Facilities Management Policies
Manual

Revised October 13, 2015
Updated
uniform
Policy
10/12/15
Updated
Asbestos
Team
Policy
10/12/15




Removed Security Camera Policy 10/12/15

















Note: Facilities Management reserves the sole right to
modify these policies at any time.
Gary Bowersock
Page 1
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Facilities Management Policies Manual

Table of Contents

Appointing
Authority
Page
3

Leave request and approval procedures


Page 4

Leave
without
Pay
Policy
Page
5

Call
Back
Policy
Page
11

Overtime
Policy
Page
12

Work
Schedules
Page
14

Emergency
Services
Page
15

Outside
Employment
Page
17

Uniform and Blaster Card (ID Card)



Page 19

Protective Eyewear & Safety Glasses


Page 20

Use
of
Tools
&
Equipment
Page
21

Multidiscipline
Asbestos
Team
Page 22

Use
of
Fleet
Vehicles
Page
24

E-Mail and Computer Use Policy



Page 25

Digging
on
Campus
Policy
Page
26


Communication
Device
Policy Page
27



Gary Bowersock
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Facilities Management Policies Manual
FM Appointing Authority


Revised March 2013


Appointing Authority
The Director of Facilities Management has been delegated appointing authority responsibility by
the Colorado School of Mines

Issues involving the Appointing Authority
The chart below outlines the normally delegated areas of responsibility. FM division managers
will work as a team in managing FM’s operations and people. However, if issues or questions
arise that are outside of the usual range of operations, the responsible manager for each division
will bring these to the Director for consideration, review, and if necessary, approval.

Please refer any questions concerning this policy to your supervisor.

Facilities Management Appointing Authority
Delegation of specific
aspects of appointing
authority
Directo
Division
responsibilities
r
Assoc Director
Manager
Supervisors
Determining
organizational structure
x



Hiring x
x
x

recommendation
Defining Job Contents
x
x
x

Determining schedules,
including meal and
break periods
x
x
x

Administering
Corrective/Disciplinary
action (in conjunction
with HR)
C/A* C/O**
C/O**

Approving leaves. I.e.
Sick and Vacation
(except as restricted
elsewhere within this
FM Policy manual).
x
x
x
x
Evaluating Performance
x
x
x
x
Determining safe
conditions and tools for
employment x
x x x
Recommending
positions to be created
recommendatio
recommendatio
and abolished
x
n
n recommendation
Determining work
locations x
x
x
x
Adjudicating
grievances
x x
x
x
*C/A Administering
Corrective/Disciplinary
Action




**C/O Administering
Corrective Action Only





Gary Bowersock
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Facilities Management Policies Manual
Leave Request and Approval Procedures Revised March 2013
Purpose:
To provide departmental leave request and approval procedures.
Procedures:
Employees are required to work their established work schedule unless on approved leave.
Employees are responsible for requesting annual leave with as much notice as possible and
requesting sick leave at least 15-minutes prior to the beginning of their work schedules to explain
the situation to their supervisors.* A signed leave request is to be provided as soon as possible
and must contain sufficient information to determine the type of leave requested. Annual leave
must be pre-approved prior to use. State Personnel Board Rule 5-1 C states that unauthorized
use of any leave may result in the denial of paid leave and/or corrective or disciplinary action.

* Individual shops may have different call-in request procedures based upon scheduling
and business needs. Any such modified shop procedures will be provided to employees
of that shop. Employees are encouraged to discuss shop specific procedures with their
immediate supervisors. In the absence of shop specific procedures regarding annual
leave requests and sick leave call-in procedures, the above procedures will apply.

Accrued paid leaves fall into one of two categories outlined in State Personnel Board Rules
Chapter 5 as follows (Board Rules dated January 2, 2013):

“Annual leave is for an employee’s personal needs and use is subject to the approval of the
appointing authority. The appointing authority may establish periods when annual leave will not
be allowed, or must be taken, based on business necessity. These periods cannot create a
situation where the employee does not have a reasonable opportunity to use requested leave
that
will be subject to forfeiture. If the department cancels approved leave that results in forfeiture, the
forfeited hours must be paid before the end of the fiscal year. (5/1/10)”

“Sick leave is for health reasons only, including diagnostic and preventative examinations,
treatment, and recovery. Accrued sick leave may be used for the health needs of the employee,
employee’s child who is under the age of 18 or an adult child who is disabled, parent, spouse,
injured military service member as established under rule 5-24, legal dependent, or a person in
the household for whom the employee is the primary care giver. The appointing authority may
require documentation of the familial relationship. (5/1/10)”

As established under rule 5-6 a medical certificate or doctor’s note showing that the employee
was physically seen by a doctor may be required by the division manager, supervisor or
appointing authority when a reasonable basis for suspecting leave abuse exists.
In the event an employee is absent for reasons that would normally be covered through the use
of sick leave but does not have a sufficient sick leave balance to cover the absence, the
employee’s leave request will be forwarded by the employee’s supervisor to the division
manager for review. The division manager will consider the request and factors surrounding the
leave request (for example, things such as the employee’s history of leave use and leave use
requests, job performance, and other factors). In accordance with State Personnel Board Rule 5-
2, paid leave may not be granted if the requested leave does not qualify for the type of leave
available.
The division manager may approve the use of annual leave to cover the sick leave need or may
allow the use of annual leave for pay purposes but can consider the leave use to be unapproved.
If the leave is considered unapproved, the employee may be issued a warning or may be subject
to corrective or disciplinary action. Further, the division manager may deny the use of paid leave
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and charge leave without pay under the current Facilities Management leave without pay policy
(LWOP).

