Laserfiche WebLink
<br />Purpose <br />• <br />The purpose of this document is to communicate city policy regarding the deterrence <br />and investigation of suspected misconduct and dishonesty by employee and others, to <br />provide specific instructions regarding appropriate action in case of suspected <br />violations. <br />Definition of Misconduct and Dishonesty <br />For purpose of this policy, misconduct and dishonesty include but are not limited to: <br />a Acts which violate the City of La Porte Employee Policies handbook in <br />accordance with Section V. Paragraph 2 and 3 <br />® Theft or other misappropriation of assets, including assets of the city, our <br />citizens, suppliers or others with whom we have a business relationship <br />o Misstatement and other irregularities in the City of La Porte records, including the <br />intentional misstatement of the results of operations <br />® Wrongdoing <br />© Forgery or other alteration of documents <br />Fraud and other unlawful acts <br />o Any similar acts <br />® This Policy does not supersede other policies (i.e. credit card policy, travel policy <br />etc. ) <br />The City of La Porte specifically prohibits these and, any other illegal activities in the <br />actions of its employees, managers, executives, city council and others responsible for <br />carrying out the organization's activities. <br />Policy and Responsibilities <br />Reporting <br />It is the responsibility of every employee, supervisor, manager and executive to <br />immediately report suspected misconduct or dishonesty to their supervisor. <br />Supervisors, when made aware of such potential acts by subordinates, must <br />immediately report such acts to their supervisor. Any reprisal against any employee or <br />other reporting individual because the individual, in good faith, reported a violation is <br />strictly forbidden. <br />Due to the important yet sensitive nature of the suspected violations, effective <br />professional follow up is critical. Managers, while appropriately concerned about <br />"getting to the bottom" should not in any circumstances perform any investigative or <br />other follow up steps on their own. Concerned but uninformed managers represent <br />one of the greatest threats to proper incident handing. All relevant matters, <br />including suspected but unproved matters, should be referred immediately to those with <br />follow up responsibility. <br />Page 2 8/1 S/2005- <br />