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tends to bring the CityCity, into disrepute or reflects negatively on itthe CityCity, or that
<br />which has an adversely_ -impacts -an-the functioning of one or more CityCity employees,-af
<br />departments, or the organization CityCty as a whole.
<br />3. 2) _Conduct in Dealing with the Public
<br />4.2.
<br />While representing the CityCity, employees shall be courteous to all members of the public. -_They
<br />Employees shall be tactful in the performance of their duties, control their tempers and exercise
<br />patience, and control their tempers. and professional judgment. They E pl yees shallThey must
<br />not engage in argumentative discussions or behavior prohibited behavior, by this policy, even if
<br />provoked.- Course, They E pl yees shall not use coarse, violent, profane, or disrespectful
<br />language or gestures_, and shall not cxpAsiess well as any prejudicial expressions for any unlawful
<br />reason or e concerning race, color, creed, religion, national origin, disability, sex, marital status,
<br />familial status, age, sexual orientation, membership or activity in a local human rights commission,
<br />tatus with regard to public assistance, other characteristic protected by sState or federal anti
<br />discrimination law, lifestyle, or other personal characteristics. Employees shall not engage in
<br />violent behavior, discriminatory behavior, or offensive behavior when interacting with any
<br />member of the public.
<br />If a member In the event a member of the public becomes abusive, employees should attempt to
<br />de-escalate refrain from escalating the situation. Employees may and if possible, employ tactics to
<br />defuse the situation. While catch employee is expected to use his or her best professional judgment
<br />to determine the most appropriate and effective way to interact with members of the public, some
<br />potential tactics include, lower their voice,_mask the person to sit down, or, if necessary, — I€fifie
<br />situation doesn't improve, the employee can refer the person to a supervisor. If the situation
<br />persists, employees may request police assistance. or request that a police officer be called to the
<br />scene, if necessary. _Employees are not required to continue conversations that include profanity
<br />or threats; in such cases, . In those situations, the employees should inform fefef-the individual,
<br />to a supervisor or inform a caller, as courteously as possible, that they are ending the interaction
<br />and will resume the conversation after employee is hanging up and will talk with the caller after
<br />the individual caller has calmed down.
<br />3.3) Conduct Bhetween Employees
<br />Employees shall cooperate with and treat co-workers at all levels courteously and
<br />respectfully. be courteous to co workers at all levels. Employees are expected to shall
<br />control their tempers and refrain from engaging in violent behavior, discriminatory
<br />behavior, or offensive behaviors and to. Employees shall act professionally and
<br />courteously when interacting withtheir ^ orker^in their interactions.- - Inappropriate
<br />behaviors prohibited by this policy includes, but areis not limited to:
<br />o Sslamming doors, pounding tables, or kicking furniture„
<br />o Unwanted and/or unwarranted physical contact, such as of any nature, including
<br />"roughhousing" (e.g., punching, pinching, or arm such as punching in the arm,
<br />pinching, arm twisting)
<br />o , etc., and other, Msimilar unwanted conduct, making threats, berating,-th-belittling
<br />others, or cpcaking in raised voices, using coarse, violent or profane language or
<br />gestures, refusing to speak or respond when spoken to,
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