Facilities Management Policies Manual
Leave Without Pay Policy

Revised March 2013

Purpose;
The intent of this policy is to provide a form of unpaid leave for employees who are in Good
Standing, as defined below, and face “unusual circumstances or opportunities” for which they do
not have accrued leave. It is also intended to establish a consistent process under which leave
without pay (LWOP) can be requested and to provide a record and time-keeping mechanism.
LWOP Circumstances
•Unanticipated
•Anticipated

LWOP Classifications

Approved LWOP is unpaid leave time that has been requested by and granted to an
eligible employee in accordance with the guidelines below.

Unapproved LWOP is unpaid leave time assigned to an employee who did not follow the
LWOP request process, or was not granted approved LWOP and failed to report to work
as scheduled. The use of Unapproved LWOP is unacceptable work performance and may
result in corrective or disciplinary action.

Responsibilities:

Requesting:

To be granted Approved LWOP, the employee must request it in accordance with these
procedures. Employees have weekly access to their leave balances via the Internet, and
employees are responsible for monitoring their usage of paid leave and determining when a
LWOP request is necessary.

Note: It
is
not the supervisor’s responsibility to inform employees when they need to
request LWOP.

Eligibility for Approved LWOP Use:

The following criteria will be used to determine whether the requesting employee is eligible to be
granted LWOP. Requesting employees must “be faced with unusual circumstances or
opportunities” and have 1) exhausted their sick and/or annual leave balances (depending upon
the type of LWOP requested), 2) be certified (except as noted below), and 3) be in Good
Standing.


Good Standing:
1. The employee must have contacted his / her supervisor as described in these
procedures.
2. The employee’s most current performance evaluation must be Meets Expectations or
better.
3. The employee cannot be under or have received a corrective or disciplinary action within
the previous 6 months.

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No, Call No Show Rule:

Any employee who does not appropriately call in or report to work as scheduled (except when the
failure to report to work as scheduled is due to a bona fide emergency) will have his or her time
recorded as Unapproved LWOP and will be subject to corrective or disciplinary action.


Request Process

Unplanned LWOP Requests

Probationary Employees:

All Unplanned LWOP Requests:

If unable to report to work, the employee must call within the 15-minute period just prior to the
beginning of his/her work schedule to explain the situation to his/her supervisor. If at work, the
employee must contact his or her supervisor in person and request Approved LWOP. It is the
employee’s responsibility to speak directly via telephone or personal contact with his or her
supervisor. Leaving messages or asking a third party to make contact is not acceptable (except
in a bona fide documented emergency), and may subject the employee to corrective or
disciplinary action. The supervisor shall recommend approval or denial of the request to the
division manager.
.

Certified Employee:

All Unanticipated LWOP Requests:

If unable to report to work, the employee must call within the 15-minute period just prior to the
beginning of his/her work schedule to explain the situation to his/her supervisor. If at work, the
employee must contact his or her supervisor in person and request Approved LWOP. It is the
employee’s responsibility to speak directly via telephone or personal contact with his or her
supervisor. Leaving messages or asking a third party to make contact is not acceptable (except
in a bona fide documented emergency), and may subject the employee to corrective or
disciplinary action. The supervisor shall recommend approval or denial of the request to the
division manager.

Specified Conditions For:

Leave for Personal Reasons: The employee must first explain to his or her supervisor why he
or she needs to be absent from work and why LWOP is needed. If the supervisor gives
conditional approval (subject to manager review and approval) to the request, the employee must
then agree to return to work on the date specified by the supervisor.

Leave for Illness/Injury-related Reasons: The requesting employee must first explain to his or
her supervisor why he or she needs to be absent from work and why LWOP is needed. If the
supervisor gives conditional approval (subject to manager review and approval) to the request,
the employee must then agree to return to work on the expected date and provide to his or her
supervisor a written statement from a physician confirming that the employee’s medical condition
justifies the requested length of absence from work. If the illness or injury causes an employee to
need additional LWOP, the employee must request the additional LWOP in accordance with
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these procedures. Any use of LWOP for illness/injury that exceeds three days may be eligible for
Family and Medical leave. Such use must be reported to Human Resources no later than the
start of the fourth consecutive day of leave use and will require the completion and filing of
medical certification forms as well as a return to work authorization. All questions about FML
should be referred to the Benefits Office in Human Resources.

Request Denial:
If the employee does not meet the Eligibility for Approved LWOP Use criteria, or if the supervisor
and Division Manager does not agree that the need for LWOP is warranted, the Division Manager
will deny the request and expect the employee to be at work as scheduled.
In the event that the division manager and employee disagree as to whether the request is
acceptable, the request will be provided to the Director with the supervisor’ and division
manager’s reasons for denying the request. The Director will make the decision and
communicate it in writing to the requesting employee with copies to the division manager and
supervisor.

Specific Consequences for Failure to Follow Procedures

Inappropriate Actions resulting from Request Denial:

If an employee is not on the job at the time the LWOP request is denied, and he/she does not
report to work as scheduled, he/she will be charged with Unapproved LWOP and may be subject
to a corrective or disciplinary action.

