| Candidate Information | | Title | Human Resources Outside Business | | Target Location | US-CO-Westminster | | Phone | Available with paid plan |
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Click here or scroll down to respond to this candidateTo:andFrom: Date:I have read and understand the provisions of Sections 2-Street Address (g) and 2-63 of the Denver Code of Ethics(text provided on back of form):1. I hearby request permission to (please check one):2. Description of the outside employment or buisness activity I wish to engage in: Type of employment businessTitle or PositionDescription of my duties (or change in my duties if applicable) Outside employment supervisor's name and number:Number of hours per week I expect to work:Expected Schedule: Mon Tue Wed Thur Fri Sat Sun3. Description of any actual or potential conflict of interest between my responsibilities for the City and my proposed outside employment or business activity.If none, write "none". Employee's Signature: Date:Approved: Denied:Comments or conditions:PORTIONS OF DENVER CODE OF ETHICS (with amendments through July 30, 2007) REPORT OF OUTSIDE EMPLOYMENT OR BUISNESS ACTIVITYAND REQUEST FOR APPROVALReviewed by:I do not engage in outside employment or business activity change the nature or terms of my existing outside employment or business acivity continue my approved outside employment or business activity under the same terms and conditions as last year (If so, skip question 2 or write "same") Human Resources(Supervisor)(Employee Name)(supervisor)Date of Review:engage in new outside employment or business activity DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Monica GomezX X12/8/2023XXBeatriz RodriguezEstheticianFacials and waxingSkin care12/8/2023**Provisions relating to outside employment*Sec.2 Conflict of Interest2-61 (g) No officer, employee or official may have any other employment or position which is incompatible with his or her duties or that adversely affect the interest of the City. Sec.2 Contemporaneous or outside employment{a} All officers other than elective officers and all employees shall report existing or proposed outside employment (excluding unpaid volunteer activity) or other outside business activity annually in writing to their appointing authorities and obtain his or her appointing authority's approval thereof prior to accepting initial employment or outside business activity. All officials shall immediately report any change in employment status to their appointing authorities which could give rise to a conflict of interest.{b} If the appointing authority or the officer, official or employee believes that there is a potential conflict of interest between the person's public responsibility and his or her possible outside employment or outside business activity, he, she or they are encouraged to consult the board of ethics.{c} An officer or employee who has received the written permission of the appointing authority may engage in outside employment or other outside business activity.{d} Copies of documents arising from this section shall be placed in each officer's or employee's department personnel file. DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 AUTHORIZATION FOR THE LEGAL SERVICES DIVISION TO ACCEPT SERVICE OF PROCESS IN MY BEHALFI hereby authorize the Legal Services Division to accept service of(Print Name)of process for legal documents (including, but not limited to, subpoenas and complaints) in my behalf, concerning any lawsuit or other civil action related to my work or employment with the Denver Department of Human Services. This authorization does not include criminal complaints or any other document related to a criminal action against me, but does include witness subpoenas in criminal cases for an appearance in my professional capacity. I understand that signing this form is a requirement of my job and a directive from the Manager of the Department of Human Services. I understand and acknowledge that my refusal to sign this authorization or my termination of this authorization while I am still employed by the Department would be considered a violation of that directive and may result in disciplinary action, up to and including termination.This authorization automatically terminates upon my separation or transfer from employment with the Denver Department of Human Services and may also be terminated upon written notification from me.Date Employee SignatureDocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Beatriz Rodriguez12/8/2023Office of Human Resources201 W. Colfax Ave. Dept. 412 Denver, CO 80202p: PHONE NUMBER AVAILABLE f: PHONE NUMBER AVAILABLEwww.denvergov.org/humanresourcesCareer Service Required Training InformationAll new employees are required to complete the following training courses within the probationary period*: New Employee Orientation Ethics & Public Accountability Respectful Workplace STARS Orientation Workday for New Employees and Managers Performance Management: Our Collaborative Process Acceptable Use Agreement AUA 2018 Active Shooter Awareness CCD Data PrivacyIn addition to the training listed above, employees in supervisory positions are required to complete the following training courses: Career Service Rules Progressive Discipline Kronos Timecard Training for Supervisors & Managers Workers Compensation Overview Ergonomic Standards 65.6.5*All new Denver Human Services employees (including transfers from other agencies) also need to complete the DHS Privacy & Data Security course within 30 days of hire. Additional Courses, Timing & DeadlinesAs a new employee, it is your responsibility to ensure you complete the required courses listed in this document. These courses must be completed within the first six months of employment in order for you to successfully complete employment probation. Failure