09-15-1997 WS - Laserfiche WebLink

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POLICY: DISCIPLINE • Approved By: City Code Section: 1.10 Revision History: 1988, 1997 Disciplinary action for just cause may be handled as deemed appropriate by the City. This policy does not apply to new probationary employees. New probationary employees may be disciplined, at any time, for any reason which does not violate the law, subject to the rights of veteran's. The objective of this policy is to establish a standard disciplinary process for employees of the City of Mounds View. This policy encourages a positive, problem solving approach to discipline. The focus is on correcting unacceptable behavior, encouraging good performance, and not on punishment as an end in itself. Progressive discipline is a sequence of increasingly serious actions taken in response to inappropriate employee behavior. These actions must incorporate the principles of: Eaual Employment Opportunity: Discipline may not result in discrimination based on race, color, creed, religion, national origin, sex, marital status, sexual orientation or identity, disability, age status with regard to public assistance or veterans status. Just Cause: • The punishment must fit the infraction. Due Process: The employee must be informed of actions to be taken and why; the employee must be given the opportunity to respond or challenge the actions and to explain their behavior. Just Cause: The following list contains examples of conduct which may constitute cause for discipline, suspension or discharge. As it is impossible to predict every situation, this list should not be construed as limiting in any way the potential causes for discipline. 1. Incompetence or inefficiency in the performance of his/her duties. 2. Sleeping or inattention on the job. 3. Dishonesty in the performance of duties. 4. Carelessness and/or negligence in the handling or control of municipal property or property entrusted to the employee by the City. 5. Theft or intentional destruction of City property or another employee's property. 6. Failure to comply with safety rules, regulations and/or City safety procedures. 7. Deliberate or careless conduct endangering the safety of other employees, including the provoking of or instigating a fight during working time or on the City premises. 8. Sexual harassment or other offensive behavior. 9. Absenteeism. 10. Providing false or misleading information on an application form, cheating on an examination, falsifying a statement, certificate, or evaluation. • 11. Intentional falsification of personnel records, time sheets or other City records or reports. 12. Violation of or fraud regarding the provisions of this handbook.