If an employee is on the job at the time the LWOP request is denied, and he/she leaves work
before the end of his/her schedule without approval, he/she will be charged with Unapproved
LWOP and may be subject to a corrective and or disciplinary action.

Leave Granted for Personal Reasons: Failure to Meet Specific Conditions

If the eligible employee returns to work later than the agreed upon date (first time), he/she may
be subject to a written warning, corrective action, or disciplinary action (as circumstances
warrant).

If subsequent incidents occur as described above during any twelve-month period beginning with
the first occurrence, the employee may be subject to a corrective action or disciplinary action (as
circumstances warrant).


Leave Granted for Illness/Injury-related Reasons: Failure to Meet Specific Conditions

If the eligible employee returns to work on the agreed upon date, but does so without a
physician’s statement, the employee (first time) may be subject to a written warning, corrective
action, or disciplinary action (as circumstances warrant).

If the eligible employee returns to work later than the agreed upon date (first time), even though
he/she has a doctor’s release, he/she may be subject to a written warning, corrective action, or
disciplinary action (as circumstances warrant).

If subsequent incidents occur as described above during any twelve-month period beginning with
the first occurrence, the employee may be subject to corrective action or disciplinary action (as
circumstances warrant).
Gary Bowersock
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Planned LWOP Request

Probationary Employees:


All Planned LWOP Requests:
The employee must personally contact his or her supervisor, explain the situation, and make a
written request as soon as possible, but not less than 5 days in advance of the need for
Approved LWOP. Voice mail messages will not be accepted for these types of requests. During
the first 12 months of employment, probationary employees may be considered for a limited
number of approved LWOP days. For purposes of eligibility as described above, a probationary
employee’s performance will be assumed Meeting Expectations unless otherwise documented in
his/her file.

Certified Employees:

All Planned LWOP Requests:
The employee must personally contact his or her supervisor, explain the situation, and make a
written request as soon as possible, but not less than 5 days in advance of the need for
Approved LWOP. Voice mail messages will not be accepted for these types of requests.

Supervisor Review:
The immediate supervisor will determine if the requesting employee meets the eligibility criteria.
If the employee meets the eligibility criteria, the supervisor will meet with the requesting employee
to discuss the request and review other factors, which may include, but are not limited to: other
already approved leaves, staffing needs, work demands, and so forth. The supervisor will then
present the request to the division manager with a written recommendation regarding the
requested leave. The final decision to grant the LWOP request will be made by the division
manager.


Specific Conditions For:


Leave for Personal Reasons: The employee must first explain to his or her supervisor why he
or she needs to be absent from work and why LWOP is needed. The employee must then agree
to return to work on the date specified by the supervisor.

Note: Employees are cautioned against making non-refundable travel arrangements before
approval is given.

Leave for Illness/Injury-related Reasons: The employee must first explain to his or her
supervisor why he or she needs to be absent from work and why LWOP is needed. The
employee must then agree to return to work on the expected date with a written statement from a
physician confirming that the employee’s medical condition justifies the employee’s requested
length of absence from work. If the illness or injury causes an employee to need additional
LWOP, the employee must request the additional LWOP in accordance with these procedures.




Gary Bowersock
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Request Denial:
If the employee does not meet the Eligibility for Approved LWOP Use criteria, the request has
negative impact on previously scheduled work and/or assignments, or for other reasons the
supervisor will deny the request and expect the employee to report to work as scheduled.

In the event that the division manager and employee disagree as to whether the request is
acceptable, the request will be provided to the Appointing Authority (AA) with the supervisor’ and
division managers reasons for denying the request. The AA will make the decision and
communicate it in writing to the requesting employee with copies to the division manager and
supervisor.

Specific Consequences for Failure to Follow Procedures

If an employee who has not met the specific conditions of his/her LWOP, or takes leave that has
not been approved, he/she may be subject to corrective or disciplinary action.

Revocation of Previously Approved LWOP
As with approved paid annual leave, work situations may arise that can cause cancellation of
previously approved leaves. Due to the nature of the work of the Facilities Management
Department, employees are required to respond to emergency and unplanned facility
maintenance and repair situations, and are required to assure that the campus has a safe and
functioning infrastructure. Thus, on occasion, circumstances may compel a supervisor to revoke
or cancel a previously approved leave. In the event that a previously approved leave is
cancelled, the employee is expected to report to work as scheduled or as directed by his or her
supervisor. Failure to do so, may subject the employee to corrective or disciplinary action.

Gary Bowersock
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Leave Without Pay

Request
Request is
May result
made directly
in corrective
YES
NO
to supervisor,
Is the LWOP a planned
or
not less than
circumstance?
disciplinary
5 days in
action
advance
Eligibility is based on:
If unable to work, the employee
1. exhausted sick/annual leave
must call within 15 minutes prior
2. Certified
to shift
3. Good standing
Specified
Specified
Conditions
Conditions
Employee must
explain why absence is
YES
YES
needed. If approved,
Is the LWOP a leave for
employee must agree
Is the LWOP a leave for
personal reasons?
to return to work on
personal reasons?
specific date
NO
NO
Is the LWOP a leave for
Is the LWOP a leave for
illness/injury-related
YES
YES
Employee must
illness/injury-related
reasons?
explain absence
reasons?
and agree to return
to work on specific
If any request
date with a written
If any request
is denied
statement from a
is denied
physician justifying
the length of
absence.
Employee
Employee
must report
must report
to work as
to work as
scheduled
scheduled
If LWOP exceeds
three, days
contact HR for
i
Failure to meet any above conditions,
employee is subject to written warning,
corrective action, or disciplinary action
Gary Bowersock
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Facilities Management Policies Manual
Call
Back
Policy Revised
March
2013


Purpose:
The intent of this policy is to establish call back procedures, which provide the Colorado School
of Mines (CSM) with the maximum level of customer service.

