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Guidebook for City of Houston Municipal Employees
Section VI - While You are at Work
Reporting to Work
You are required to be at work each scheduled workday. You must notify your supervisor of an anticipated absence in accordance with your department’s requirements. In certain cases, unexcused absences will not be paid even if you have accrued sick or vacation time. Approval or non-approval of your leave request is at the discretion of your supervisor. Refer to Mayor’s Policy No. 602, “Absence.”
Employee Performance Evaluation System
Performance evaluation is a benefit to employees and management alike in setting expectations and providing feedback.
As a new employee, you will be scheduled for a written review of your job performance during your fifth and eleventh month of employment. Subsequent evaluations will be done annually. After promotion to a new position, an Employee Performance Evaluation may be conducted during the fifth month of the promotional probationary period, and annually thereafter.
Safety
The Human Resources Department’s Risk Management Division works to prevent accidents, manages the Safety and Health Policy (Administrative Procedure 2 - 21) and manages the Safety and Health Committee. The goal is to maintain a safety-oriented culture that prevents accidents, and to minimize on-the-job injuries and property damage. Division personnel investigate safety complaints, conduct injury investigations, inspect buildings and work sites for hazards, and offer safety and environmental safety courses. Many departments have safety representatives on staff. Call (713) 837-9408 for more information.
Workers’ Compensation
If you are injured during the performance of your work duties, you will receive workers’ compensation benefits if you are unable to work as a result of your injury.
If you are injured while working at your assigned duties, you must report the injury to your supervisor within 24 hours. Your supervisor will get all the necessary information to complete the required reports. The injury must then be reported immediately to the city’s workers’ compensation third-party administrator.
If you have questions concerning specific procedures to follow in the event of a work-related injury, call (713) 837-9495. Additional information can be found on the HR Web site.
If you are restricted in what you can do when you return to work after the injury, the city has a transitional-duty program, which makes available a temporary assignment to injured workers who have medically related work restrictions. This temporary assignment provides an opportunity to return to work in a position at your level of physical or mental ability while recovering from the injury that occurred in the course and scope of employment.
Training
The city recognizes the need for retaining and developing a competent, adaptable workforce. Training, an important component in developing your job skills and knowledge, is provided to executive, managerial, supervisory, and support personnel in three ways:
1. Corporate at E. B. Cape Center
2. Department-sponsored training
3. Outside classes
The E. B. Cape Center Corporate University, a city training facility at 4501 Leeland St., provides quality training that is relevant and beneficial to you and your department. The center offers courses that are specific to the needs, objectives, and goals of the city. There are four basic training categories:
1. Technology
2. Technical training
3. Business management training
4. Safety training
Training for executive staff is provided under the Executive Development Program. Managers and supervisors receive training through the City Accreditation Program for Supervisors.
You may go to the E. B. Cape Web site, www.houstontx.gov/capecenter, or call (713) 928-4501 for a comprehensive listing and description of all courses. You should seek supervisor approval for training classes.
Voting
The city encourages you to vote in all city, county, state and national elections. Because polling places are open from 7 a.m. to 7 p.m., you can vote before or after working hours. If approved in advance by your supervisor, a maximum of two hours off with pay may be granted under certain work-related conditions. Refer to Mayor’s Policy No. 301, “Voting.”
Jury Service/Court Subpoena
You will be paid for jury duty and for time in court for city business within the scope of your employment. Proof of summons and attendance is required and should be given to your supervisor as soon as you receive it so your supervisor can plan for your time away from work. You should return to work upon completion of your court-related responsibility. Refer to Mayor’s Policy No. 603, “Court Related Absences.”
Outside Employment
Your primary job responsibility is to the City of Houston. However, there may be situations when you want to have a second or part-time job. Outside employment must not interfere with, nor take precedence over, your responsibilities to your city job. You must obtain written permission from your department director on Form CS-75 before accepting an outside job or performing any other income-producing activity. You may not simultaneously hold two city positions. Refer to Mayor’s Policy No. 108, “Outside Employment.”
Elective Office
If you plan to seek elective office (federal, state, county, district, or city), paid or non-paid, you must immediately make your candidacy and any subsequent election known in writing to the Human Resources director. The director will determine whether there is a conflict of interest. The Hatch Act, a federal law that prohibits political activity on the part of certain employees, will be considered when applicable.
Precinct judge, delegate or chairman, or county political party chair positions are not included in the definition of “elective office.”
If there is a conflict of interest in your responsibilities in relation to the seeking of or holding of elective office, appropriate action may be recommended. Misuse of city funds, resources, time, or privileges available as a result of city employment is cause for disciplinary action. Refer to Mayor’s Policy No. 110, “Seeking Elective Office.”
Carrying a Weapon
Unless it is a requirement of your city job, you are forbidden to carry or possess weapons while on duty and/or on city property. This prohibition includes carrying on your person or in your vehicle any weapon capable of inflicting serious bodily injury or death, regardless of whether you possess a concealed-weapon permit. Violation of this rule subjects the employee to disciplinary actions up to and including indefinite suspension or termination. Special authorization, subject to restrictions, must be requested for outside employment that requires carrying weapons. Refer to Mayor’s Policy No. 501, “Carrying of Weapons.”
Work Attire
Since the city’s customer base is diverse and is served by employees performing a variety of jobs, work attire should be appropriate to your duties/responsibilities. During business hours or when representing the city, you are expected to present a clean, neat, and tasteful appearance. Dress and groom yourself according to the requirements of your position. Clothing may vary depending on the season, degree of contact with the public, nature of your job, gender, and safety issues. Clothing with printed messages or statements is not appropriate, unless it is part of a city-provided uniform. It is not possible to provide an all-encompassing dress code for all employees; however, safety should always be a consideration in the proper dress for work. The most important guideline is common sense. Individual questions about the appropriate attire in your department should be directed to your supervisor.
Visitors In The Workplace
To provide for safety and security, city employees are issued an identification badge which must be worn at all times. Visitors to most work sites will also need to display a city-issued visitor’s pass, unless they are in a library, airport, health clinic, court, park, or other city location accommodating the public. If you see someone who is not an employee or is clearly a visitor, direct them to an information source where they can be assisted with their city business, or escort them to an exit. Be observant of and cautious about unidentified visitors to nonpublic areas.
Resignation
If you resign from the city, you must submit a written resignation to your supervisor, which will be placed in your permanent personnel file. Once you have submitted a written resignation, it may be withdrawn only at the discretion of the department. Refer to Mayor’s Policy No. 701, “Termination: Resignation.”
Employee Records
The Human Resources Department maintains the official city personnel files on employees. As an employee, you may review your personnel file at the Records Division located at 611 Walker Street. Another department director or his/her designee may view your file if you are being considered for transfer or promotion to that department. Your supervisor may also review your file. Call (713) 837-9497 between 10 a.m. and 3 p.m. weekdays for an appointment to view your file.
