Human Resources

​Our Culture

Want to know more about what it's like to work here? The philosophies and statements below describe what we are about.

Diversity Philosophy

We believe that diversity contributes to our performance, the services we provide, the communities in which we live and work, and the lives of our employees and customers. 

By promoting an inclusive environment where everyone respects individuals and values the contributions of people of different backgrounds, experiences, and perspectives, we can enrich and strengthen the quality of the products and services we deliver.

Non-discrimination Statement

No employee or applicant for employment shall suffer discrimination because of race, religion, color, sex, national origin, sexual orientation, age, disability, political affiliation, or on the basis of actual or perceived gender as expressed through dress, appearance or behavior.

Code of Ethics

Principle 1 - We will treat all people with respect, fairness, and courtesy.

Principle 2 - We will be honest and will neither solicit nor accept anything of value that may influence or be perceived as influencing the performance of official duties.

Principle 3 - We will be good stewards of the people’s money, giving a full day’s work for a full day’s pay, and using city vehicles, equipment, supplies or property only for city work and as authorized by city policy.

Principle 4 - We will respect all of our elected representatives and faithfully carry out their policies and we will conduct ourselves as non-partisan professionals, keeping politics out of the workplace.

Principle 5 - We will protect and enhance the reputation of the city of Charlotte and our co-workers by what we do and say.

The Code of Ethics provides the essential expectations for us all. Additional guidance for employee conduct can be found in other city policies, as well as departmental policies and general orders. 

Social Media

The Code of Ethics does not make a distinction based on social media. The Code of Ethics should be followed whether using social media, written documents, in physical behavior, spoken interaction, or other behavior. The key factor is whether an employee’s actions – whatever they may be – are consistent with the Code of Ethics and do not impair the ability of the employee to do his/her work or hurt the city’s reputation and its ability to perform city services.

One very important point to remember about social media and other forms of electronic communication is that there is really no such thing as private communication. Once a communication is transmitted electronically to anyone, it can be made available to everyone in an instant. 

Like email, the extent of exposure on social media can significantly increase the negative impact of an ethical violation. City employees should use sound judgment in communicating anything electronically that could be perceived as an embarrassment to oneself or the city of Charlotte. 

It is recognized that city employees have First Amendment rights to engage in protected speech on matters of public concern. However, those rights do not include speech that: impairs discipline by superiors or harmony among co-workers; has a detrimental impact on close working relationships where personal loyalty and confidence is necessary; interferes with the city’s function or delivery/performance of city services; or affects the ability of the employee to effectively perform his/her job in the future.

Ethical Violations

The expectation is that we hold ourselves to the highest ethical standards.  This does not mean, however, that no one will ever make a mistake.  

There has been a misperception that any violation of the social media policy will result in the dismissal of an employee, a so-called “zero tolerance” policy. While it is the expectation that employees will always conduct themselves consistent with the Code of Ethics, actions taken when violations occur rest on work-related factors such as: 

Does the infraction affect the ability of the employee to do his/her work? 

Does the infraction affect the City’s reputation and its ability to carry out its mission?

All violations of the Code of Ethics will be evaluated individually, considering the severity of the violation, the context within which the violation occurred, the impact on the ability of the employee to do his/her work, and the impact on the city’s reputation and its ability to effectively perform city services. Again, these are the standards that will be used whether a violation involves social media or not.