08-26-2024 CC Agenda Packet - Laserfiche WebLink

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Page 13 of 150 • Attire and footwear must be appropriate for work setting, particularly if there is public contact. • Department Heads have discretion to further expand on what is considered appropriate attire within their respective departments/divisions. Prohibited Attire: Some attire is unacceptable for work at any time. The following list provides some examples, although it is not a complete list: • Any clothing or accessories that include an offensive word, message or slogan or picture directed at race, sexual orientation, gender, age, religion, disability, or is otherwise considered to be offensive or harassing in some way. • Cut-offs or shorts • Gym wear or beachwear • Clothing that reveals the employees under garments • Spandex or Lycra gym wear tops or bottoms • Tank tops, tube tops, halter-tops, or shirts with spaghetti straps. • Off the shoulder tops • Lounge wear (i.e., pajama pants) • Sweatshirts or sweatpants • Miniskirts • Flip-flops • Any clothing that reveals the employee's stomach, full back, cleavage, or chest, or otherwise revealing attire. • If logos are on clothing, these logos should not promote contractors or vendors that may conduct business with the City. Employees are expected to comply with the City dress code policy, maintaining an appropriate image for the workplace any time they are at work or otherwise representing the City, such as during professional association meetings and business travel. Employees who need an accommodation associated with a protected status such as religion or disability should speak to the City Administrator to obtain approval to deviate from this policy. Employees may dress in accordance with their gender identity, within the constraints of the dress codes adopted by the city. City staff shall not enforce the dress code more strictly against transgender and gender diverse employees than another employee Section 2.05 Conflict of Interest City employees are to remove themselves from situations in which they would have to take action or make a decision where that action or decision could be a perceived or actual conflict of interest or could result in a personal benefit for themselves or a family member. If an employee has any question about whether such a conflict exists, he/she should consult with the city administrator. The following actions by an employee of the City of Orono shall be deemed a conflict of interest and subject to disciplinary action as appropriate:  Use or attempted use of the employee’s official position to secure benefits, privilege exceptions, or advantages for the employee or the employee’s immediate family or organization with which the employee’s immediate family or organization with which the employee is associated, which are different from the available to the public.  Acceptance of other contractual relationship that will affect the employee’s independent judgment in exercise of the employee’s official duties. 72