Preface
Equipment breakdowns and natural events can create situations which require employees to
respond and return to work at times other than their normal schedules. This is accomplished by
having employees’ subject to call back. Callbacks are necessary to avoid significant service
disruptions, placing employees or the public in unsafe conditions, or protecting and/or providing
emergency services to property or equipment.

Definitions
For the purpose of this policy, the following definition shall apply: Call Back applies when an
eligible employee is required to report to work before the start or after the end of his or her
regular work schedule. If there is no release from work between the call back hours and regular
work schedule, it is considered a continuation of the work schedule and call back does not apply.

Policy
It is the policy of Facilities Management to provide services in response to emergencies, urgent
maintenance issues, or for other reasons, by having all eligible employees subject to call back.
Employees subject to call back are required to return to work within a reasonable response time.

When call back applies, a minimum of two hours pay is guaranteed. Eligible employees are
those who are eligible for overtime pay and any call back time is counted as work time. Exempt
employees are not eligible for overtime pay or compensatory time. Employees may be
compensated for call back time through granting compensatory time. Travel time is not
considered work time. However, employees are cautioned that when responding to call back
situations, they are expected to travel to campus in a safe manner. (When returning to work,
employees provided with a departmental cell phone for business purposes shall not use the cell
phone while operating a motor vehicle. In the case of an incoming call while operating a vehicle
the employee shall allow the voicemail to accept the call and return the message as soon as
possible once reaching his or her destination and/or the vehicle is stopped and safely off of the
roadway.)

Upon mutual agreement between the employee and the supervisor, if an employee has a leave
scheduled or taken within the same workweek when a call back situation occurs, the amount of
leave charged may be reduced by the amount of call back time.
Gary Bowersock
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Facilities Management Policies Manual
Overtime
Policy
Revised
March
2013










Background and Purpose:
In order to assure after hours campus coverage while sustaining the available labor force during
the regular workweek, Facilities Management has established an overtime policy and protocol.
Due to the limited availability of overtime funds, overtime must be efficiently utilized. Facilities
Management may substitute compensatory time for overtime. This will be coordinated through
your supervisor and / or the manager for your area.

IMPORTANT: Except in bona fide emergency situations, overtime may not be worked without
the PRIOR approval of your supervisor or without being scheduled by your supervisor. Failure to
obtain PRIOR approval may subject an employee to corrective or disciplinary action.

Who is Eligible for Overtime Compensation?
All Fair Labor Standards Act (FLSA) non-exempt employees may be eligible for overtime
compensation. Most full time employees are scheduled for a regular 40-hour workweek of 5
consecutive workdays, generally Monday through Friday.

Exception:
Employees who are on Leave Without Pay during the impacted work week, who are “called
back”, will not qualify for overtime pay or compensatory time, unless hours worked exceed 40
hours or, in the instance of employees who are designated as essential employees, unless hours
paid exceed 40 hours.

What is Overtime Compensation?
Overtime compensation comes in two forms: overtime pay and compensatory time.
All overtime hours must be reported on Facilities Management time sheets.

NOTE: FLSA exempt employees do not qualify for overtime compensation in the form of
overtime pay or compensatory time.

For employees who are not designated as essential, overtime is calculated at 1.5 x the number of
hours worked over 40 in the workweek. For those employees designated as essential, overtime
is calculated based on the number of hours worked plus the hours of paid leave exceed 40 hours
in the workweek.

Compensatory time off may be given in lieu of overtime pay. The amount of compensatory time
earned is calculated in the same manner as how overtime is calculated.

It is Facilities Management’s policy that the maximum number of compensatory hours that can be
accrued is 24 hours. For employees who have 24 hours of compensatory time in their balances,
any time that would otherwise qualify for additional compensatory time earned, must be paid.
Additionally, any compensatory time that is older than 60 days in an employee’s balance, will be
paid as overtime in the next payroll cycle. Exceptions may be considered and approved by
division managers.

This”exception” usage, beyond 60 days, must be scheduled and approved by the division
manager before being worked. The scheduling of comp time usage will depend on workload and
shop scheduling priorities. The division manager may deny requested dates if scheduling
conflicts exist.





Gary Bowersock
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Actual Overtime and Comp Time Situations and Accumulation Rates (Refer to Call Back Policy)

Regular week, “callback”
1.5 x (number of hours worked -- 2 hr. minimum).
Regular Schedule, overrun
1.5 x (number of extra hours worked after a regular
schedule, (Not “callback”) employee never leaves the job).
Holidays, “callback”


1.5 x (number of hours worked -- 2 hr. minimum).
Holidays, scheduled


1.5 x (number of hours worked -- 2 hr. minimum).

The above all assume that there are no leave without pay hours in the workweek and that the
employee has been designated as an “essential” employee.

“Callback”: Refers to a call to an employee to respond to a situation, which may require
immediate care. (Refer to the Callback Policy below

Regular week:
The normal (40-hour) work schedule for affected employee.

Regular schedule overrun:
Time required to complete a repair that cannot wait until the
following schedule that extends the scheduled work period.

