City 3.05.01 standards of conduct

• Establishes appropriate employee conduct and outlines prohibited employee activities.
• Violations of this policy may subject the employee to non-disciplinary or disciplinary intervention.

General Expectations for City Employees

• Dedicate themselves to professionalism, honor, and integrity to merit public trust and respect.
• Abide by all official city policies, procedures, and MOUs.
• Devote full attention and efforts to city business during work hours.
• Adhere to all safety guidelines and maintain safe equipment, including city vehicles.
• Meet established performance standards and goals.
• Conduct themselves in a manner that does not disrupt the workplace.
• All city employees must treat coworkers, supervisors, direct reports and the public with the highest level of courteous and respectful behavior in all dealings
• Address disagreements appropriately, without offensive language with private and discreet handling of differing opinions.
• May not use city equipment or IT for personal gain or inappropriately.
• Permissible de minimis personal use of city equipment, property, and IT requires prior approval.
• All costs from personal usage (copies, mileage, phone charges) must be fully reimbursed.

Inappropriate Behavior

• Includes, but not limited to falsifying or altering documents.
• Neglect of duty or insubordination.
• Unlawful possession of firearms or other weapons on city property or while on city business.
• Committing actions that may constitute a crime or violation of applicable law, off or on duty.
• Failure to comply with federal, state, or local law.
• Actions that discredit the city's name, reputation, or public mission.
• Committing intentional or unintentional acts contrary to public service (i.e., malfeasance, nonfeasance).
• Stealing, destroying, damaging, or defacing city property, work-related documents, work areas.
• Filing a malicious, fraudulent, or frivolous complaint with the intent to cause harm or harass.
• Refusing to respond to an official request for factual information.
• Failure to comply with uniform, dress, or grooming requirements.
• Refusing to appear for a directed fitness for duty evaluation or follow through with the process.
• Accessing or sharing private information without authorization or for an improper purpose.
• Engaging in abusive, inappropriately loud, combative, aggressive, or threatening language or behavior.
• Subjecting others to ridicule or gossip.
• Unauthorized electronic surveillance of employees.
• No employee may make an audio or video recording of another employee.

Requirements for Recording

• A legitimate business purpose exists for the recording.
• The recording device is in plain view.
• The employee being recorded acknowledges on the recording.
• This does not apply to city-approved or authorized electronic surveillance.
• Not intended to prohibit or restrict recording of interviews in investigations.
• Engaging in behavior that creates a conflict with official duties is forbidden
• No investment, directly or indirectly, in any transaction that creates a conflict.
• Employees won't endorse commercial products or services by the use of their pictures or endorsements during city time or with city equipment.
• Prior approval by the department director is required for endorsements that occur during off duty time.

References and Dates

• Salt Lake City Conflict of Interest Ordinance
• Originally effective December 13, 1995.
• Approved December 31, 2016.

Outlines appropriate and prohibited employee activities. City employees must dedicate themselves to professionalism, honor, and integrity to merit public trust and respect. They must also abide by all official city policies, procedures, and MOUs. Violations of this policy may lead to intervention.