239 West Main St; Richmond, KY 40475 | (859) 623-1000

Justice, Education, Industry

Employment Policies

Technology Usage Policy

Executive Summary

This policy is designed to establish acceptable and appropriate use of computer and information systems,
networks and other information technology resources at the City of Richmond. The purpose of these
policies is to safeguard and protect all technology resources from anything other than authorized and
intended use. The main points to remember are:

  1. The City provides network, communications systems, equipment and devices (“technology
    resources”) to carry out legitimate City business. By using the City’s technology resources, staff
    consents to disclosing the contents of any data files, information and communications created on,
    stored on, transmitted, received or exchanged via its network, communications systems,
    equipment or devices.
  2. There is no right to privacy in the use of City technology resources. By using the City’s technology
    resources staff consents to monitoring, recording, and reviewing the use of that technology
    resource.
  3. Users are expected to act lawfully, ethically and professionally, and to exercise common sense.
  4. Users who are granted access to critical data are responsible for its protection.
  5. Incidental use for personal needs is allowed as long as that activity does not interfere with City
    business or conflict with any City policy or work rule.
  6. Use of technology in violation of this policy is subject to disciplinary action up to and including
    termination.

*VIEW ENTIRE POLICY:  CITY_OF_RICHMOND_TECHNOLOGY_RESOURCE_USAGE_POLICY

Whistleblower Policy

A “whistleblower”, as used in this policy, is an employee of the City of Richmond, Kentucky (City) who reports an activity, to one or more of the officials designated below, that he or she believes in good faith to be illegal or dishonest. The whistleblower does not have the authority or the responsibility for investigating any suspect activity or for determining fault or corrective measures.

An activity is illegal or dishonest if the activity violates a Federal Law, State Law or City Ordinance. Examples of illegal activities are billing for services not performed, billing for goods not delivered, theft of services or property belonging to the City, taking kick-backs, making fraudulent financial reporting, threatening or intimidating an employee or other person with the intention to cover up any such activity, etc.

If an employee has knowledge of or concern about an activity that the employee believes in good faith to be illegal or dishonest, the employee shall report details of the conduct to the City Manager or the Mayor. If the employee fears that these designated officials are part of the prohibited activity or for any other reason could be prejudiced against such a report, the employee shall instead report details of the conduct to the City Attorney. The employee must exercise sound judgment to avoid making
baseless allegations.

Whistleblower protections, including confidentiality and protection against retaliation, will be provided as allowed for in State and Federal law/legislation. Any whistleblower who believes he or she is being retaliated should follow the Grievance Procedure contained in the City’s “Personnel Policy and Procedures Manual”. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged or is being investigated.

Employees with any questions regarding this policy should contact the City Manager.

DOWNLOAD POLICY:  WhistleblowerPolicy

Equal Opportunity Employer

The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.  The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

The City of Richmond is an Equal Opportunity Employer.

Submitting your Application

For applications and job descriptions, contact the Human Resource Department, during office hours, Monday-Friday: 9:00am to 3:00pm.

Applications should be submitted to:
City of Richmond Human Resource Department
P.O. Box 250
Richmond, KY 40476.

If you have any questions please call 859-623-1000 extension 1200.

Applications must be submitted by 4:30pm on the final day of acceptance for the position.