Basis for Disciplinary Action. Disciplinary action, up to and including termination of employment may be taken against any employee for unsatisfactory performance or for misconduct including, but are not limited to, the following:
1. Absence without leave.
2. Misfeasance, malfeasance, nonfeasance or neglect of duty.
Basis for Disciplinary Action. The tenure of every City employee shall be based on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action, which. shall be commensurate with the seriousness of the offense and with consideration of the employee’s prior performance record. Disciplinary action shall be based upon any of the following grounds:
a. Fraud in securing employment or making a materially false statement on an application for employment or on any supporting documents furnished with or made a part of any application.
b. Incompetency such as failure to comply with the minimum standards for an employee's position for a significant period of time.
c. Neglect of duty, such as failure to perform the duties required of an employee's position.
d. Willful disobedience and insubordination such as a willful failure to submit to duly appointed and acting supervision or to conform to duly established orders or directions of persons in a supervisory position.
e. Dishonesty involving employment.
f. Being under the influence of alcohol or intoxicating drugs while on duty without a prescription.
g. Abuse of alcoholic beverages, narcotics or any habit forming drug, in violation of the City’s drug testing policy.
h. Inexcusable absence without leave.
i. Conviction of a felony or conviction of a misdemeanor involving moral turpitude. A plea or verdict of guilty, or a conviction following a plea of nolo contendere, to a charge of a felony or any offense involving moral turpitude is deemed to be a conviction within the meaning of this section.
j. Discourteous treatment of the public.
k. Improper or unauthorized use of City property.
l. Violation of the rules and regulations of any department.
m. Any act of conduct undertaken which, either during or outside of duty hours, is of such a nature that it causes discredit to fall upon the City, the employee's department or division.
n. Failure to maintain proper conduct during working hours causing discredit to the employee's department or division.
o. Abuse of sick leave.
p. Inattention to duty, tardiness, indolence, carelessness or negligence in the care and handling of City property.
q. Outside employment which conflicts with the employee's position and is not specifically authorized by the department head.
r. Acceptance from any source of any emolument, reward, gift or other form of remuneration in addition to the employee's regular compensation, as a personal benefit...
Basis for Disciplinary Action. An Employer may discipline an Employee for performance, which continues to be unsatisfactory after the Employee has been given a reasonable opportunity to correct it as provided in this Article.
Basis for Disciplinary Action. Discipline shall be taken only for just cause and shall follow the principles of progressive discipline.
Basis for Disciplinary Action. The tenure of every City employee shall be based on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action, which shall be commensurate with the seriousness of the offense and with consideration of the employee's prior performance record. Disciplinary action shall be based upon any of the following grounds:
A. Fraud in securing employment or making a materially false statement on an application for employment or on any supporting documents furnished with or made a part of any application.
B. Incompetence such as failure to comply with the minimum standards for an employee's position for a significant period of time.
Basis for Disciplinary Action. The tenure and status of every unit employee is conditioned on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action. Disciplinary action may, in addition to the causes set forth in the Personnel Manual, be based upon any of the following grounds: failure to fully perform required duties, abuse of employer policies or rules, unexcused absences, misuse or abuse of District property or equipment, and commission of other acts which are incompatible with service to the public.
Basis for Disciplinary Action. The tenure and status of every unit employee is conditioned on reasonable standards of personal conduct and job performance. Failure to meet such reasonable standards shall be considered just cause for appropriate disciplinary action. Disciplinary action shall be for just cause and may be based upon any of the following grounds as reasonably determined: failure to fully perform required duties, insubordination, violation of the employer’s written policies or rules, unexcused absences, misuse or abuse of employer property or equipment, substandard job performance, or commission of a felony or other crime involving moral turpitude.
Basis for Disciplinary Action. Management is responsible for investigating and evaluating allegations of employee misconduct or work deficiency. Any decision to take disciplinary action shall be based on a complete review of all available, relevant facts.
Basis for Disciplinary Action. The tenure and status of every Association employee is conditioned on reasonable standards of personal conduct and job performance. Failure to meet these standards will be grounds for appropriate disciplinary action. Disciplinary action is for just cause and may, in addition to the causes set forth in the Personnel ordinances and policies, rules or regulations, be based upon any of the following grounds: Failure to fully perform required duties, insubordination, failure to comply with or abuse of County and DCSO policies or rules, unexcused absences, misuse or abuse of County property or equipment, substandard job performance, commission of a misdemeanor, gross misdemeanor, or felony, and the commission of other acts which are incompatible with service to the public.
Basis for Disciplinary Action. The tenure and status of every Association employee is conditioned on reasonable standards of personal conduct and job performance. Failure to meet these standards will be grounds for appropriate disciplinary action. Disciplinary action is for just cause and may, in addition to the causes set forth in the Personnel ordinances and policies, rules or regulations, be based upon any of the following grounds: Failure to fully perform required duties, insubordination, failure to comply with or abuse of County policies or rules, unexcused absences, misuse or abuse of County property or equipment, substandard job performance, commission of a felony or other crime involving moral turpitude, and commission of other acts which are incompatible with service to the public.