Workweek

The workweek for determining when overtime (or compensatory time) is calculated from 12:01
A.M. Saturday through 12:00 Midnight Friday.

Questions Concerning Overtime
If questions regarding the overtime and compensatory procedures arise, employees are asked to
first direct those questions to their supervisors or the appropriate division manager before raising
the question with the Human Resources Department.

Monthly Individual Compensatory Time Log
Shop supervisors are required to maintain a Monthly Individual Compensatory Time Log for each
of the employees in their shop. At the end of each month, the log will be filled out, completed and
signed by the supervisor, signed off by the employee and delivered to the appropriate manager
for final approval.

In order for this log to be effective, the Description of Work must be accurate, and include the
justification for after-hours work.

This form will be used to monitor compensatory time and identify any trends toward additional
after hours work.
Gary Bowersock
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Facilities Management Policies Manual
Work Schedules




Revised March 2013

Background and Purpose
To establish operational hours that provides the CSM campus with the maximum customer
service from Facilities Management (FM).

Facilities Management Office Hours of Operation
Monday through Friday, 7:00 a.m. - 5:00 p.m.
The phones will be monitored during the hours of operation (including 12:00 noon to 1:00 p.m.).

Facilities Management Shop Hours of Operation
Shop hours may vary from FM Office hours covering a range of morning, evening and weekend
hours. The Division Managers and Director are responsible for establishing and approving shop
hours of operation. The shop supervisors will set individual employee work schedules. Work
needs of the campus may require changes in work schedules of any employee, and any such
changes may be made with little or short notice.


Meal and Break Schedules
The respective shop supervisors will set meal and break schedules after obtaining the division
manager’s approval.

Specially Scheduled Activities
Scheduled activities (for example, scheduled utilities outages, etc.), which will not be
accomplished during regular shop hours, will be scheduled through the appropriate supervisor
and division manager.
Gary Bowersock
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Facilities Management Policies Manual
Facilities Management Emergency Services Revised March 2013

Background and Purpose
In the event a campus emergency occurs the CSM Facilities Management Department may be
required to provide personnel, equipment resources and expertise in response to the situation as
needed. These situations may include, but are not limited to, utility outages, building failures,
accidents, snowstorms, or other events.

Employee Participation:
Employees may be assigned as the situation warrants. Depending on the school’s needs and
employees’ capabilities, employees may be assigned to work outside of their “normal” job
classification.

Essential Employee:
An Essential Employee performs maintenance and support services directly responsible for the
health, safety, and welfare of the campus community. Certain positions are designated as
essential, and employees occupying essential positions are considered Essential Employees.

Essential Employees must respond to emergency situations as required by their supervisors. For
potential events that can be anticipated, such as forecasted snowstorms, Essential Employees
are expected to be fully able and ready to respond if notified. Failure to respond in such a
situation may subject the employee to corrective or disciplinary action.


Snowstorm Situations
Employee Schedules and Responsibilities during Snowstorms Occurring Before Work:

School Open.

With the exception of personnel who are called in to respond for snow removal and other needs,
all personnel will be expected to report to work at the beginning of their regular schedule.

Officially Announced School Closure/Late Start.

All essential employees will be expected to report to work at their regular scheduled time unless
called by their supervisors. Employees called will receive administrative leave during the closure.
Employees who call in sick or are otherwise on approved leave are not eligible for administrative
leave.

The custodial supervisor will contact the night crew concerning the crew’s status.


Employee Schedules and Responsibilities during Snowstorms Occurring During Work:

School Remains Open. All employees will be expected to complete their schedules.

Employees who are not designated as “essential employees” who request to leave work early,
due to driving conditions, etc., must have their supervisor’s permission. An approved request to
leave work early will be charged to annual leave. If an employee has exhausted his/her annual
leave and requests time off from their supervisor, and the request is approved, time will be
granted as leave without pay.


Gary Bowersock
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Officially Announced Early Closure.

All essential employees will be expected to remain at work to complete their schedules. If there
is not a need for all essential employees to stay on the job, supervisors will communicate to those
employees who may be released

All employees whose services are not required will receive administrative leave during the
closure.

Note: Employees must be on the job to be eligible for the administrative leave. Employees on
previously approved annual leave, sick leave, or other types of leave, are not eligible for
administrative leave during a closure.

The grounds supervisor will determine the snow removal crew's schedules.

The custodial supervisor will contact the night crew concerning the crew’s status.

Snowstorms after Work:

The grounds supervisor will determine the snow removal needs of the campus and will call back
employees in accordance with the Call Back policy

Snowstorms occurring on Weekends and Holidays, (Scheduled School Closure)

Snow removal crews will respond per designated snow removal plans for weekend and holiday
closures. Project coordinators and/or shop supervisors will contact the affected employees to
inform them of their work status.

Gary Bowersock
Page 16
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Facilities Management Policy Manual
Outside
Employment
Revised
March
2013

Background and Purpose
As state public employees, CSM faculty and staff members have a fiduciary and statutory duty to
the people of the state of Colorado to adhere to ethical principles of conduct related to conflicts of
interest and conflicts of commitment. Outside employment can create an actual or perceived
conflict of interest or commitment. Accordingly, the employee’s external obligations, financial
interests, and activities must be conducted in a manner that does not create a conflict or interfere
with the employee’s primary obligation and commitment to CSM. This policy is consistent with,
and intended to augment, State Personnel Board Rule(s) 1-13 and 1-14 regarding outside
employment and conflicts of interest.