to do so could result in an extension of your employment probation. Please note that there are additional courses that are required, including agency or division specific courses, but it may not be a requirement to complete these during the probationary period. It is, however, recommended that new employees complete all required courses as soon as possible. These additional courses include, but are not limited to: DHS Privacy & Data Security (complete within 30 days of hire) Understanding & Reporting Child Abuse & Neglect (Mandatory Reporting) Defensive Driving (required by position) Immigration Act 2017 CCD ADA Awareness Training: A Respectful Workplace Cybersecurity AwarenessDocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 InstructionsDiscuss with your supervisor or manager to determine the best dates for you to complete and/or attend required training. From the home page in Workday, click the Learning Application. Your required classes will be pre-loaded in the "Required for you" section. If you do not see all of the courses listed above, click on browse learning and search for the class (es) by name. Training Questions? Call 720.913.5628I understand what is expected of me as a new hire to the City & County of Denver and what is required to successfully complete employment probation. Employee Signature Date Print Name DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Beatriz rodr12/8/2023Denver Human ServicesEmployee HandbookDocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 2IMPORTANT Disclaimer:The Denver Human Services Employee Handbook does not create or constitute any contractual rights between or among the City and County of Denver, the Career Service Board, Denver Human Services, the Office of Human Resources and any employee or applicant for employment. The Employee Handbook may only be modified, rescinded, or revised, in writing, by the Executive Director, who reserves the right to unilaterally modify, rescind, or revise the handbook at any time. DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 3Table of ContentsIntroduction 4 How to use this Handbook 4 About this Handbook 4 Mission, Vision, Values 6 Professional & Respectful Communication 7 Code of Professional Conduct 8 Confidentiality 8 Conflicts of Interest 9 Program Integrity 9 Annual Background Checks & Reporting Requirements 9 Dress & Attire 9 Employee Injuries Workers Compensation: Employee Responsibilities 10 Building Safety & Security 11 Employee Safety 12 Time & Attendance 12 Parking 14 Internal Communications 15 Media Inquiries and External Communications 15 Colorado Open Records Act (CORA) Requests 15 Visitors & Pets in the Workplace 15 Open Door Policy 16 Acknowledgement of Receipt 17 DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 4Denver Human Services OverviewIntroductionThank you for being a part of the Denver Human Services team. We are a dedicated and passionate team of individuals helping one in three people in Denver stay safe from hardship and build healthier lives. Partnering with the community, Denver Human Services empowers and enables individuals and families to be safe, supported and well. Representatives of Denver Human Services (hereinafter referred to as DHS) and the City and County of Denver (hereinafter referred to as CCD) are public servants and the face of the department for the community. That means that DHS employees are held to a high standard of excellence and professionalism. All DHS employees are expected to comply with the following standards at all times.How to use this HandbookThroughout this DHS Employee Handbook, there will be links for you to follow to other rules, policies, and procedures that are applicable to all City & County of Denver employees. If you have questions, please talk with a supervisor, manager, director, or the Office of Human Resources (hereinafter referred to as OHR).About this HandbookThis DHS Employee Handbook is designed to acquaint DHS employees with workplace policies and procedures.This is a set of written guidelines that outlines core philosophies of DHS and has been created to assist in efficient operations. These policies apply to all full-time, part-time, unlimited-term, limited-term, and on-call staff. All provisions in this DHS Employee DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 5Handbook are subject to the City Charter and Municipal Code, Career Service Rules, City of Denver Code of Ethics, Fiscal Accountability Rules, Executive Orders, any other applicable rules, regulations, and law.City-wide Employee Standards and ExpectationsCity employees, officers and officials are in a unique position to influence the publics confidence and trust in Denvers City government. You are expected to conduct yourself according to the highest ethical standards. You not only provide services to the public, but you are also a very visible representative of the City. You will need to review the City Ethics Handbook, Career Service Rules, Executive Orders, Fiscal Accountability Rules and City and Departmental Policies related to employee conduct. The Citys Code of Ethics, in its entirety, can be accessed on the OHR website at: City's Code of EthicsAn Executive Order is a written directive of the Mayor that establishes or defines a policy to which all agencies and departments under the Mayor shall adhere. All current Executive Orders can be accessed at: Executive OrdersAll of the personnel rules applicable to City employees, including Rule 16 (Code of Conduct and Discipline), are available on the OHR website at: Career Service Rules Employees are also required to comply with the Citys Fiscal Accountability Rules, which are available at: Fiscal Accountability RulesAdditional City and Department Policies can be found on DenverHub - Denver Human ServicesDocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 