4.50.030 Category 1 – Actions that may result in discipline.
A. Reasons for disciplinary action up to and including discharge under this section include, but are not limited to, the following:
1. Unsatisfactory work quality or quantity; carelessness or inefficient performance of duties; neglect of duty or refusal to perform work assigned;
2. Refusal or willful disobedience to comply with instructions or lawful orders given by supervisors or designee;
3. Inappropriate conduct towards a supervisor, other employee(s), or member of the public including but not limited to: verbal or physical abuse of a supervisor, other employee(s), or member of the public, raising voice, making false or misleading statements that may damage the integrity or reputation of the supervisor or other employees; obscene or abusive language;
4. Excessive/habitual tardiness and/or absenteeism, unauthorized extension of break and lunch hours, and leaving work before scheduled;
5. Horseplay;
6. Conflict of interests as defined in city policy;
7. Committing or condoning a violation of law, including an ordinance or city rules and regulations;
8. Improper or unauthorized use of city owned or leased property vehicles, telephones, or credit cards. Misuse of city or government funds;
9. Failure to maintain required professional or technical certifications for the position;
10. Uncivil or discourteous acts toward citizens or other city employees, including subordinates, coworkers and superiors;
11. Smoking in prohibited areas including city owned vehicles;
12. Possession of alcoholic beverages on city property during work time;
13. Consumption of an alcoholic beverage or nonprescribed narcotics, tranquilizers, marijuana, or any illegal drugs within four hours before the employee is scheduled to report for work;
14. Willful negligence which results in injury to personnel or damage to city or government property;
15. Destruction, abuse, improper disposition, or unauthorized possession or removal from city premises of any property which does not belong to the employee;
16. Failure to report to the immediate supervisor an on-the-job injury or accident involving equipment, property, or employee;
17. Lewd or suggestive actions or behavior;
18. Failure to use or wear required safety equipment;
19. Other just cause.
B. These are not to be considered all-inclusive, and nothing herein prevents the city from properly disciplining and/or terminating an employee for any other reason. An employee may be subject to dismissal if he or she repeats an offense in Category 1 or has already received disciplinary action for the same offense.
C. Except in aggravated cases, before the department director or city manager notifies the employee, the department director or city manager will constructively counsel the employee in an effort to correct the behavior. In the event the employee does not make satisfactory progress and continuation of employment is in jeopardy, the department director or the personnel officer shall counsel the employee, and give the employee a copy of a written plan of improvement listing the requirements which the employee must meet and setting reasonable time limits in which they must be met to avoid termination. Thereafter, if the department director or the city manager believes the employee has failed to meet the requirements, the department director or city manager shall notify the employee of intent to discharge following the procedures set out in PMC 4.50.060 or 4.50.070. (Ord. 12-001 § 3, 2013)