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<br />. <br /> <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 /> <br />. <br /> <br />Gross negligence or willful conduct causing damage and/or abuse of <br />City property. <br /> <br />. <br /> <br />Absence from work for two (2) consecutive days without notice to <br />supemsor. <br /> <br />. <br /> <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 /> <br />. <br /> <br />Theft of public property, pilferage or other unauthorized taking of <br />public property from a public premises for private use; <br /> <br />. <br /> <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 /> <br />. <br /> <br />Sexual, racial, or unethical harassment or discrimination of any City <br />employee or member of the public; <br /> <br />. <br /> <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 /> <br />In addition, disciplinary action may be taken for reasons specifically defined by <br />department rules other than those listed herein. <br /> <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 /> <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 /> <br />B) Written Warning: A written warning shall normally state the reason for the <br />warning along with a description of the events/problems that led to the <br />warning. It shall normally describe actions taken by the supervisor to correct <br />the problem, if applicable, including any timetable or goals set for <br />improvement. It will indicate further disciplinary action that could result if <br />the problem continues or if related problems occur. <br /> <br />/o~ <br />