(A) All employees are expected to exercise good judgment, loyalty, common sense, dedication and courtesy in the performance of their duties. The primary mission of every employee is to provide courteous, orderly, efficient and economic delivery of services to the citizens of the city.
(B) Acts, errors or omissions which discredit the public service or impair the provision of orderly services to the citizens of the city may result in discipline, including termination.
(C) The City Manager or department head, as appropriate, has full discretion and authority to impose disciplinary action in accordance with city policy and the circumstances of the particular case.
(D) The following are examples of the types of behavior which may result in discipline:
(1) Drinking alcohol or the abuse of non-prescription or prescription drugs or other controlled substances on the job, or arriving on the job or being at work while in possession of alcohol, drugs or other controlled substances, or with alcohol or drugs in the employee’s system;
(2) Violation of a lawful duty;
(3) Insubordination;
(4) Absence from work without first notifying and securing permission from the supervisor;
(5) Excessive absence or tardiness for any reason;
(6) Unsatisfactory job performance, as determined by the city;
(7) Conviction of a felony or a misdemeanor involving moral turpitude;
(8) Acceptance of fees, gratuities or other valuable items in the performance of the employee’s official duties for the city;
(9) Inability, refusal or failure to perform the duties of the assigned job; and
(10) Violation of duties or rules imposed by this manual, or by any other city rule, regulation or administrative order.
(E) This list is not all-inclusive, but only serves as a general guide. The city may discipline or terminate employees for other reasons not stated above. In the event that discipline is necessary, the following types of disciplinary actions may be used, depending on the particular situation:
(1) Oral warning. An oral warning is a counseling session between the employee’s supervisor and the employee on the subject of the employee’s conduct and performance, or their failure to observe a rule, regulation or administrative instruction. It is intended to increase an employee’s efficiency and value to the city by changing the employee’s conduct, attitude, habits or work methods. Following the counseling session the supervisor shall document the oral warning.
(2) Reprimand. A reprimand is a formal written disciplinary action for misconduct, inadequate performance or repeated lesser infractions. Written reprimands are placed in the employee’s personnel file.
(3) Suspension. A suspension is a temporary, unpaid absence from duty which may be imposed as a penalty for significant misconduct or repeated lesser infractions. A suspension is a severe disciplinary action which is made part of the employee’s permanent record.
(4) Discharge. Depending upon all of the relevant circumstances, including the nature of the conduct, and the employee’s general record, an employee may be discharged for a single act of misconduct.
(F) Suspensions with pay, where the employee is placed on administrative leave, may be utilized by the City Manager pending the results of an investigation or disciplinary action where the City Manager determines that factors such as public confidence, the safety of the employee or the efficient functioning of the city call for such a suspension.
(Ord. 2619, passed 7-8-2003)