Outside Employment
It is intended that the employee’s state job is the employee’s principal employment. Employees
may engage in outside employment with advance written approval from the appointing authority.
The appointing authority shall base the decision to approve or deny the request on whether the
outside employment interferes with the performance of the CSM job or is inconsistent with the
interests of the school, including raising criticism or appearance of a conflict. Failure to seek and
obtain prior approval of outside employment may result in corrective or disciplinary action.


What is Outside Employment?
Outside employment is any non-Facilities Management employment, which an employee
engages in outside of their regular working hours. Contracting businesses are included in this
definition. Outside employment shall not be performed during CSM working hours or interfere
with FM call back requirements.

Conditions for Approval:
The employee must assure CSM management that the outside employment will not negatively
affect his or her CSM job responsibilities or create a conflict of interest or commitment. If these
other obligations negatively affect the employee’s attendance or work performance, violate State
personnel rules or CSM policies, Facilities Management reserves the right to withdraw its
approval.

Approval Procedures:
 Complete and submit a request form to your supervisor (see form below).
 The supervisor will make a written recommendation and will forward the request to the
division manager.
 If the division manager determines the request will not negatively impact the employee’s
responsibilities or create a conflict of interest or commitment, the division manager may
recommend approval of the request, or
 If the division manager determines the request will negatively affect the employee’s
responsibilities or create a conflict of interest or commitment, the division manager may
recommend denying the request.
 The Director of Facilities Management will make the final approval decision.

Existing Outside Employment
Any employee who is currently involved with outside employment will be required to complete a
request form. As long as the existing outside employment has not compromised any of the
above conditions, approval for continuing the employment will not be denied.

Failure to Request Approval
Failure to disclose outside employment, potential conflicts of interest, or commitment, or obtain
prior approval of outside employment will subject the employee to corrective or disciplinary
action.
Gary Bowersock
Page 17
10/14/2015




Outside Employment Request Form

Employee Name: _________________________________________


Type of business & description of work preformed: ____________________________
_______________________________-
_______________________________________________


Employee Signature: ______________________________________

I understand that if this outside employment creates a conflict of interest or commitment, or
negatively affects my performance on the CSM job this request and subsequent approval may be
withdrawn.

Supervisor Recommendation (please include your recommendation and rationale):

_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
____

To
Approve
____
Date_________
______________
Signature
To
Deny ____
Date____
______________
Signature
To
Withdraw
____
Date____
______________








Signature
__________________________
__________________________
Division manager Recommendation (please include your recommendation and rationale):

_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
____

To
Approve
____
Date_________
______________
Signature
To
Deny ____
Date____
______________
Signature
To
Withdraw
____
Date____
______________








Signature
Director Decision:

Approve _________________

Deny ______________

___________________________________
____________________

Director
of
Facilities
Management
Date

Gary Bowersock
Page 18
10/14/2015



Facilities Management Policy Manual
Uniform/ Blaster Card (ID card)
Revised October 2015
Background and Purpose
Facilities Management provides uniforms (shirts and smocks) for all trades and services,
supervisors and employees. These shirts serve the purposes of protecting each employee's own
clothing from damage and providing the campus community with general Facilities Management
employee recognition while presenting a professional image. Additionally, employees are issued
a Blaster Card (for school identification and electronic access purposes). This card permits the
holder to be identified as a bona fide school employee and, depending on the level of security
permitted, allows the employee to access multiple locked or secured areas of the campus.

Uniform Distribution
Facilities Management will provide each employee with five (5) shirts. Employees may select the
style of their choice from the established list. Shirts that are worn out or damaged in the course
of performing assigned duties will be replaced at Facilities Management’s cost. Obtaining a
replacement shirt that is worn out or damaged must be coordinated through the shop supervisor.
Shirt information and ordering will be handled through the Facilities Management main office.

Shirts that are lost or misplaced can be replaced at the employee’s costs. Employees may
purchase extra shirts in addition to the five that are issued.

Employee Obligation
Employees are required to wear their Facilities Management uniforms while on duty and to
maintain their own shirts/smocks. The garments must be in good repair and clean. Exceptions
to wearing the uniform can be approved by the supervisor. To obtain an exception, prior notice to
the supervisor is required. The notice must specify the exception requested and provide reasons
for requesting the exception. The supervisor will consider requests, but is under no obligation to
approve the request.

The employee is responsible to notify the supervisor if a shirt is in need of replacement. Shirts
will not be replaced unless approved by the supervisor.

Employees are required to wear and display their Blaster Card at all times except when the
external wearing or display of the Blaster Card creates a safety hazard, such as when operating
power equipment or when working outside or in wet conditions when a coat is being worn.

Failure to wear the required shirt, smock or display the Blaster Card in accordance with this
policy can result in corrective or disciplinary action.

Employees are required to return uniforms, school equipment, and safety clothing when they
terminate employment with the school. Employees who do not return these items at the time of
termination will be billed the replacement costs of the items.

Safety Clothing
Certain job functions may require safety or special application clothing, and it is the employee’s
responsibility to wear the appropriate safety gear. When a potential need for safety equipment is
identified, the decision to provide the safety equipment to individuals or make it part of the shop
equipment will be at the discretion of the supervisor and manager and will depend on an
identifiable need. If it is decided that safety or special application clothing is necessary, these will
be purchased and provided by Facilities Management. This will not apply to every employee, and
depending on the item, it may become part of that shop’s “tools”.
Example: Aprons, hard-hats, safety goggles, etc.


