Employment Policies

Drug-Alcohol Policy

The city has a Drug-Alcohol Policy that includes periodic random testing for affected classifications, as well as testing for reasonable suspicion and in accidents involving a city vehicle. A qualified and certified medical review officer assists the city in the administration of this Drug-Alcohol Policy. Employees who test positive are provided an opportunity for counseling by a certified Substance Abuse Professional. Second and later violations of this policy may result in discipline and/or termination. All new city employees are subject to drug / alcohol testing.

Americans with Disabilities Act (ADA)

It is city policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment. The city will reasonably accommodate qualified individuals with a temporary or long-term disability so that they can perform the essential functions of a job. Individuals applying for employment with the city who can be reasonably accommodated for a job, without undue hardship, will be given the same consideration for that position as any other applicant.

Anti-Harassment Policy

We expect all employees, including all supervisors and managers, to respect the feelings of fellow employees, and to treat fellow employees in a courteous and professional manner. The city will not tolerate any form of harassment of its employees. Harassment includes any hostile, intimidating, offensive, insulting or demeaning words or conduct.

Classification and Compensation The City Code provides for the creation of a Classification System. The job components of all classifications are evaluated periodically. Job classifications are placed on a salary scale based on the skills, knowledge, and abilities related to each classification. The city has a Pay-For-Performance Annual Evaluation System. The level of achievement and evaluation affects the percentage of annual increase for each employee's position. Employees are paid on a biweekly basis. Direct deposit of paychecks is available and encouraged.

Training & Employee Development

The Human Resources Office works with the various city departments to provide or coordinate needed training and/or employee development opportunities.

Labor Relations

A portion of city employees (in the Departments of Public Works and Community Services) are represented by the American Federation of State, County, and Municipal Employees (AFSCME). Union membership is voluntary for those employees who are covered by the Collective Bargaining Agreement.

EEO Policy 

The City of Bowie is committed to equal employment opportunities for all employees. The city recognizes and appreciates each employee's work and contribution to our success. We believe that our employees are entitled to be treated fairly and with respect. It is the city's policy to provide equal employment opportunities to all people, and prohibit discrimination of any kind against qualified employees or applicants without regard to race, color, nationality, ethnic or national origin, religion, sex, age, marital status, sexual orientation, veteran status or disability. The city is committed to equal employment for all and will not discriminate in any term or condition of employment. We will make reasonable accommodations upon request to ensure equal employment opportunities for qualified disable individuals, provided that such accommodation does not constitute an undue hardship on the city. A disable individual is qualified for a job if he or she can, with or without reasonable accommodation; perform the essential functions of his or her job.