Section 19-225 Guidelines for corrective action.
Prior to the adoption of Ord. 17016 on 09/17/2001, Section 19-225 read as follows.
(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,
handicap, 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)