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O-2009-3129 approving updated Employee Policy Handbook
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O-2009-3129 approving updated Employee Policy Handbook
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Last modified
7/5/2019 4:26:19 PM
Creation date
4/2/2009 12:12:26 PM
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Legislative Records
Legislative Type
Ordinance
Date
3/23/2009
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CHAPTER FIVE <br />DISCIPLINE PROCESS <br />5.01 General Provisions <br />It is an objective of the City of La Porte to maintain an effective and productive work force in <br />order to deliver quality services. Each employee is responsible for performing their job in a <br />safe, productive and effective way and within the instructions and standards established by their <br />supervisor. In addition, employees are expected to maintain acceptable standards of conduct in <br />their employment. Supervisors are charged with assisting employees in correcting <br />unsatisfactory performance and unsatisfactory conduct through disciplinary procedures up to <br />and including termination. <br />When taking disciplinary action, the City will adhere to the following general guidelines: <br />Employees will be treated fairly and equitable. Action will be taken in an objective and <br />professional manner and shall not be based on the personal feelings of the individual <br />administering the disciplinary action. <br />The decision to take disciplinary action shall be based on a careful assessment of the <br />circumstances of each case. Factors to consider in the assessment are the prior <br />disciplinary record of the employee, and the potential effect of the violation on other <br />personnel and/or the City organization. <br />• All disciplinary action shall be documented and forwarded to the employee's personnel <br />file. <br />5.02 Basis for Disciplinary Action <br />The City shall consider the following as constituting a basis for disciplinary action up to and <br />including discharge. This list is not all-inclusive and is not intended to be limited to the following: <br />1. Misconduct <br />2. Illegal, unethical, abusive, or unsafe acts <br />3. Violation of any portion of the personnel policies <br />4. Violation of other City department rules and/or regulations <br />5. Absenteeism and/or repeated tardiness <br />6. Insubordination <br />7. Work performance inefficiency <br />8. Abuse of leaves provided <br />9. Falsification of official documents or records <br />10. Being under the influence or use of drugs or alcohol while on duty <br />11. Unauthorized use of City records, material, or equipment <br />12. Moral Turpitude <br />34 <br />
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