6Mission, Vision, ValuesMissionPartnering with our community to protect those in harms way and help all people in need.Official DHS Value Sphere: Supporting a healthy andconnected community Partnering to build a networkof opportunity that identifiesroot causes and responds to theneeds of the whole person andthe whole family Providing quality, timely,essential services with integrity,kindness, and respectValuesService to Customers: The goal is to continually exceed customer expectations by identifying and meeting needs, working collaboratively to solve problems and DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 7developing trusting constructive relationships with residents, employees, officials, vendors and contractors.Teamwork: Works cooperatively with others to achieve team goals. Actively fosters commitment and team spirit and works with others to meet business objectives. Accountability and Ethics: Follows through on commitments made and takes responsibility for results and subsequent outcomes. Contributes to maintaining the integrity of the organization and displays high standards of ethical conduct. Respect for Self and Others: Treats others with consideration and high regard. Demonstrates respect for the differences that exist among customers and fellow employees and recognizes that those differences are an important source of innovation, progress and interpersonal awareness.Safety: Creates and maintains a safe work environment by taking action which prevents injury or harm to self, others, equipment and/or property. Additionally, creates and fosters an environment of open and respectful dialogue in which individuals may offer diverse perspectives.Professional & Respectful Communication Be respectful and polite when communicating with others Convey positive attitudes & be solution focused Convey openness to input and feedback from others DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 8Code of Professional ConductAs a DHS employee, you are expected to conduct yourself in a professional manner at all times. You must comply with the following DHS professional standards in a manner consistent with DHS and City policies and practices. Respect Cultural Competence and Social Diversity Avoid conflicts of interest Use appropriate communication, language, and behavior Treat others with respectNotify your supervisor and/or the Office of Human Resources when reporting concerns regarding your own conduct or conduct of another employee ConfidentialityDHS is committed to the privacy rights of those who apply for or receive public benefits and services, and to the confidentiality and security of all information that is collected, maintained, used, and disclosed by the Department in order to administer benefits and services or oversee programs. Confidentiality applies to both written and verbal communications and information. DHS employees shall not access, collect, use, or disclose client information unless the information is required to determine eligibility for a program, to otherwise administer public benefits or services, to investigate fraud, or for auditing purposes. Client information is strictly confidential and shall not be disclosed to anyone unless the disclosure is expressly allowed and articulated within the Departments Privacy Program Policy, or required by law. Unauthorized disclosure of client information is prohibited by law, and in some cases, may be a criminal offense. Accidental or unauthorized disclosures must be reported immediately to the Departments Privacy Officer. Any questions about the Departments Privacy and Security Manual or about the use and disclosure of client information should be directed to the Departments Privacy Officer. DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 9Conflicts of InterestYou should never determine benefits, take on a case, review case information for a family member or relative, friend, former employee, or someone you know, ever. If you have any questions about how to respond when dealing with official business for a client you know, talk with your supervisor immediately.Program IntegrityDHS also maintains a number of fraud investigation programs. If you have any reason to suspect benefits fraud or potential benefits fraud is reported to you, you should alert your supervisor and the DHS Program Integrity Section at extension 4-1228. Annual Background Checks & Reporting RequirementsDHS conducts annual background checks on all DHS employees. Employees must report any charges and convictions within three calendar days in accordance with Career Service Rule 16-23.Dress & AttireYou are expected to dress in a professional and well-groomed manner appropriate to the work you perform. DHS offers casual dress Fridays; however please plan to dress in proper business attire when a meeting, appointment or other activity requires it. If in doubt, please check with your supervisor. Your individual division may have a dress policy specific to its business needs. Your supervisor can advise you about additional dress policies within your division. DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 10Employee Injuries Workers Compensation: Employee ResponsibilitiesThe Workers Compensation Unit is part of Risk Management. Any employee who believes he/she has sustained an on-the-job accident, injury, exposure or incident should inform his/her supervisor immediately. Unless the incident is a serious or life-threatening event that requires immediate emergency care, the employee should then call the 24-hour OUCHLine (303) 436-6824 to report a claim and receive medical advice. The OUCHLine nurse will identify appropriate treatment options and provide information regarding the choices for authorized medical care. The OUCHLine will also provide a written report of the