Page | 6 HANDBOOK DISCLAIMER & EMPLOYMENT AT-WILL 101 The City of Hutchinson, in its sole discretion, establishes all Human Resources policies and procedures and has the right to modify its policies and procedures without prior notice to employees. The policies and procedures outlined in this handbook are not intended to create legal rights for any employee. The policies and procedures in this handbook are not a contract with the employees of the City of Hutchinson and do not constitute an offer to contract with City of Hutchinson employees concerning the terms and conditions of employment. The policies and procedures set forth in the Employee Handbook shall apply to all City employees except where superseded by specific provisions of a current memorandum of understanding between the City and a recognized employee organization. Even though the City of Hutchinson intends to comply with its own policies, City employees are employees-at-will as a matter of law and can be terminated at any time, with or without just cause. As a general rule, no department/agency director or supervisor has the authority to create an express or implied contract with any employee that alters the employee's at-will status. DEPARTMENTAL POLICIES 102 Departments may develop supplemental employment-related policies, procedures, codes-of-conduct, practices, rules and regulations which are separate from, or in addition to, the policies contained within the city’s Employee Handbook and/or Memorandum of Understanding provided that they do not in conflict with these documents. All employment-related policies developed by a department are to be reviewed and approved by Director of Human Resources and/or City Manager prior to publication. Additionally, in the event of any conflict or incompatibility with department issued policies, the city’s Employee Handbook or Memorandum of Understanding shall control. Current copies of all employment-related departmental policies shall be on file in Human Resources and the issuing department will be solely responsible for their distribution. EQUAL EMPLOYMENT OPPORTUNITY 103 Equal Employment Opportunity has been, and will continue to be, a fundamental principle at the City of Hutchinson, where employment is based upon personal capabilities and qualifications without discrimination because of race, color, religion, sex, age, national origin, disability, or any other protected characteristic as established by law. This policy of Equal Employment Opportunity applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment. The Human Resources Department has overall responsibility for monitoring compliance with this policy. The Human Resources Director and/or his/her designee serve as the City’s EEO Coordinator. The City expects every employee to promptly report any discriminatory conduct to the EEO Coordinator when he/she believes they have been discriminated against or is aware of any discrimination occurring in the workplace. If the employee or applicant is uncomfortable reporting to the EEO Coordinator, or if the allegation involves the EEO Coordinator, then the employee should contact the City Manager. An investigation will be conducted, and corrective action will be taken as appropriate. Employees at all levels are prohibited from engaging in retaliatory actions resulting from a discrimination complaint. Appropriate corrective action, up to and including termination, will be taken against any employee who willfully violates this policy. REASONABLE ACCOMMODATION 104 The City will provide reasonable accommodation for qualified persons with disabilities who are employees, or applicants for employment, and who can perform the essential functions of the job with or without accommodation, unless undue hardship to the City would result. If an employee becomes disabled and needs a reasonable accommodation, the
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