1979-09-19 Regular Meeting - Laserfiche WebLink

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i • CHAPTER 10 DISCIPLINE, APPEALS, AND GRIEVANCES Section 1. Grounds for Disciplinary Action The City Administrator or designee thereof may take dis- ciplinary action against an employee for just cause. Just cause shall be related to the duties involved and shall include but not be limited to illegal, unethical, abusive, or unsafe acts; violation of City rules, regulations, policies, ,or procedures; insubordination; inefficiency; neglect or abandonment of duties; participation in prohibited political activity or solicitation; abuse of illness, injury, disability, or other benefits; tardi- ness or absence without leave; falsification of official docu- ments or records; using or being. under the influence of drugs or intoxicating beverages while on duty; waste, damage, or un- authorized use of City property or supplies; unauthorized use or disclosure of official information; and unauthorized or im- proper use of official authority. Section 2. Types of Disciplinary Action • Formal disciplinary action taken shall be consistent with the nature of the deficiency or infraction involved and the record of the employee. Formal disciplinary action shall include written reprimand, suspension, reduction in pay, demotion, and dismissal. Any of the foregoing types of formal disciplinary action may be invoked for a particular deficiency or infraction, depending upon the exact circumstances. An employee may be formally advised at any time that he or she may be dismissed or otherwise disciplined for further unsatisfactory performance and/or conduct. Nothing herein shall prohibit the administration of informal disciplinary action, such as oral reprimands, for just cause. Section 3. Written Reprimand In the interest of good discipline, an employee may be reprimanded in writing. The written reprimand shall describe the deficiency or infraction involved and shall state the likely consequences of further unsatisfactory performance and/or con- duct. A copy of the reprimand shall be kept in the employee's official personnel file. • 23