incident/injury to the Risk Management Office and to a contact person at the agency where the employee works. Contact the Risk Management, Workers Compensation Unit at (720) 913-3330 for more information or questions. If an employee is injured on the job, the employee must provide written notice of the injury to his/her supervisor within four (4) working days after the accident. When an accident or injury is reported, supervisors must follow the Incident and Claim Reporting Process found on the Risk Management SharePoint Site.Employees should make every effort to schedule doctor appointments, physical therapy appointments and other medical treatment appointments before or after work, or on days off. If appointments must conflict with work hours, efforts should be made by the employee to minimize the disruption to the work schedulefor example, by scheduling appointments as close to the beginning or end of the scheduled work day as possible. Following a medical appointment, you must provide to the supervisor a time-in/time-out note from the medical provider as well as documentation regarding work ability or any applicable work restrictions. For more information, contact the Risk Management, Workers Compensation Unit. DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 11Building Safety & SecurityDHS Security personnel are committed to providing a safe and secure environment for employees, visitors and clients. Security personnel are also responsible for protecting the assets and property of DHS. Security personnel are responsible for physical security, security systems and administration, emergency dispatch and response, and employee identification. Security personnel carry radios and are available for emergencies as well as routine security tasks. If you have any reason to believe that there is a threat to the safety or security of DHS staff, clients or property, you should notify Security personnel (extension 4-1575 at Castro, 4-1849 at East, and 4-4088 at AP Taylor), or in an emergency, call 9-911 (from within the building).Badges may be obtained at the Castro building and are issued for your safety as well as the safety of your co-workers and allow access into secure areas. The badge shall be worn at or above your waist while at DHS. Take precautions when entering and exiting a secure area to ensure that personnel entering and/or exiting are displaying their badge. Also remember that you should not share or borrow another persons badge to gain entry into the secure areas of any DHS facility. You must scan your badge when entering the secured areas of DHS buildings. Entering a secure area without using your badge at the card reader is strictly prohibited. If you need a new or replacement badge, contact Security at Castro at 4-1575. Identification badges are created during regularly scheduled hours as posted. Contact Security at Castro at 4-1575 for available times and days. Lost or misplaced identification badges will require a $10.00 replacement fee. This fee is used to offset the expense of badge supplies and can be waived only because of the following cases: Defective cards, name change, or transfer to a different division. The waiving of replacement fees will be handled on a case by case basis, and will be at the discretion of the Security Supervisor. DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 12Employee SafetyIn the course of work at DHS, employees might be faced with clients who are extremely upset with the way various rules and procedures of our systems affect them, or with you as an individual due to your involvement with their case. When a threat of violence is made, initial notification of a threat of death, bodily harm, or retaliatory behavior should be made to your supervisor and the Department Security Supervisor. The Department Security Supervisor will then begin appropriate alert status procedures. Security will immediately notify the Denver Police Department (DPD) and the Office of Human Resources (OHR). Once Security is notified, Security, the threatened employee and their supervisor, an OHR Professional, and the DPD officer will meet. The threatened employees supervisor will work with Security, DPD, and the Office of Employee Assistance (OEA) to develop a plan to take appropriate measures for the employee. The employee receiving the threat will transcribe any voice mail or the verbal threat. If there is no tape or written copy of the threat, the employee will immediately write down everything he or she recalls about the threat. Security will maintain a log to keep track of individuals(clients) making threats.Executive Order #112, Violence in the Workplace (Executive Order 112) outlines a plan and a procedure for dealing with threats to employees from both non-employees and from other employees. It is important that you understand your role, responsibilities, and available safety precautions outlined in Executive Order #112. Time & AttendanceIt is your responsibility to be at work each day scheduled and on time unless otherwise communicated to and approved by your supervisor.DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 13Core business hours are 8:00 AM to 4:30 PM. Authority for setting schedules rests with your director or supervisor, and depends on the needs of the unit or division. The needs of DHS and the work unit are the overriding consideration for scheduling. Schedules may vary from work unit to work unit and employee to employee in a unit due to the nature of the work performed. You may be required to work evenings and weekends. All DHS employees, if required, shall respond during a special or emergency situation as required by the Office of Emergency Management or City Administrator.BreaksWork breaks are a privilege and granted if the workload of the unit permits. If granted, work breaks are approved