Common use of Basis for Disciplinary Action Clause in Contracts

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 to the employee for actions performed in the normal course of the employee's assigned duties. s. Falsification of any City report or record, or of any report or record required to be, or, filed by the employee. t. Violation of any of the provisions of the City Code, ordinances, resolutions, or any rules, regulations or policies which may be prescribed by the City Council, City Manager, department manager or supervisor. u. Political activities precluded by Local, State or Federal law. v. Other acts which are incompatible with service to the public.

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. which shall be commensurate with the seriousness of the offense and with consideration of the employee’s 's prior performance record. Disciplinary action shall be based upon any of the following grounds: a. 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 B. Incompetence such as failure to comply with the minimum standards for an employee's position for a significant period of time. c. Neglect X. Xxxxxxx of duty, such as failure to perform the duties required of an employee's ’s position. d. Willful X. Xxxxxxx 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. E. Dishonesty involving or affecting employment. f. F. Being under the influence of alcohol or intoxicating drugs while on duty without a prescription. Unauthorized use of alcohol or any intoxicating drugs while on duty, or bringing alcohol or controlled substances onto any City work area, including work areas which are located away from the City Hall or Police Headquarters if the employee is on duty, without authorization from management. g. G. Abuse of alcoholic beverages, narcotics or any habit forming drug, in violation of the City’s 's drug testing policy. h. H. Inexcusable absence without leave. i. I. Conviction of a felony or conviction of a misdemeanor involving moral turpitudemisdemeanor. A plea or verdict of guilty, or a conviction following a plea of nolo contenderecontenders, to a charge of a felony or any offense involving moral turpitude misdemeanor is deemed to be a conviction within the meaning of this section. j. J. Discourteous treatment of the public. k. K. Improper or unauthorized use of City property. l. L. Violation of the rules and regulations of any departmentthe Police Department. m. M. Any act of or conduct undertaken which, either during or outside of duty hours, which is of such a nature that it causes discredit to fall upon the City, the employee's department or division, whether during or outside of duty hours. n. N. Failure to maintain proper conduct during working hours causing discredit to the employee's department or division. o. Abuse O. Fighting, threats of bodily harm or causing an assault on a fellow worker without justification. X. Xxxxxx of City records or information obtained for use outside the scope of their employment. Q. Falsification of City records, including the intentional omission of relevant or required information. R. Willful destruction of City property X. Xxxxx 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 to the employee for actions performed in the normal course of the employee's assigned duties. s. Falsification of any City report or record, or of any report or record required to be, or, filed by the employee. t. Violation of any of the provisions of the City Code, ordinances, resolutions, or any rules, regulations or policies which may be prescribed by the City Council, City Manager, department manager or supervisor. u. Political activities precluded by Local, State or Federal law. v. Other acts which are incompatible with service to the public.