Employment Policies
The policies guiding our work environment are intended to promote a safe, pleasant and diverse atmosphere. For your benefit, we adhere to and enforce the following:
Non-Discrimination Policy
It is the policy of the City of Wyoming to comply with all applicable laws which prohibit discrimination in employment and personnel practices because of a person's race, color, religion, sex, age, national origin, marital status, disability, height, weight or any other reasons prohibited by law.
Americans with Disabilities Act
The Americans with Disabilities Act (ADA) protects individuals with disabilities against discrimination by public entities. It provides comprehensive civil rights protection to individuals with disabilities in the areas of employment, public accommodations, state and local government services, programs, and telecommunications. The City of Wyoming fully supports the ADA and will undertake necessary action to comply with its provisions.
ADA Complaint Procedure
- A complaint should be in writing and contain the name and address of the person filing it along with a brief description of the action alleged to be prohibited by the regulations. The law and regulations may be examined in the office of the Director of Human Resources, City of Wyoming, 1155 - 28th Street, SW, Wyoming, Michigan 49059. Contact (616) 530-7241 or TDD (616) 530-3193.
- A complaint should be filed with the ADA Coordinator within ten (10) days of the action alleged to be prohibited by the regulations.
- The ADA Coordinator shall conduct such investigation of a complaint as may be appropriate to determine its validity.
- A written decision determining the validity of the complaint shall be issued by the City within thirty (30) days after its filing.
- The ADA Coordinator shall maintain the files and records of the City of Wyoming relating to complaints filed under the Act for at least three (3) years.
The individual's right to prompt and equitable resolution of the complaint will not be impaired by the pursuit of other remedies provided under the Act. The use of this grievance procedure is not a prerequisite to the pursuit of other remedies.
Harassment Policy
The City of Wyoming expects all of its employees to conduct themselves with dignity and respect for fellow employees and others who do business with the City. The City does not condone or allow harassment of others, whether by its managers, supervisors, employees, or other non-employees in the conduct of their business with the City. Harassment of others because of religion, race, color,national origin, age, sex, height, weight, martial status, or handicap will not be tolerated.
This policy defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communication of a sexual nature when:
Submission to such conduct or communication is made a term or condition either explicitly or implicitly to obtain employment, public accommodations or public services, education, or housing.
Submission to or rejection of such conduct or communication by an individual is used as a factor in decisions affecting such individual's employment, public accommodations or public services, education, or housing.
Such conduct or communication has the purpose or effect of substantially interfering with an individual's employment, public accommodations or public services, education, or housing, or creating an intimidating, hostile, or offensive employment, public accommodations, public services, educational, or housing environment.
Each employee is responsible for his or her own actions to speak and act in a manner that does not harass another employee or others who are conducting business with the City. A person who believes s/he has been harassed as defined by this policy is encouraged to inform the harasser that the conduct is unwelcome. However, the procedure to file a complaint is identified below. A supervisor who is aware that harassment is occurring is responsible for taking remedial action to correct the situation.
The City of Wyoming shall take necessary action to prevent unwanted physical or verbal harassment from occurring and to deal with all such reported incidents in a fair, impartial, and speedy manner. All such incidents shall be investigated on a case-by-case basis. In those incidents where a violation has been shown to occur, immediate action shall be taken to remedy the situation and prevent its reoccurrence.
Any person who believes s/he has been subjected to harassment should file a complaint in accordance with the following procedure:
- An employee should report a complaint to his or her supervisor or department head. If an employee does not wish to make a complaint through the chain-of-command, s/he may go directly to the City's Human Resources Director or the City Manager.
- Non-employees may report a complaint to the department head or directly to the City Manager.
- Any supervisor who receives a harassment complaint shall forward it to the department head as soon as practical. The department head shall notify the City's Human Resources Director of the complaint.
Although the City will investigate all complaints, the person making the complaint will be requested to file it in writing and provide details of all pertinent facts.
An employee who makes a complaint is protected against retaliation or discrimination of any type. An employee who knowingly makes a false report is subject to disciplinary action.
An employee who violates this policy is subject to disciplinary action up to and including discharge. Depending upon the nature and degree of harassment, the harasser may also be subject to civil and criminal penalties provided by local, state, and federal law.
Employee Alcohol & Drug Abuse Statement
The use and effects of illegal drugs and alcohol pose very serious problems. While the City of Wyoming (the "Employer") would prefer not to intrude into personal lives of its employees, it must be recognized that employees who use illegal drugs or abuse other controlled substances or alcohol tend to be less productive, less reliable and prone to accidents and absenteeism. Each employee has a responsibility to our community to deliver services in a safe and conscientious manner. In order to ensure that this responsibility is met, employees must work free from the effects of alcohol and other performance impairing substances.
Upon an offer of employment, prospective employees must successfully meet drug-screening requirements.