A.
The Town recognizes that all of its employees have high standards.
However, there are times when it may be necessary to discipline individual
employees. The Town believes that discipline should be used when necessary.
Disciplinary action may be initiated for failure of an employee to
fulfill responsibilities as an employee. Cause for disciplinary action
shall include, but is not intended to be limited to the following:
(1)
Incompetence or inefficiency in performing assigned duties.
(2)
Refusal to perform a reasonable amount of work or violation of any
reasonable official order, or failure to carry out any lawful and
reasonable directions made by a proper supervisor.
(3)
Habitual tardiness or absence from duty.
(4)
Violation of safety rules, practices and policies.
(5)
Release of confidential information, cognizant or intentional.
(6)
Engaging in sexual harassment.
(7)
Insubordination.
(8)
Fighting on the job; verbal abuse.
B.
Therefore, the following disciplinary action procedures shall be
followed:
(1)
First warning. The supervisor will give the employee an oral warning
that will be recorded in the personnel records.
(2)
Second warning. The supervisor will issue a written warning to the
employee. The warning shall include reasons for the warning and an
offer of assistance on the part of the department head in correcting
the unsatisfactory situation and carry a specified period in which
the behavior shall improve. A copy of the warning will be placed in
the personnel file.
(3)
Third warning. The department head, with sufficient cause, will suspend
an employee without pay for a period of at least three days, not to
exceed 20 working days in any twelve-month period. Within 24 hours
of the effective date of the suspension the employee shall be provided
with a written notice stating the reasons for the suspension and the
length of the suspension.
(4)
Fourth warning: will result in the employee being terminated. The
department head will provide the employee with a written notice stating
the reason or reasons for the discharge and the effective date of
the discharge.
C.
After one year following each disciplinary action, if there has been
no further disciplinary action, the warning will not be considered
current in an employee's record.
D.
At any step in the disciplinary procedure, an employee may, at his/her
discretion, appeal to the Personnel Board.
The progressive disciplinary procedure will be bypassed and
the employee will be subject to immediate termination for, but not
limited to, the following:
A.
Theft of Town or another employee's property.
B.
Falsification of time records or punching another employee's
time card.
C.
Use of illegal substance or alcohol on the job.
D.
Fighting while on the job - physical.
E.
Disclosure of confidential matters - intentional.
F.
Misuse or unauthorized use of Town property.
G.
Fraud in securing appointment.
H.
Conviction of a felony.
I.
Violation of safety rules, practices and policies, after appropriate
training.
J.
Engaging in sexual harassment, as substantiated by policy.
K.
Unauthorized absences during working hours.
L.
Falsification of Town records.
