This procedure defines the standards and guidelines for the acceptable use of lockers during an employee’s term of employment as well as establishes a procedure to outline when the employer will carry out a locker inspection.
This procedure applies to all Town of Oakville (town) employees including, but not limited to, full-time, part-time, students, volunteers, temporary and interns, who are assigned lockers at any town facility.
Town resource(s) must be used in compliance with applicable laws or regulations, professional standards, and corporate policies and procedures.
Employees in full-time and seasonal positions may be provided or assigned one locker by the town for the storage of uniforms, street clothes, and other personal items during their employment. Additional lockers may be granted at the discretion of management.
Management has the right to determine if lockers will be secured with town-owned locks or allow the use of personal locks.
The Town of Oakville is not responsible for any valuables or belongings left inside the lockers. This includes cell phones, jewelry, cash, etc.
Use of a locker by a person other than to whom it is assigned is prohibited.
Flammable material, dangerous chemicals, explosives or weapons of any kind are strictly prohibited inside the lockers. Food and perishables may not be stored inside lockers.
Items stored or displayed in lockers shall be in accordance with the Employee Code of Conduct and Respectful Conduct Policy and Procedure, and as such must be free from discrimination, harassment, sexual harassment, workplace conflict or any other material that could be deemed as inappropriate or offensive.
Employees are not permitted to modify lockers or affix anything to the interior or exterior of their lockers.
The town respects the personal privacy of its employees. The town endeavours to uphold such privacy but retains the right to inspect lockers in circumstances affecting business interests, including, but not limited to, loss prevention, safety, security, discrimination, harassment, and sexual harassment.
Should such circumstances arise, employees will be given notice, where possible, of the reason for the inspection or investigation, and the inspection process to be implemented, noted in the next section.
Employees are expected to cooperate with these procedures and may be subject to discipline, up to and including termination, where a reasonable request has been made under this procedure.
Inspections of lockers may be conducted where the town reasonably believes that such an inspection is necessary to prevent, impede or reduce the risk of, but not limited to, the following:
Every reasonable effort will be made to follow the steps of the inspection process, however, in the event of an emergency, the town reserves the right to inspect the locker without notice.
In the event the employee terminates his or her employment without notice, management or their designate shall empty the locker and take an inventory of the contents.
The contents of the locker will be made available to be picked up the day the employee’s last paycheque is made available. Items not picked up at that time will be handled in accordance with the town’s Lost and Found Procedure
Misuse of a locker may lead to termination of locker privileges. Users who fail to comply with this procedure and associated guidelines may be subject to disciplinary action up to and including dismissal, early termination of contract or other sanctions as applicable. Lockers are a privilege, not a requirement.
Personal items: privately owned items (such as clothing and jewelry) normally worn or carried on the person.
Procedure Number: A-BMG-002-002
Parent Policy: A-BMG-002
Sub-Section: Business Management
Author: Roads and Works Operations
Effective Date: 2019 Sep 23
Review by Date: 2024
Last Modified: 2019 Sep 23