09-15-1997 WS - Laserfiche WebLink

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13. Soliciting political contributions from municipal employees, and engaging in political activities on or with City property and/or on City time. 14. Conduct impairing the efficiency of the City. 15. Conviction of a criminal offense. 16. Violation of any lawful or official work rule, regulation or City Ordinance. 17. Immoral or indecent conduct while on duty. 18. Reporting for work and/or working while under the influence of alcohol, drugs, or other controlled substances; and/or any violations of the Drug &Alcohol Testing Policy. 19. The use of offensive conduct or language toward the public, municipal officers or employees. 20. Inducing or attempting to induce a person, officer or employee of the City to commit an unlawful act or to act in violation of any lawful and reasonable official regulation or order. 21. Failure to report to work, refusal to work as assigned and directed, or insubordination, unless such instructions are injurious to the employee's safety or health. 22. Acceptance of a gift under circumstances from which it could be inferred that the giver expected or hoped for preferred or favorable treatment in the conduct of City business. 23. Use of Sick Leave for reasons other than those provided in Sick Leave Section. 24. Other behavior which the City deems to be irreconcilable with the City's best interests. The above list is not exclusive and is intended merely as illustrations and examples of behavior warranting discipline up to and including termination. PROGRESSIVE DISCIPLINE STEPS SThe following sequence of actions is the normal course of progressive discipline. These steps need not be followed in the case of dishonesty, gross insubordination, recklessness resulting in serious injury or property damage, a major violation of work rules, blatant sexual harassment or whenever it is judged that the behavior exhibited justifies immediate suspension or termination. At every step the employee is given an opportunity to explain their behavior. Step 1 Oral Warning Step 2 Written Warning Step 3 Suspension Step 4 Termination Oral Warning Supervisors, in consultation with the Department Head, have the authority to impose oral warnings without prior approval of the City Administrator. An oral warning should include the following: 1. An explanation of the nature of the violation and the behavior or results expected. 2. The consequences of a repeat violation or continuing inappropriate behavior. 3. The employee's response to the oral reprimand. 4. An explanation of the City's grievance procedure. 5. A record of the conversation should be made by the Supervisor for future reference. A copy of the "Record of Oral Warning" should be used. 6. Forward the completed form to the Human Resource Representative. SWritten Warning Supervisors, in consultation with the Department Head, have the authority to impose written