summary of some of the City's employment policy guidelines. This edition replaces any previously issued guidelines. At the City of Lamar, neither the employee nor the City is committed to an employment relationship for a fixed period of time. Employment with the City is at-will; either the employee or management has the right to terminate the employment relationship at any time, for any reason. The language used in this Manual and any verbal statements by management are not intended to constitute a contract of employment, either express or implied, nor is there a guarantee of employment for any specific duration. No representative of the City, other than the City Council, has authority to enter into an agreement of employment for any specified period and such agreement must be in writing, signed by the Mayor and the employee. Except for the at-will nature of the employment, the City reserves the right to suspend, terminate, interpret or change any or all of the guidelines mentioned, along with any other procedures, practices, benefits, or other programs of the City. These changes may occur at any time, with or without notice. Section 2. Management Rights To ensure the effective operation and administration of the City, the City possesses the sole right to operate local government, subject only to applicable laws. The City, acting through its administrative branch and personnel, shall have exclusive responsibility of management and, with respect to the same, shall have all necessary direct and implied authority, including, but not limited to, the following rights and powers: • To direct and manage all operations of the City; • To establish work rules and schedules of work; • To hire, promote, transfer, schedule, assign and retain employees; • To suspend, demote, discharge or take other corrective or disciplinary action; • To maintain efficiency of City government operations; • To relieve employees from their duties because of lack of work or any other legitimate reason, including improper, inappropriate or unsatisfactory performance of the employee; • To take whatever action is necessary to comply with state, federal or local law; • To introduce new or improved procedures, methods or facilities; • To determine the duties to be included in job classifications and the number, types and grades of positions or employees assigned to an organizational unit, department or project; • To determine the kinds and amounts of services to be performed as they pertain to City government operations; • To contract or subcontract for goods and services; • To determine the method, means and personnel by which City operations are to be conducted;
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