2016 Spencer Handbook

Table of Contents

Section 202 of the Controlled Substances Act (21 U.S.C. 81 and as further defined in regulation 21 C.F.R. 1308.11-1308.15), as well as any applicable Iowa statutes regulating alcohol and controlled substances.) The unlawful manufacture, distribution, dispensing, possession, sale or use of a controlled substance in the workplace, or any premise where City business is carried out, is strictly prohibited. Violation of this prohibition will lead to disciplinary action, up to and including termination, and/or legal action as appropriate. The Drug-Free Workplace Act of 1988 requires employees to report any conviction under a criminal drug statute for violations occurring on the Employer's premises, or off the Employer's premises while conducting official City business. A report of a conviction must be made to your Department Head within five (5) workdays after conviction. Failure to do so will result in immediate discharge from City employment. TREATMENT OF CONFIDENTIAL INFORMATION Confidential information generally consists of non-public information about a person or an entity that, if disclosed, could reasonably be expected to place either the person or the entity at risk of criminal or civil liability, damage the person or entity's financial standing, employability, privacy or reputation. The Iowa Code defines confidential information, which includes but is not limited to: ● City personnel information including Social Security numbers, driver's license numbers, state identification card numbers and passport numbers; ● City personnel credit and debit card information, and financial account information; ● City personnel records, including but not limited to information regarding an employee's work history, credentials, length of service, performance, and discipline; ● City personnel criminal background check information; ● Individual conflict of interest information; ● Non-public financial, procurement, health/safety, audit, insurance and claims information; ● Internal investigation information, pre-litigation, and non-public litigation and administrative agency charge, audit and inquiry information; ● Non-public law enforcement records generated or maintained by the City Police Department; ● All City attorney-client communications and City attorney work product; ● City personnel information designated as "Protected Health Information" (PHI) under the Health Insurance Portability and Accountability Act (HIPAA), or otherwise protected by law; ● City personnel information such as leave requests, drug tests results, fitness for duty tests and any health related information gathered by the Employer to carry out its obligations under the ADAAA, FMLA, workers compensation and other state and federal laws; ● Individually identifiable biometric information; ● Computer system passwords and security codes;

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