"Creating a city for everyone."
Employee Handbook Highlights
- Positions and duties across departments vary, so a one-size-fits all dress code doesn’t work.
- Clothes should be clean and stain free; tear and wrinkle free; not too baggy; not too snug.
- Please consult your supervisor for position specific dress code expectations.
Time and Attendance
- Schedules are determined based on the position and the department’s business operations.
- Many positions work outside a typical 8 a.m. to 5 p.m. Monday through Friday schedule.
- Full-time hourly positions may receive one 15-minute work break during the first and second half of their shift. Work breaks cannot be combined with meal breaks or taken at the start or end of a shift.
- Supervisors may authorize a 30 or 60-minute unpaid meal break.
- Hourly positions are expected to clock-in and clock-out at the beginning and end of each shift.
- Most salaried positions are expected to record any time over 40 hours in the workweek as well as any time off. Exceptions may include Department Directors and Senior Managers.
- Wages are paid on alternating Wednesdays.
- Generally, the City of Boise does not issue paper pay checks.
Benefits (benefited positions only)
- Staff have a choice of multiple medical, dental and vision plans.
- Flex credits are awarded to help cover the cost of health coverage.
- Boise Healthy Life is our wellbeing program and offers a variety of health-promoting activities and services.
- Vacation leave for full-time employees is accrued at the approximate rate of 8 hours per month for most employees.
- Sick leave for full-time employees is accrued at the approximate rate of 8 hours per month.
- Employees receive 9 paid holidays plus a bonus “floating” holiday. Observed holidays include: New Year’s Day, Martin Luther King, Jr. Day, President’s Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, and Christmas Day.
- ConnectBoise is the city’s leadership approach designed to engage, grow, and recognize employees. With ConnectBoise you can expect regular one-on-one meetings with your supervisor.
- Retirement plans for eligible employees are offered through the Public Employee Retirement System of Idaho (PERSI).
- In addition to PERSI retirement, employees have the option of contributing to various city matched deferred compensation plans.
- The Employee Assistance Program (EAP) provides confidential short-term professional counseling at no cost to employees. EAP offers counseling for a wide range of issues.
- Having a secondary job outside our organization is acceptable if you inform your supervisor of the job, including your work schedule, job duties, etc. and the supervisor can verify the secondary job does not create an actual or apparent conflict of interest and it does not interfere with your city job responsibilities.
- Nepotism is a no-no.
- Use of the city’s electronic equipment and media is only to be used legally, tastefully and in accordance with city regulations.
- Some personal use of information technology is permitted but should be limited to breaks, lunch, and other off-the-clock time.
- City of Boise staff automatically and expressly waive any right of privacy in anything you create, save, send, or receive that involves city business.
- Messages and information involving city business sent via your personal media or equipment may be subject to disclosure through a public record request.
- Romantic or sexual relationships with coworkers is highly discouraged. Supervisors are prohibited from engaging in romantic or sexual relationships with anyone they supervise either directly or indirectly.
- Use illegal drugs, abuse of prescription medication, or being under the influence of alcohol on the job or during the performance of job duties is a no-no.
- Testing positive for alcohol or illegal drugs, including drugs purchased legally in other states, is a no-no.
- Some positions may be allowed to check out city vehicles to use while conducting city business.
- You are required to first pass an online defensive driving course, posses a valid driver’s license, wear a seatbelt and obey all traffic laws.
- Do not pick up hitchhikers.
- Do not transport family, friends, pets, or run personal errands.
- Do not text or otherwise use a mobile device while driving.
- Arts & History
- City Attorney
- Community Engagement
- Finance and Administration
- Human Resources
- Information Technology
- Mayor’s Office
- Parks and Recreation
- Planning and Development Services
- Public Works
- Ethics in city code
- All City of Boise staff are prohibited from any discriminatory or harassing behavior based on a person’s protected status including religion, gender, age, sexual orientation, gender identity/expression, disability, race, color, genetic information, or national origin.
- As a member of the City of Boise, staff have a legal and ethical obligation to notify Child Protective Services within 24 hours or, in the case of an emergency, the police, if you have reason to believe a child under the age of eighteen (18) years has been abused, abandoned, or neglected, or if you observe a child being subjected to conditions or circumstances that would constitute abuse, abandonment, or neglect. The term “abuse” includes all forms – physical, sexual, verbal, etc.
- Employees have the right to personally support any candidate or legislative action they wish providing it is done so as a private citizen outside of work hours. However, some positions may engage in political activities as part of their regular job duties.
- Any original works of authorship, inventions, or ideas, developed or prepared by staff through their work with the city, or when using our facilities, falls under City of Boise ownership.
No provision or portion of this handbook constitutes an implied or expressed contract, guarantee, or assurance of employment or service or any right to an employment/service-related benefit or procedure. The City reserves the right to change, modify, eliminate, or deviate from any information or procedure in this handbook at any time and to otherwise manage its employees and volunteers as it deems appropriate. This handbook cannot replace City ordinances, other laws, or the requirements outlined in the Full Monty Employee Policy Handbook (Full Monty); in the event of a conflict, ordinances, laws, and/or the Full Monty will prevail.
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