by your supervisor or designee. If workload permits, one 15-minute break may be taken in the first half of the work shift and one 15-minute break may be taken in the second half of the shift.Lunch PeriodsA lunch break of some duration is mandatory (minimum of thirty minutes). Your supervisor and Division Director will determine the duration and time for lunch periods and may reschedule them as necessary.PunctualityConsistent punctuality is necessary to provide the kind of customer service and teamwork that is essential for DHS to fulfill its mission. The responsible supervisor of each work unit sets specific reporting standards. Employees should refer to the Payroll Employee Quick Reference Guides for procedures on reporting time. DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 14ParkingThe City and County of Denver parking policy helps to ensure access to city-owned facilities for both employees and the public. The city provides employee-paid parking spaces for employee use at or near city-owned facilities. Visitor spaces and available metered or street parking around city buildings are intended to be used by the public. All city employees are required to refrain from parking in spaces intended for use by the public when conducting business with the city. City employees who work at Denver Human Services (DHS) facilities, and who park in DHS facility parking lots, shall park in employee-designated spaces only. This includes, but is not limited to: DHS, City Attorneys Office, OHR, Technology Services and Facilities employees. Employees shall not park in visitor parking or other spaces not specifically designated for employee parking. Employees shall pay the monthly rate to park in employee-designated parking in DHS facility parking lots. Employees must display the appropriate parking sticker on their vehicle when parked at a DHS facility, and shall park only where permitted in accordance with their paid access. Employees shall also refrain from parking in:a. Available metered or street parking within 100 yards of the entrance to a DHS building; orb. Surrounding private or city owned parking lots Employees who fail to comply with this policy may be ticketed by Right of Way Enforcement and/or subject to discipline. Building employees shall sign the required Annual Contract for Individual Monthly Parking acknowledgement form upon receipt of their building access badge. Employee shall maintain visible parking permit on vehicle when parked for work purposes. The signed parking policy acknowledgement form shall be maintained by DHS Facilities throughout employment at DHSDocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 15Internal CommunicationsEmployees will be held accountable to information and changes that are distributed via email, intranet, supervisor directive, and other various means of communication. Media Inquiries and External CommunicationsEmployees are expected to follow the Denver Human Services Media Policy anytime they are approached by a member of the media about a work-related matter. In addition, employees should familiarize themselves with the agencys Social Media Policy as it relates to official social media channels. The Denver Human Services Media Policy and Social Media Policy can be found on the DenverHub Marketing & Communications page. The DHS Marketing and Communications team should be consulted on events, initiatives, or stories intended for external audiences.Colorado Open Records Act (CORA) RequestsUnder no circumstances should an employee respond to a CORA request directly. A DHS employee may receive a request for records in response to a CORA request from the DHS Marketing and Communications Team, the Custodian of Records or the City Attorneys Office. Such requests must be given high priority and records must be produced within the specified response time.Visitors & Pets in the WorkplaceAll visitors must sign in and out at the 1st floor security desk. Due to the sensitive nature of the work we do at Denver Human Services, visitors must be supervised at all times while in secure areas of the facility.DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 16Children exhibiting symptoms of potentially contagious illnesses should not be brought into the workplace.Pets are not allowed at DHS, with the exception of certified Service Animals. Open Door PolicyAt DHS we strive to create an environment where all employees have open access to their leaders. We encourage open, honest, and respectful dialogue to move the organization to a better place. We encourage employees to work together to solve problems on their own, and seek advice and guidance when issues cannot be resolved. DocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Employee HandbookPage 17Acknowledgement of Receipt I hereby acknowledge receipt of the Denver Human Services Employee Handbook, which describes important information about the department, and understand that I should consult with DHS leadership if I have questions. I understand and agree that I will read and comply with the policies contained in this handbook. I understand that the information contained in the handbook represents a set of guidelines and that the department reserves the right to modify these guidelines at any time. I understand that if the guidelines are modified, I will be notified of the changes through internal communications.The Denver Human Services Employee Handbook has been created to assist in the efficient operation of this department. It may be changed as the need arises. The department may adopt additional policies and rules as needed. This handbook does not create any contractual obligation and should not be relied upon by the employee as a contract. Print Name SignatureDateDocuSign Envelope ID: 4CFC15AF-9B3E-4878-A9F9-EE50BBE08609 Beatriz Rodrguez12/8/2023 |
