[Ord. No. 1713 §§I — II, 12-17-2012]
A.
It
shall be the duty of all City employees to comply with and to assist
in carrying into effect the provisions of the City's personnel rules
and regulations. All discipline shall be in accordance with procedures
established by the personnel rules and regulations.
B.
Employee's And Supervisor's Responsibilities.
1.
It is the duty of every employee to attempt to correct any faults
in their performance when called to their attention and to make every
effort to avoid conflict with the City's rules and regulations.
2.
It is the duty of every supervisor to discuss improper or inadequate
performance with the employee in order to correct the deficiencies
and to avoid the need to exercise disciplinary action.
[Ord. No. 1713 §§I — II, 12-17-2012]
B.
Grounds For Action. The following are examples of actions
which may be grounds for warning, demotion, suspension or termination
of any full-time or regular employees:
1.
Conviction, plea of guilty or finding of guilty of a felony;
2.
Acts of incompetency;
3.
Absence without leave;
4.
Acts of insubordination;
5.
Intentional failure or refusal to carry out instructions;
6.
Misappropriation, destruction, theft or conversion of City property;
7.
Employee subsequently becomes physically or mentally unfit for the
performance of their duties;
8.
Acts of misconduct while on duty;
9.
Willful disregard of orders;
10.
Habitual tardiness and/or absenteeism;
11.
Falsification of any information required by the City;
12.
Failure to promptly report accidents, personal injuries or damage
to City equipment;
13.
Negect or carelessness resulting in damage to City property or equipment;
14.
Conviction, plea of guilty or a finding of guilty of a misdemeanor,
ordinance violation or traffic charges depending on the nature, frequency
or severity of the offense;
15.
Introduction, possession or use on City property or in City equipment
of illicit drugs, intoxicating liquors, or proceeding to or from work
under influence of same;
16.
Inappropriate conduct or treatment of the public;
17.
Sexual harassment;
18.
Acts of discrimination on the basis of age, race, gender, religion
or disabilities;
19.
Willful disregard to City approved individual department standard
operating guidelines or procedures.
|
|
This is not intended to be an all-inclusive list. Other actions
which could constitute grounds for disciplinary action may be reviewed
by the City Administrator as deemed necessary.
|
C.
Employee Notice. A written notice shall be given to each
employee stating the reasons for the disciplinary action and the date
it is to take effect. The notice is to be given to the employee at
the time such disciplinary action is taken, and in any event not later
than three (3) working days from date of the disciplinary action.
A copy of notice signed by the employee and placed in the employee's
file shall serve as prima facie evidence of delivery, or in lieu thereof
a signed statement by the City Administrator that the employee refused
to sign said notice.
The written notice may be initiated by the City Administrator
or the employee's department head with the City Administrator having
prior knowledge of the action.
[Ord. No. 1713 §§I — II, 12-17-2012]
A.
Probationary Employees. Any probationary employee may be
suspended, reduced in pay or class, or terminated at any time by the
Mayor and/or City Administrator. Probationary, temporary, seasonal,
or part-time employees shall not have the right of appeal from such
action.
B.
Full-Time Or Regular Employees. All full-time or regular
employees holding positions in the service of the City may be suspended
for a period of not more than thirty (30) working days, reduced in
pay or class, or terminated by the Mayor and/or City Administrator.
C.
Right Of Appeal. An employee may, within ten (10) days of
the notification, appeal in writing to the City Clerk for a hearing
before the Board of Aldermen which shall be conducted in an informal
manner with the City and employee being allowed to have witnesses
present and the employee having the right to counsel, at their own
expense, if desired. The hearing shall be closed for the employee's
privacy unless the employee requests the hearing be open, which, in
either case, the matter will be placed on a meeting agenda.
D.
Decision Of The Board Of Aldermen. Upon hearing the appeal,
the Board shall immediately thereafter decide by a majority vote to
either uphold or set aside the termination decision. If there be a
tie vote, the decision to terminate shall stand.
