Section 19-225 Guidelines for corrective action.


    (a) The seriousness of an offense will often vary with the circumstances prevailing at the time it occurred and the motives which prompted it. All factors must be considered when determining the appropriate action to take in a particular situation. The violations set forth in this provision may be considered as just cause for suspension or discharge. The list of offenses presented here does not purport to be all inclusive; neither is it intended that these guidelines should be rigidly followed.

    (1)    Obtaining materials or leave time based on fraudulent information; dishonesty; stealing; and other criminal acts.

    (2)    Conviction of a felony or of a misdemeanor involving moral turpitude casting doubt on the ability to perform the job effectively.

    (3)    Abusive or improper treatment of a client, prisoner, citizen, or other individual in the community or on the city payroll.

    (4)    Violation of any lawful and reasonable departmental or city rule, regulation or directive.

    (5)    Destruction or loss of city property, including abuse of tools, equipment, and/or clothing allotments.

    (6)    Absence from duty without permission, proper notice or satisfactory reason.

    (7)    Falsifying records.

    (8)    Insubordination: noncompliance with rules, policies, assignments, procedures; provided the individual has been instructed (or given access to knowledge of proper systems) in what is expected.

    (9)    Being under the influence of narcotics or alcohol on the job.

     (10)    Disregard for the city's EEO affirmative action policy prohibiting discrimination on the basis of race, creed, color, marital status, national origin, religion, sex, age, sexual orientation, gender identity, disability,  political affiliation or ancestry.

     (11)    Incompetence, ineffectiveness, inefficiency or wastefulness in the performance of assigned duties.

     (12)    Failure to pay or make reasonable provisions for payment of debts to such an extent that such failure causes continued contact by the employee's creditors, disrupting city business.

     (13)    Disregard for safety policies, procedures, reporting requirements, and/or proper use of safety gear, clothing or equipment, or involvement in vehicular or personal accidents indicating a pattern of incidents exceeding city and/or departmental norms, and considering cost and extent of damages resulting therefrom.

     (14)    Solicitation or acceptance of money or anything of value to influence decisions in public matters or as a reward for such decisions.

     (15)    Engaging in personal business/other employment while on duty, or using city vehicles or equipment for personal use except as such use may be in conjunction with a specific program or assignment.

     (16)    An attendance record which demonstrates a consistent or continual lack of availability for work to the extent that inefficiency of services result and increased costs of maintaining the individual on the payroll become counterproductive.

     (17)    Engaging in activities which interfere with the individual's, or other employee's, performance on the job.

     (18)    Engaging in activities which constitute a conflict of interest as defined in section 19-41(c) of this chapter.

     (19)    Possessing unauthorized weapons in the workplace.

    (b) The director shall assist department heads by reviewing disciplinary actions in order to inform the department head of possible inconsistency and lack of uniformity.

(Code 1964, § 22.1350; Ord. No. 16191, § 1, 9-20-99; Ord. No. 17016, § 1, 9-17-01; Ord. No. 21206, § 1, 1-3-12)


(Ord. 21206, Amended, 01/03/2012, Prior Text; Ord. 17016, Amended, 09/17/2001, Prior Text; Ord. 16191, Amended, 09/20/1999, Prior Text)