[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.
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.
[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.