Facilities Management Policies Manual
Gary Bowersock
Page 19
10/14/2015



Protective Eyewear & Safety Glasses
Revised March 2013



Background and Purpose
Facilities Management provides safety eyewear for all employees whose jobs require these
items. By providing safety eyewear, each employee will have the eye protection necessary to
safely complete his or her tasks.

It is the shop supervisor’s responsibility to provide employees with access to eye protection as
appropriate to the work being performed. It is the employee’s responsibility to wear it! Side
shields must be included with safety glasses. Side shields must be worn whenever appropriate
for the task.

In most cases, Facilities Management will meet its obligation to provide protective eyewear by
providing either safety goggles or full-face shields (that may be worn over the employee’s
prescription eyewear if necessary).

Failure to wear protective eyewear or safety glasses in situations or on assignments that require
protective eyewear or safety glasses constitutes a serious safety violation and will subject the
employee to corrective or disciplinary action.

Prescription Safety Glasses

Certain work may require safety prescription glasses. Facilities Management will determine
when safety prescription glasses are required and, in these rare instances, will arrange to
purchase these for the affected employee(s).


Purchase of Prescription Safety Glasses
Facilities Management has created a standing contract with a safety glasses provider. This
vendor provides Facilities Management with a list of prescription safety glasses options for the
employee to chose from. Facilities Management will purchase the basic model. If the employee
would prefer the upgraded models, he/she may purchase the upgrade model by paying the
difference between the cost of the basic model and the cost of his or her desired model.

Under normal circumstances, Facilities Management will purchase one pair of prescription safety
glasses. Employees are responsible for providing their supervisor with a copy of their current
prescription. If the employee loses or misplaces his or her prescription safety eyewear,
replacement costs will be charged to the employee. Facilities Management will provide
replacement prescription safety glasses if they are damaged on the job or if the employee’s
prescription changes.

Ordering
All glasses must be ordered through the Facilities Management main office. Prior to turning in
the order, the employee’s supervisor must approve the request. The individual in the main office
responsible for glasses ordering and distribution will explain the fitting and acquisition process to
each approved employee.
Gary Bowersock
Page 20
10/14/2015




Facilities Management Policies Manual
Use of CSM Facilities Tools and Equipment Revised March 2013


Purpose:
The policy below is established to insure that Facilities Management tools and equipment are
used in accordance with their intended purposes and are available to and used by the
appropriate individuals during the course of their work.

Policy:
Facilities Management shops and office spaces, tools, materials and equipment, including
vehicles, computers, printers, and copy machines are to be used for School business only; they
are not for personal or commercial use by CSM employees. Similarly, individuals and
organizations that are not part of the CSM community may not use these items except in
connection with approved CSM sponsored activities, events or services.

This policy is not to be interpreted to preclude the carrying of and use of school equipment such
as cell phones, pagers, laptops, etc. off campus or after hours as long as such use is for Facilities
Management business. For example, certain FM employees are assigned school cell phones so
that in the event an emergency or unanticipated need arises, they can be in touch with FM, Public
Safety, or other personnel as needed to quickly and properly address the situation.

Note: Use of computing and networking resources shall follow CSM policies:
http://inside.mines.edu/POGO-Information-Technology
Gary Bowersock
Page 21
10/14/2015




Facilities Management Policies Manual
Facilities Management Asbestos Team Revised October 2015

Background and Purpose
Due to our occasional work in environments where asbestos may be present, our need to be
responsive to emergencies, and the prohibitive cost of hiring asbestos certified contractors to do
all maintenance work, it is necessary for Facilities Management to maintain an Asbestos Team.
Team members will participate in a Facilities Management incentive program. Training and
equipment will be supplied by the EH&S Department and Facilities Management.

Type of Work
The amount and type of work this team will be expected to accomplish is limited by established
abatement rules. Generally, the required abatement will be limited to only the necessary
maintenance or emergency repairs. Any work beyond the Asbestos Team’s legal abatement
capabilities will be accomplished through an abatement contractor, coordinated through the
EH&S Department.

Team Membership, Team Size, and Make Up
The Team will consist of between four (4) and seven (7) members. The minimum membership of
(4) will include at least one trades employee each from the HVAC, Electrical, Plumbing, and
Structural Trade shops.

Team Member Pool
Members of the Asbestos Team may volunteer or be selected from the eligible employee pool.
The pool of eligible employees includes those employees who have had a required respirator fit
test and passed a subsequent health exam. New members are required to attend 40 hours of
asbestos course training through the Environmental Health and Safety Department.

Individuals who fail either the respirator fit test or the health exam will not be eligible to participate
on the team.

Recertification is required annually as follows:
•. 8-hour asbestos refresher class annually
• Annual medical exam
• Annual respirator fit test

Team Member Obligation Period

Each member appointed to the Asbestos Team will be obligated to serve on the team for a
designated period of time (minimum period of 1 year). Team membership will rotate through
each shop’s eligible pool.

Incentive Program-Team Membership:

Each Team Member will receive a onetime base training incentive of $200.00 for successfully
completing the required training and examinations. This incentive will be paid in full for the
upcoming year of service.







