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12,9-2011 o.iaesa:09.09 <br />• Willful violation of any lawful regulation or order, or failure to obey <br />any lawful and reasonable directions given by the Employee's <br />supervisor. <br />• Violation of the provisions of these Personnel Policies; <br />• Violating the Data Privacy rights of any employee, client, or member <br />of the public; <br />• Conviction of a felony or gross misdemeanor or of a misdemeanor <br />involving moral turpitude which affects the performance of assigned <br />responsibilities; <br />• Gross negligence or willful conduct causing damage and /or abuse of <br />City property. <br />• Absence from work for two (2) consecutive days without notice to <br />supervisor. <br />• Drinking alcoholic beverages during work hours, intoxicated while at <br />work, or consuming or being under the influence of any controlled <br />substance unless prescribed by a physician while at work; <br />• Theft of public property, pilferage or other unauthorized taking of <br />public property from a public premises for private use; <br />• Carrying or otherwise possessing a firearm or other dangerous <br />weapon at the workplace. Licensed peace officers who carry a gun <br />for work purposes are exempt from this provision; <br />• Sexual racial, or unethical harassment or dis of any City <br />employee or member of the public; <br />• Acting in a manner not here and above specified which tends to <br />lower discipline or morale within the City or that adversely affects the <br />rendering of prompt, courteous and efficient service by the City and <br />its employees to the public. <br />In addition, disciplinary action may be taken for reasons specifically defined by <br />department roles other than those listed herein. <br />Discipline may take one of the following forms and may be applied progressively as <br />noted below or based on the City s decision. Discipline except dismissal may be <br />implemented by the City Administrator, subject to appeal to the City Council in <br />accordance with the grievance procedure contained in this Personnel Policy. <br />A) Oral Warning. Oral warning should normally be given for the first <br />infraction to clarify expectations and put the Employee on notice that the <br />performance or specific behaviors need to change. There may be time when Delatad:12.09 2009 <br />the first infraction is so serous that an otIwami aybelisuffideiii: "" <br />Page 32 of 51 <br />Adopted .2011 <br />