Loading...
161.10. DISCIPLINE.
   (a)   If an employee's conduct falls below a desirable standard, they are subject to disciplinary action. Some examples of cause for discipline are:
      (1)   Failure to follow the orders of the supervisor or department head;
      (2)    Absence from work without permission;
      (3)    Being habitually absent or tardy;
      (4)    Failure to perform assigned work in an acceptable manner;
      (5)    Being wasteful of material, property or working time;
      (6)    Inability to get along with fellow employees so that work is hindered or not up to required standards;
      (7)    Failure to pay just debts;
      (8)    Violating the Drug and Alcohol Policy;
      (9)    Rudeness in dealing with the public;
      (10)    Conduct unbecoming an employee;
      (11)    Any act of dishonesty, theft or fraud;
      (12) Violating City Policy;
      (13)   Any criminal offense.
   Any disciplinary action which affects the pay or status of the employee, such as suspension from duty without pay, demotion in rank and salary and dismissal, shall be exercised only by the City Manager.
   (b)   The duty of maintaining discipline among the City employees shall rest primarily with the City Manager.
   (c)   An appeal shall be allowed from disciplinary action as provided in the Charter, Administrative Code and in this chapter, if requested by the non-bargaining unit employee affected.
(Ord. 2023-22. Passed 8-22-23.)
161.11 APPEALS PROCEDURE.
   (a)   In any case of reduction in pay or status, suspension for more than five (5) days or removal of a non-bargaining employee, the appointing authority shall furnish such employee with a copy of the order of reduction, suspension or removal, which order shall state the reason therefor. Such order shall also be filed with the Personnel Appeals Board.
   (b)   Within ten (10) days following the filing of such order with the Personnel Appeals Board, the non-bargaining employee may file an appeal, in writing with the Board. In the event such an appeal is filed, the Board shall forthwith notify the appointing authority and shall hear such appeal within thirty (30) days from and after its filing with the Board. The Personnel Appeals Board may affirm, disaffirm or modify the judgment of the appointing authority.
   (c)   In cases of removal or reduction in pay for disciplinary reasons, either the appointing authority or the non-bargaining employee may appeal from the decision of the Personnel Appeals Board to the Court of Common Pleas in accordance with the procedure provided by Ohio R.C. 119.12.
(Ord. 2023-22. Passed 8-22-23.)
161.12 LAYOFF AND REINSTATEMENT.
   (a)   Whenever there is lack of work or lack of funds requiring a reduction in the number of employees of the City, the City Manager shall determine the classes of employment in which such reduction shall be made and the number to be laid off. The employees to be laid off shall be determined by the department and division head based on length of service. Such determination shall be submitted to the City Manager for action.
   (b)   When the work or financial situation permits, those who have been laid off shall be called back to work by the City Manager according to their status on the re-employment eligibility list and placed on available work at the appropriate pay.
   (c)   Any person who previously worked as a regular full-time police officer or firefighter and who voluntarily terminated their service with the City, may be considered for rehiring as a probationary employee in their prior classification, within a three (3)-year period of the date of their voluntary termination, upon written recommendation of the department head or division head and with the approval of the City Manager. Rehiring under these circumstances may be done without a prior written competitive examination provided such person passes a medical examination as provided in Section 161.06(d).
(Ord. 2023-22. Passed 8-22-23.)
161.13 POLITICAL ACTIVITY.
   See Charter, Section 8.07.
(Ord. 2023-22. Passed 8-22-23.)