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12 -9 -2011 <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 discrimination 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 rules 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 <br /> the first infraction is so serious that an oral warning may be insufficient. <br /> Page 32 of 51 <br /> Adopted , 2011 <br /> 71 <br />