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CITY OF. EUGENE <br />PUBLIC WORKS ROOSEVELT YARD <br />SUPERVISOR'S CHECK LIST FOR SELECTEMP EMPLOYEE ORIENTATION <br />F <br />INTRODUCTION The City of Eugene is committed to fair and impartial treatment of employees, job <br />applicants, vendors, contractors, sub - contractors and agents of the City, and to maintain a work <br />environment.free of any form of discrimination or harassment. For more details refer to the February <br />11, 2009, Workplace Behavior Expectations memorandum. <br />It is the responsibility of all employees and agents of the City to create and maintain a work <br />environment free of illegal harassment and/or discrimination whether it is based on race, sex, sexual <br />orientation, color, national origin, age, religion, disability, marital status, familial status, source of <br />income or any other form of harassment or discrimination prohibited by law or policy. <br />STARTING /QUITTING TIME: Notify the employee of their current work schedule. Employees are <br />expected to be ready to begin work promptly at their starting time. The City may change an <br />employee's work shift and schedule. Start time: �a End time: Z 1 3,?) <br />F SONITROL: If you have Sonitrol clearance, it is your responsibility and that of every employee to <br />ensure that the Sonitrol system is deactivated before entering a building. As a general rule, if you have <br />to unlock a door to enter, you have the responsibility to verify the security system status. If you are <br />unsure of the security status of a building, please contact management staff immediately. Do not <br />unlock the door of a building you do not have Sonitrol clearance for. <br />If you attempting to set or deactivate a Sonitrol System and you think you may have done so <br />improperly, please contact Sonitrol immediately. Also, notify your supervisor. Failure to deactivate <br />the Sonitrol system prior to entering the building will result in . a false alarm notice and subsequent <br />billing of all costs by the Police Department, and is considered employee negligence. False alarms <br />caused by employee negligence may result in disciplinary action. <br />LUNCH PERIOD /BREAK: Notify the employee of the length of their lunch period and breaks. An eight - <br />hour work schedule should include two fifteen- minute break periods, and a ten -hour work schedule <br />should include two twenty- minute break periods (one before the meal period and one after) and a meal <br />period at or near the midpoint of the work schedule. Skipping these breaks does not entitle an <br />employee to put in less than eight -hours on the job. Breaks may not be added to the meal period. <br />Neither breaks nor meal periods may be deducted from the beginning or the end of the work <br />period. City equipment is not to be used for travel to and from restaurants. Employees are not <br />allowed to sleep in City vehicles at.any time. Do not present an image unbecoming a City employee. <br />TIME AWAY FROM WORK: Temporary employees do not accrue vacation. <br />' ABSENCE/REPORTING IN: Employees (not spouse or family members) are required to call their <br />supervisors prior to the start of the work shift if they are unable to report to work due to illness or other <br />emergencies. Employees should talk directly to their supervisor (or section manager if supervisor is <br />not available). If neither is available you may leave a voice . mail message, but must provide a contact <br />number for your supervisor to reach you.. This reporting procedure must be used if an employee <br />cannot be to work by the regularly. scheduled time. All absences are recorded to the nearest one -tenth <br />hour when completing timesheets. Use the partial -hour codes located on the Tools drop -down menu <br />on your electronic timesheet for accurate computation. <br />List Page P of 6 Document No. 683 <br />,;nnervianr's C henlr T.ict fnr RAP�TPmn FmnlnuPP Clr;Pntntinn T . . no..:..oa. n1/11/1N t <br />