2025.12.15 CC Packet - Laserfiche WebLink

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: Page 10 • Speaking critically or making derogatory or false accusations so as to discredit other employees or Department Heads. • Removal of City money, merchandise, or property, including property in custody of the City without permission. • Lying to Department Heads in connection with your job. • Dishonesty, including intentionally giving false information, intentionally falsifying records or making false statements when applying for employment. • Divulging or misusing confidential information, including removal from City premises, without proper authorization, any employee lists, records, designs, drawings, or confidential information of any kind. • Accepting fees, gifts, or other valuable items in the performance of the employee's official duties for the City. • Inability or unwillingness to perform the assigned job. • Falsification of time records for payroll. • Abuse of paid leave privileges by reporting sick when not sick or obtaining paid leave falsely or under false pretenses. • The use of profanity or abusive language towards a fellow employee or member of the general public while performing official duties as a City employee. • Other misconduct or actions unbecoming the employee. Section 2.02 Attendance & Absence The operations and standards of service in the City of Hugo requires employees to be at work unless valid reasons warrant absence, or an employee has a position that has been approved by the City Administrator to work remotely. In order for a team to function efficiently and effectively, employees must fully understand the goals set for them and the time required to be on the job. Understanding attendance requirements is an essential function of every City position. Employees who are going to be absent from work are required to notify their supervisor as soon as possible in advance of the absence. In the event of an unexpected absence, employees should call their supervisor before the scheduled starting time, or as soon as practicable for an unexpected absence, and keep in mind the following procedures: a. If the supervisor is not available at the time, the employee should leave a message with a telephone number where they can be reached and/or contact any other individual who was designated by the supervisor. b. Depending on the absence, failure to use the established reporting process may be grounds for disciplinary action.