Gary Bowersock
Page 22
10/14/2015




Participation Incentive Matrix

Years
Annual
Incentive Pay
Scale
(number of years in
program)
YR
1st

$ 200
2

$ 250
3

$ 300
4

$ 350
5

$ 400
6

$ 450
7

$ 500
8

$ 550
9

$ 600
10

$ 650



Participation credits will be carried and accumulated even if years of service are not consecutive.
The annual incentive payment caps at 10 years of service.

Gary Bowersock
Page 23
10/14/2015




Facilities Management Policies Manual
Use of CSM Vehicles
Revised March 2013


Purpose:
The intent of this policy is to define authorized use of CSM vehicles. The policy below is
established to insure that Facilities Management vehicles are used in accordance with their
intended purposes and are available to and used by the appropriate individuals during the course
of their work.

Policy:
CSM Vehicles shall be used only in connection with official university business or activities. They
shall not be used for personal or commercial use by CSM employees, including CSM students
and student employees. Similarly, individuals and organizations that are not part of the CSM
community may not use these vehicles.
Authorized users are responsible for the proper care, operation, maintenance, and protection of
the vehicle while in their care.
Employees who possess an appropriate, valid driver’s license and have attended the vehicle
safety training provided by Facilities Management may be authorized to operate CSM Vehicles.
No smoking is allowed in CSM Vehicles.
Fines or penalties for infractions of the law by the driver of a CSM vehicle are the personal
responsibility of the driver.
Safety issues for cellular phone use:
Employees are not permitted to use cell phones while operating motor vehicles or machinery of
any kind. In the case of an incoming business call while operating a motor vehicle, the employee
must safely pull off the roadway and come to a stop before accepting the call or allow voicemail
to accept the call, returning the message as soon as possible once reaching his or her
destination and/or the vehicle is stopped and safely off of the roadway.

Gary Bowersock
Page 24
10/14/2015




Facilities Management Policies Manual
E-Mail and Computer Use Policy

Revised March 2013


The following paragraph contained in the introduction to the CSM Electronic E-mail Policy. All
CSM employees are expected to follow this policy.
CSM provides E-mail services to support the academic, research, and administrative functions of
the institution. Employees must be mindful that use of E-mail is a privilege, not a right, and it
should be treated as such by all users. Employees are permitted to use E-mail in a prudent
manner for personal communications as long as such personal use does not interfere with the
employee's performance of his or her job responsibilities or the business use of E-mail by other
employees. Since confidentiality is not readily attainable when using E-mail and because many
E-mail communications are public records, employees should never use E-mail to send any
message that would be a source of embarrassment to the sender, to the recipient, or to CSM if
the message were to be seen by others.

In addition, all Facilities Management Employees are expected to familiarize themselves with
ALL CSM computing and networking policies, which can be found at the following web pages:
http://inside.mines.edu/POGO-Information-Technology
NOTE: Since many of the shops use common PC’s, please remember to log off the
computer when you complete your tasks.

Gary Bowersock
Page 25
10/14/2015





Facilities Management Policies Manual
Digging on Campus Policy

Revised October 2015



The purpose of this policy is to protect employees from unsafe excavating conditions on campus.
Before excavating any site on campus review the restricted site list in addition to completing a
Utility Notification Center of Colorado utility, locate ticket.


CSM Campus Restricted Excavation Sites

Building

Reason / Condition
Engineering Hall
Potential for isolated low-level radiation points, surrounding the entire
(1)
building.


Women’s Softball Field
Previously a temporary storage site for CSMRI demo debris. (Site is
(2)
scheduled for release in the future).





If you must dig in any of these restricted areas, contact your supervisor first to obtain Department
of EH&S clearance and management approval.

If at any time there is concern with a digging site, contact your supervisor and the Department of
EH&S prior to excavation.

Gary Bowersock
Page 26
10/14/2015




Facilities Management Policies Manual
Communication Device Policy
Revised April 2014
Purpose:
Provide a guideline for the use of both business and personal communication devices within the
Facilities Management (FM) Department.
Preface:
Cellular phones and /or smart phones have become common with many employees carrying a
personal device with them on a daily basis. Some positions may also be required to carry a
device as part of their roll and responsibilities of their position as outlined in their position within
FM and/or the Cell Phone Allowance Policy at http://inside.mines.edu/POGO-Information-
Technology.
Use of Cell Phones:
It is against Mines Fleet Policy for anyone to use a cell phone or smart phone while operating a
Mines vehicle or machinery of any kind. In the case of an incoming call, text or e-mail while
operating a vehicle or equipment the employee should allow the voicemail to accept the call and
retrieve the message as appropriate (personal or business related) later.
Employees that carry a personal device with them at work are asked to limit the use of their
device for personal business to authorized lunch and break times to avoid any interference with
their assigned work.
Business Use of Communication Devices (Cell Phones, Smart Phones, Pagers, Radios):
Many FM employees are required to carry a cell phone or smart phone when authorized or some
other communication device such as pager or radio with them while on shift in order for their
supervisor to maintain communication throughout their shift or in critical need cases for
emergency callbacks.
FM shall provide employees that are required to carry a communication device with them a cell
phone, smart phone, pager, or radio as deemed necessary by their division manager and/or
supervisor. When required to carry a device while on or off shift the employee is expected to
respond appropriately and safely as outlined within this policy and other Mines policies governing
the use of such devices.










Gary Bowersock
Page 27
10/14/2015




Facilities Management Policy Manual Approval:




________________________
____________________
Director of Facilities Management



Date

Gary Bowersock
Page 28
10/14/2015