POLICIES & PROCEDURES

Attendance

You are expected to be present and ready to work at the start of your work shift, unless you have been excused from work consistent with City policy or the applicable collective bargaining agreement. 

Hours of work are determined according to operational needs. For most positions, the work day is seven (7) hours of work and one (1) hour for lunch, which is unpaid. Employees also receive two fifteen-minute breaks per day. Lunch and break schedules are determined by your manager/supervisor. Under certain circumstances, you may be approved for a schedule that is different from your department’s standard hours of work. 

DOCUMENTING HOURS WORKED

Employees must document the actual time they started and finished work on their timesheet or other timekeeping system used by their department. Falsifying any information on your timesheet is strictly prohibited. 

Please see your department’s HR Manager/Personnel Officer for specific instructions for completing your timesheets, and review the City’s Attendance Policy (right) for a comprehensive explanation.

Hybrid Work 

At the City of Boston, eligible employees may be approved to work a designated, regular schedule that incorporates at least three days per week onsite and up to two days per week at an approved, remote work location. 

In order to be approved for hybrid work, you must be a regular, full-time, benefits-eligible employee, and your role must be deemed eligible for hybrid work by your department. Departments have the discretion to deny, modify, or revoke hybrid work schedules according to operational needs and/or individual performance. 

If you are a new employee, your department may or may not allow you to work a hybrid schedule during your 6-month probationary period. Your department will tell you if and when you are eligible for a hybrid work schedule.

The City of Boston's Hybrid Work Policy (right) outlines in detail where, when, and how eligible employees in positions approved for a hybrid schedule can participate in hybrid work.

Public Records  

City employees should know that the federal Freedom of Information Act (FOIA) and the Massachusetts Public Records Law allow members of the public to request access to certain documents and records held by the government, including business communications.

Members of the public can ask for records, emails, letters, memos, and other documents that pertain to city business. This means any communication related to official city work might be subject to public records requests. Every government record in Massachusetts is presumed to be public unless it may be withheld under a specifically stated exemption.

As a City employee, you should be aware of the rules and procedures for handling FOIA requests and ensure that you are careful with their official communications to maintain transparency and compliance with the law. To learn more, review the Guide to the Massachusetts Records Law (right).

Conflict of Interest Law

The City has high standards of ethics and conduct for its employees. Employees are  expected to carry out their obligations fairly and honestly. City employees must never accept money or other forms of compensation given with the intent to influence your official actions or duties. 

Additionally, City employees cannot have other employment that is incompatible with their City position. Review the Summary of the Conflict of Interest Law for Municipal Employees (right) for a comprehensive explanation of how this law applies to you. 

State law requires all City employees to complete the State Ethics Commission Online Training on a recurring basis. 

Lobbying Registration & Regulation Ordinance

The Boston Lobbying Ordinance, enacted in 2018, requires any individual or entity lobbying the City of Boston, including affiliated agencies, to register annually with the City Clerk’s Office. Clients hiring lobbyists must also register. Failure to register constitutes a violation that may result in fines, suspension, or revocation of registration.

City employees must be aware of lobbying activities and ensure compliance with registration requirements. Lobbying includes attempts to influence city legislation, procurement, contracts, zoning decisions, and policy positions. Certain activities, such as filing permit applications, are exempt.

Lobbyists and their clients must file quarterly reports detailing lobbying activities and expenditures. The City Clerk’s Office provides public access to these records and accepts reports of suspected violations via email or online complaints.

Code of Conduct

The City of Boston’s Code of Conduct reinforces our commitment to a workplace culture built on respect, professionalism, public service, and integrity. This policy formalizes expectations that have always been part of working for the City, ensuring clarity, consistency, and fairness for all employees.

By clearly outlining behavioral expectations, the Code of Conduct supports a positive and transparent workplace, aligned with the City’s mission to serve our communities with the highest standards of public trust. It complements existing policies such as anti-harassment and conflict of interest, providing a consistent framework for addressing workplace behavior.

Zero Tolerance for Violence

The City of Boston maintains a Zero Tolerance Policy for all forms of violence, including workplace violence and domestic violence that impacts the workplace. This policy prohibits any behavior that a reasonable person would find threatening, abusive, harassing, or physically or psychologically harmful, whether committed by employees or members of the public on City property or during the course of business. The City is committed to providing a safe and respectful work environment and will use appropriate legal, administrative, and disciplinary actions to prevent and respond to incidents of violence.

To support this commitment, the policy outlines prevention strategies, clear reporting procedures, employee training, and resources such as the Employee Assistance Program. The policy also defines roles and responsibilities for City personnel in responding to incidents, ensuring accountability, and supporting victims. Domestic violence that affects the workplace is treated with equal seriousness, and employees are encouraged to seek help and report concerns without fear of retaliation

No Smoking

The City of Boston's No Smoking Policy aligns with Massachusetts laws prohibiting smoking in public places. Smoking is strictly prohibited inside all City-owned or leased buildings, including those used by City agencies.

Key Policy Elements:

• “No Smoking” notices must be visibly posted in buildings, including stairwells and bulletin boards.

• Smoking is allowed only in designated outdoor locations, including the 8th and 9th-floor balconies of City Hall (weather permitting). Entrances must remain unblocked.

• Department Heads are responsible for communicating and enforcing the policy, working with security and property management. Violations may lead to disciplinary actions, including termination.

• Employees can report non-compliance in writing to their Department Head, the Chief of Basic Services, and the Director of Human Resources. Complaints will be investigated, and corrective action will be taken as necessary.

Anti-Harassment Policy 

The City affirms its commitment to ensuring an equitable, welcoming, and inclusive work environment that reflects the diversity of the City's residents. The City expects all of its employees to treat their fellow employees and members of the public in a professional manner, with respect and dignity.

Employees have the right to work in a respectful workplace free from discrimination or harassment based on age, ancestry, arrest record, citizenship, color, creed, disability, gender, gender identity, genetic information, marital status, national origin, natural or protective hairstyle, parental status, race, religion, sex, sexual orientation, union status, veteran status, or any other characteristic protected by City ordinance, state law, or federal law. Employees also have the right to work in a workplace free from retaliation for engaging in protected activity.

GUIDANCE

The Respectful Workplace Guide (right) is intended to help you understand City policy, procedures, and guidelines on what constitutes appropriate and prohibited inappropriate behavior in the workplace. Our policy aims to create an inclusive, welcoming environment and workplace culture and to prevent and stop inappropriate conduct before it rises to the level of harassment, discrimination, or retaliation. 

The guide outlines how to recognize inappropriate conduct, discrimination, harassment, or retaliation and what to do if you feel you are the recipient of unwelcome behavior. It also offers suggestions to help you promote respectful treatment among people who work together.