[Ord. No. 7328 §1, 8-28-2006]
A. Generally. The Mayor or a department head may lay off an
employee when he/she deems it necessary by reason of shortage of work
or funds or other material change in the duties or organization. The
duties performed by an employee laid off may be reassigned to other
employees already working. No regular employee shall be laid off while
another person is employed on a probationary or temporary basis in
the same class in that department, and no probationary employee shall
be laid off while another person is employed on a temporary basis
in the same class in that department.
B. Order Of Layoff. Order of layoff shall be determined mainly
by length of service, ability and performance records.
[Ord. No. 7328 §1, 8-28-2006]
A. Oral
and written warnings with reasonable time for improvement and subsequent
review may precede more severe discipline whenever, in the judgment
of the supervisor or department head, an infraction is minor and readily
correctable.
B. When
an oral warning is given, the supervisor should explain the infraction
to the employee and indicate corrective measures. The supervisor should
inform the employee that his/her conduct must improve or face more
severe disciplinary action. The employee is required to sign an acknowledgment
that the oral warning took place. A record of this warning will be
placed in the employee's personnel file and the employee will receive
a copy.
C. A written
warning may be used for more serious infractions or in cases where
the same rule has been broken. The supervisor should state, in writing,
the nature of the infraction leading to the disciplinary action. The
warning may also include what improvement is expected, the time limit
for this improvement to occur and consequences if the improvement
goal is not met. The employee must read the reprimand and sign the
warning. Failure to sign the warning to acknowledge receipt shall
be grounds for additional disciplinary action. One (1) copy of the
warning will be placed in the employee's personnel file and one (1)
copy will be given to the employee.
[Ord. No. 7328 §1, 8-28-2006]
A. A department
head, including interim or acting department head, or the Mayor or
his/her authorized designee has the authority to suspend, demote,
reinstate probation or terminate the services of any employee because
of:
1. A reduction in force due to the lack of funds or curtailment of work.
2. Misconduct, poor performance, lack of ability to safely perform essential
functions, violation of established regulations, procedures or expectations
(written or otherwise), including but not limited to:
a. Obtaining materials or leave time based on misrepresentation; dishonesty;
stealing; or any criminal act.
b. Conviction of a felony or of a misdemeanor involving moral turpitude.
c. Abusive, harassing or improper treatment of a citizen, prisoner;
or other individual in the community or on the City payroll.
d. Violation of any lawful and reasonable departmental or City rule,
regulation or directive.
e. Destruction or loss of City property.
f. Absence from duty without permission, proper notice or satisfactory
reason.
g. Falsifying reports or records.
h. Insubordination, non-compliance with rules, policies, assignments
or procedures.
i. Possessing, using or being under the influence of narcotics, other
mind-influencing substances or alcohol on the job or engaging in any
violation of the City's policy against substance abuse.
j. Incompetence, ineffectiveness, poor performance, inefficiency or
wastefulness in the performance of assigned duties.
k. Disregard for safety policies or procedures.
l. Engaging in personal business/other employment while on duty, using
City vehicles or equipment for personal use except as such use may
be specifically authorized.
m. An unsatisfactory attendance record.
n. Gambling on City property.
o. Theft or unauthorized use or removal of City or employee property.
p. Unauthorized possession or use of a dangerous weapon. A dangerous
weapon shall include, but not be limited to, handguns, firearms, explosives,
knives, simulated firearms operated by gas or compressed air, slingshots,
sand clubs, metal knuckles, dangerous chemicals and other weapons
further defined by Missouri Statute and/or City ordinance. Unauthorized
possession or use of a dangerous weapon shall include specifically
the wearing, transporting, storing, using, brandishing or carrying
of a dangerous weapon of any type, concealed or unconcealed, upon
the property of the City, regardless of whether the employee is licensed
to carry the dangerous weapon. Unauthorized possession or use also
includes carrying a dangerous weapon of any type outside of the City's
property while acting within the course of employment, regardless
of whether the employee is licensed to carry the weapon. Employees
may not carry any dangerous weapon while performing any task on behalf
of the City or while attending any function on behalf of the City.
No dangerous weapon shall be allowed on or within any City owned vehicle
or personal vehicle being used to conduct any business on behalf of
the City. This prohibition against unauthorized possession or use
of dangerous weapons is not applicable to the use or possession of
weapons by law enforcement personnel in accordance with the policies,
procedures and directives of the City's Police Department or the use
or possession of an object which may be a dangerous weapon, such as
a knife or dangerous chemical, incident to performance of duties in
the course and scope of an employee's employment with the City.
q. Threatening or coercing employees or supervisors.
r. Reasonable suspicion of the commission of a criminal act occurring
on or off the job which relates to job performance or of such a nature
that continuation of employment in the assigned position could affect
job performance or could constitute negligence in regard to the City's
duty to the public.
s. Reasonable suspicion of engaging in dishonest or immoral conduct
on or off the job that undermines the effectiveness of the City's
activities or affects relations with other City employees or residents.
t. Using public employment for private gain.
u. Failure or refusal to perform an assigned task.
v. Any conduct which involves harassment or discrimination under any
State or Federal law or which constitutes inappropriate conduct under
the City's Equal Employment Opportunity, Anti-Harassment and Non-Discrimination
Policy.
w. Inability to perform all essential job functions, with or without
reasonable accommodation, or inability to safely perform all essential
job functions, consistent with all Federal and State requirements
under applicable disability discrimination laws.
x. Unauthorized disclosure of confidential information or protected
health information.
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The above are examples only of grounds for severe disciplinary
action and are not intended to be all inclusive. In addition, such
provisions apply only to classified, permanent, full-time employees
who are not serving any type of probationary period. All other employees
are employed at will and may be terminated at any time for any reason,
with or without prior notice.
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[Ord. No. 7328 §1, 8-28-2006]
The Personnel Officer shall take steps to verify reasons for
any resignations. Exit interviews shall be conducted of all resignees
and layoffs by the Personnel Officer.