Admin order 44-11-05 - Laserfiche WebLink

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Nepotism (Cont'd) Should two employees, one of whom is in a position where he or she exercises direct or indirect supervisory functions over the other, become related or engaged in a personal relationship, the supervising employee must notify his/her supervisor immediately. It is the responsibility of the supervisor's supervisor to notify Human Resources. If it is determined that the personal relationship involved is prohibited by this policy, the City and the employees may work collaboratively to look for a transfer option for one of them. If no alternative position is available, one of the two employees must resign within 120 calendar days of a written notice provided to them by their supervisor. The City may opt to change the supervisory reporting relationship during the interim 120 day period in order to maintain impartiality. If the Executive Manager or the City Manager determines that a transfer or resignation will not be in the best interest of the City, the City will restructure the reporting relationship so that employees involved do not exercise direct or indirect supervisory functions over one another. Any restructuring requires the preservation of appropriate accountability and supervision over both employees. The City Manager or the Department Executive Manager together with the Human Resources Director will determine whether action is required under this policy. Questions relating to specific situations can be addressed to Human Resources. Found Property The City Code requires that the City attempt to return any found property to its owner. Should you find lost property while on the job, it is to be turned in to your supervisor. Disciplinary Process APPM Section 6.4 Regular Employees (Revised 99109199) Regular full -time and part-time employees have property interests in employment after their probationary period has been completed. No regular employee who has completed the initial probationary period shall be subject to discipline or discharge without just cause. Regular employees are normally disciplined in a progressive manner, beginning with an oral reprimand and proceeding to written reprimand, suspension, or discharge. Alternate forms of discipline may be used when deemed more appropriate. If warranted by circumstances, higher level disciplines, including suspension or discharge may occur without prior discipline. Temporary, Limited Duration and Probationary Employees (Revised 09196102) Temporary, limited duration and probationary employees are employees at will which means they have no property interest in City employment and may be terminated without prior disciplinary warning. General Causes for Disciplinary Action APPM Section 99.2 The following activities or behavior, while not all- inclusive, are causes for disciplinary action up to and including termination of employment: • Insubordination, inefficiency, incompetence, or performance of less than your required duties. • The use, possession, selling, or buying of intoxicants or non - prescribed drugs on the job, or reporting for work under the influence of intoxicants or non - prescribed drugs. • Habitual or excessive absence or tardiness, or abuse of sick leave. • Absence from duty without authorization or failure to notify your supervisor when you are unable to come to work or to report on time. • Conviction of a felony or misdemeanor when the conviction would impair your effectiveness as a City employee. • Willful or careless violation of safety rules or policies. • Offensive conduct toward the public or fellow employees or conduct unbecoming to a City employee. • Willful violation of the provisions of the City Charter, ordinances, or other City rules or regulations. • Willful disobedience or failure to follow a lawful supervisory directive. • Misuse of City property. • Dishonesty. - • Fraud in securing employment with the City. • Failure or refusal to cooperate in an internal investigation. • Interfering with an internal investigation. THIS LIST IS INTENDED TO BE REPRESENTATIVE OF THE TYPES OF ACTIVITIES THAT MAY RESULT IN DISCIPLINARY ACTION. IT IS NOT INTENDED TO BE COMPREHENSIVE.