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<br />Working Hours: The hearing and presentation of grievances shall be accomplished <br />during ordinary working hours when consistent with Employee duties and <br />responsibilities. An aggrieved Employee shall be allowed a reasonable amount of <br />time, without loss of pay, to present evidence concerning his/her grievance. <br /> <br />17. DISCIPLINE <br /> <br />17.1 Objective <br />Supervisory Responsibility: Supervisors are responsible for maintauung <br />compliance with City standards of Employee conduct. The City reserves the right to <br />use discretion and to deviate from this policy. <br /> <br />Employee Responsibility: City Employees are expected to fulfill their duties and <br />responsibilities at the level required, including observance of work rules and <br />standards of conduct. Failure to do so may result in disciplinary action. <br /> <br />Non-Discrimination: Discipline will be administered in a non-discriminatory <br />manner. The supervisor will normally investigate any allegation on which <br />disciplinary action might be based before any disciplinary action is taken. <br /> <br />17.2 Process <br /> <br />The City recognizes its continuing responsibility to develop and administer rules and <br />disciplinary measures in a fair and consistent manner. The City will issue discipline <br />at a level within its discretion for the act/inaction in question along with other <br />factors that it deems relevant. Without limiting its right to issue discipline in other <br />areas, an adequate reason for issuing a disciplinary action shall include but not be <br />limited to each of the following kinds of conduct: <br /> <br />. <br /> <br />Incompetence or inefficiency in the performance of duties; <br /> <br />. <br /> <br />Failure to produce the quality of work and/ or the quantity of work <br />the position or classification requires; <br /> <br />. <br /> <br />Wanton carelessness or negligence in the performance of duty; <br /> <br />. <br /> <br />Offensive treatment of fellow employees or other persons; <br /> <br />. <br /> <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 />supemsor. <br /> <br />. <br /> <br />Violation of the provisions of these Personnel Policies; <br /> <br />. <br /> <br />Violating the Data Privacy rights of any employee, client, or member <br />of the public; <br /> <br />/~ <br />