Chapter 19 PERSONNEL POLICIES, PROCEDURES, RULES AND REGULATIONS*
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
(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
(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
(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
(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
(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.
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)