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duties, or if it would result in a conflict of interest between the employee's work for the City and the outside employment. 8. Use of City Property City facilities, equipment, supplies, and other City resources are made available to help employees perform their job duties and are not for personal use. The City, however, recognizes that under certain circumstances the employee's occasional use of city telephones, computers, facsimile, e-mail, copiers, Internet, and similar resources for personal use may be necessary or beneficial to the City. The City may establish separate policies governing the use of specific equipment. The City will discipline an employee for inappropriate or excessive use of City equipment for personal use. Any personal use of City property should meet the following guidelines: 1. It should be infrequent and of short duration (A short telephone conversation) 2. It should be for a compelling reason and not for mere convenience (A telephone call to arrange with a spouse to pick-up a child after school) 3. It should not interfere with the employee's performance of job duties (The use did not prevent the employee from completing the job duties) 4. It should not result in any additional charge to the City (Long distance telephone charge) 5. It must not be used for personal monetary gain or the employee's personal business (Selling products over the phone or internet) 9. Smoking Employees are allowed to smoke only in designated smoking areas that are recommended by each department and listed in the City's Policies and Procedures Manual approved by Council and subsequently amended. Smoking includes: 1. Carrying or holding a lighted pipe, cigar, or cigarette of any kind or any other lighted smoking equipment or device; 2. Lighting a pipe, cigar, or cigarette of any kind or any other smoking equipment or device; or 3. Emitting or exhaling the smoke of a pipe, cigar, or cigarette of any kind or other smoking equipment or device. 10. Drugs and Alcohol Refer to the City's Drug and Alcohol Abuse Policy approved by Council as subsequently amended. Employee Policies Handbook/Page 33