Common use of Cause for Dismissal, Suspension, Demotion and Reduction in Salary Clause in Contracts

Cause for Dismissal, Suspension, Demotion and Reduction in Salary. The appointing authority may dismiss, suspend, demote, or reduce in salary any employee for cause. Reduction in salary shall not exceed five percent (5%) of the employee’s base salary. Reduction in salary shall not exceed ninety (90) consecutive calendar days. The following are sufficient causes for such action; the list is indicative rather than inclusive of restrictions and dismissal, suspension, demotion or reduction in salary may be based on reasons other than those specifically mentioned: 1. absence without leave; 2. conviction of any criminal act involving moral turpitude; 3. conduct tending to bring the County, District or merit system into disrepute; 4. disorderly or immoral conduct; 5. incompetence or inefficiency; 6. insubordination; 7. being at work under the influence of liquor or drugs, carrying onto the premises liquor or drugs, or consuming or using liquor or drugs during work hours and/or on County/District premises; 8. neglect of duty, i.e., non-performance of assigned responsibilities; 9. negligent or willful damage to public property or waste of public supplies or equipment; 10. violation of any lawful or reasonable regulation or order given by a supervisor or Fire Chief; 11. willful violation of any of the provisions of the Merit System Ordinance or Personnel Management Regulations; 12. material and intentional misrepresentation or concealment of any fact in connection with obtaining employment; 13. misappropriation of District/County funds or property; 14. unreasonable failure or refusal to undergo any physical, medical and/or psychiatric exam and/or treatment authorized by this Memorandum of Understanding; 15. dishonesty or theft; 16. excessive or unexcused absenteeism and/or tardiness; 17. sexual harassment including but not limited to unwelcome sexual advan- ces, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature, when such conduct has the purpose or effect of affecting employment decisions concerning an individual, interfering with an individual's work performance, or creating an intimidating, hostile or an offensive working environment.

Cause for Dismissal, Suspension, Demotion and Reduction in Salary. The appointing authority may dismiss, suspend, demote, or reduce in salary any employee for cause. Reduction in salary shall not exceed five percent (5%) of the employee’s 's base salary. Reduction in salary shall not exceed ninety for a period of more than sixty (9060) consecutive calendar days. The following are sufficient causes for such action; the list is indicative rather than inclusive of restrictions and dismissal, suspension, demotion or reduction in salary may be based on reasons other than those specifically mentioned: 1. absence without leave; 2. conviction of any criminal act involving moral turpitude; 3. conduct tending to bring the County, District or merit system into disrepute; 4. disorderly or immoral conduct; 5. incompetence or inefficiency; 6. insubordination; 7. being at work under the influence of liquor or drugs, carrying onto the premises liquor or drugs, drugs or consuming or using liquor or drugs during work hours and/or on County/District premises; 8. neglect of duty, i.e., non-performance of reasonably assigned responsibilities; 9. negligent or willful damage to public property or waste of public supplies or equipment; 10. violation of any lawful or reasonable regulation or order given by a supervisor or Fire Chief; 11. willful violation of any of the provisions of the Merit System Ordinance or Personnel Management Regulations; 12. material and intentional misrepresentation or concealment of any fact in connection with obtaining employment; 13. misappropriation of District/County District funds or property; 14. unreasonable failure or refusal to undergo any physical, medical and/or psychiatric exam and/or treatment authorized by this Memorandum of Understanding; 15. dishonesty or theft; 16. excessive or unexcused absenteeism and/or tardiness; 17. sexual harassment including but not limited to unwelcome sexual advan- cesadvances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature, when such conduct has the purpose or effect of affecting employment decisions concerning an individual, interfering with an individual's work performance, or creating an intimidating, hostile or an offensive working environment.

Cause for Dismissal, Suspension, Demotion and Reduction in Salary. The appointing authority may dismiss, suspend, demote, or reduce in salary any employee for cause. Reduction in salary shall not exceed five percent (5%) of the employee’s base salary. Reduction in salary shall not exceed ninety (90) consecutive calendar days. The following are sufficient causes for such action; the list is indicative rather than inclusive of restrictions and dismissal, suspension, demotion or reduction in salary may be based on reasons other than those specifically mentioned: 1. absence without leave; 2. conviction of any criminal act involving moral turpitude; 3. conduct tending to bring the County, District or merit system into disrepute; 4. disorderly or immoral conduct; 5. incompetence or inefficiency; 6. insubordination; 7. being at work under the influence of liquor or drugs, carrying onto the premises liquor or drugs, or consuming or using liquor or drugs during work hours and/or on County/District premises; 8. neglect of duty, i.e., non-performance of assigned responsibilities; 9. negligent or willful damage to public property or waste of public supplies or equipment; 10. violation of any lawful or reasonable regulation or order given by a supervisor or Fire Chief; 11. willful violation of any of the provisions of the Merit System Ordinance or Personnel Management Regulations; 12. material and intentional misrepresentation or concealment of any fact in connection with obtaining employment; 13. misappropriation of District/County funds or property; 14. unreasonable failure or refusal to undergo any physical, medical and/or psychiatric exam and/or treatment authorized by this Memorandum of Understanding; ; 15. dishonesty or theft; 16. excessive or unexcused absenteeism and/or tardiness; 17. sexual harassment including but not limited to unwelcome sexual advan- ces, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature, when such conduct has the purpose or effect of affecting employment decisions concerning an individual, interfering with an individual's work performance, or creating an intimidating, hostile or an offensive working environment.