RESOLUTION NO. 1513

A RESOLUTION AMENDING THE CITY OF GOODLAND PERSONNEL POLICIES MANUAL

WHEREAS,   the City of Goodland Personnel Policies Manual (“Manual”) contains rules of

general application concerning hiring, compensation, benefits, safety, and employment principles; and

WHEREAS,   the Manual should be reviewed and revised on a periodic basis to ensure compliance with applicable laws and contemporary personnel management practices; and

WHEREAS,   changes to state law regarding concealed carry have made changes to the Manual

necessary for compliance.

NOW, THEREFORE, BE IT RESOLVED BY THE GOVERNING BODY OF THE CITY OF GOODLAND, KANSAS, THAT:

1. A one-page supplemental document entitled “Exhibit A” shall be included with this Resolution.

1. The existing Section K-2 of the Manual is hereby repealed and replaced with a new Section K-2 as written in Exhibit A.

ADOPTED by the Governing Body of the City of Goodland, Kansas this 4^th day of December, 2017.

_________________________________________

Brian Linin, Mayor

ATTEST:

_________________________________________

Mary Volk, City Clerk

Exhibit A

Personnel Policies Manual Revisions

K-2.                             WORKPLACE ANTI-VIOLENCE. The City has a policy of zero tolerance for violence. If an employee engages in any violence in the workplace or threatens violence in the workplace, the employee shall be terminated immediately for cause. No talk of violence or joking about violence will be tolerated.

Violence. “Violence” includes physically harming, shoving, pushing, harassing, intimidating, or coercing another person, brandishing weapons, and threatening or talking of engaging in those activities. It is the intent of this policy to ensure that everyone associated with the City, including employees and citizens, never feels threatened by any employee’s actions or conduct.

Open and Concealed Weapons. All employees except for Certified Police Officers are prohibited from open carrying at any time while working. In accordance with Kansas and federal law, employees who are legally qualified to carry a concealed handgun may do so; however, the carrying of a concealed handgun is not within the course and scope of one’s employment. Nothing in this policy should be considered permission to use or display the handgun as a function of the employee’s job, and any liability associated with an employee’s decision to concealed carry will not be defended by the City and will be of a personal nature.

Any gun-related injury sustained while working that is caused by the employee choosing to carry a concealed handgun will be denied if filed for workers’ compensation.

The handgun should always be in immediate control of the employee. In circumstances where the employee cannot keep the handgun in their immediate control, the employee is permitted to temporarily place the handgun in a locked safe with a code or lock unique to that employee. The City has no obligation to provide employees with a safe or lock.

Carrying a concealed handgun should not interfere with the employee’s ability to perform any duties, comply with workplace procedures or polices, and should not obstruct any required safety equipment.