It is the responsibility of all employees to
observe the policies and regulations necessary for the proper operation
of the departments in the Town of Tolland.
A. Department head responsibilities. Department heads
are responsible for the proper and efficient operation of their departments
and for enforcing Town policies and regulations. Department heads
are authorized to apply such disciplinary measures as may be necessary
to enforce Town personnel policies up to and including recommending
discharge of an employee to the Town Manager. The Town Manager shall
have the final authority regarding issuance of discipline to all employees,
except for senior-level employees as defined in the Charter. For such
senior-level employees, the Town Manager shall recommend discipline,
subject to the approval of the Town Council.
B. Types of disciplinary action. The type of disciplinary
action taken will vary with the severity of the situation and may
include the following measures: oral or written reprimand, demotion,
suspension, discharge, denial of increases or other discipline of
employees for such reasons as, but not limited to, those stated herein.
The Town reserves the right to determine the appropriate disciplinary
action based on individual circumstances.
C. Reasons for disciplinary action. Disciplinary action,
up to and including discharge, may be imposed upon an employee for
conduct or actions which interfere with or prevent the Town from effectively
and efficiently discharging its responsibilities to the public. The
following shall be sufficient cause for disciplinary action; however,
the list is meant to be illustrative only and should not be considered
to include all reasons for disciplinary action:
(1)
Activities prohibited by the Town Charter, Town
ordinances or these regulations.
(2)
Refusal or failure to meet prescribed standards
of performance to an extent that makes an employee unsuitable for
employment by the Town.
(3)
Theft or destruction of Town property.
(4)
Incompetence, inefficiency or negligence in
the performance of duties.
(5)
Insubordination or failure to obey a reasonable
order, either written or oral.
(6)
Conviction of a criminal offense while employed
by the Town.
(7)
The consumption of alcohol or illegal use of
drugs while on the job.
(8)
The use of rude or abusive language toward a
superior, a co-worker, or the public.
(9)
Notoriously disgraceful personal conduct.
(10)
Fraudulently obtaining sick or injury leave.
(11)
Unauthorized absences or abuse of leave privileges.
(12)
Bribery or acceptance of any valuable consideration
which was given with the expectation of influencing the employee in
the performance of his/her duties.
(13)
Falsification of records or use of official
position for personal advantage.
(14)
Dishonesty, deliberate untruthfulness, drunkenness,
negligence or recklessness on the job, habitual tardiness, misconduct
or other attitudes which constitute an unwholesome influence on other
employees.
(15)
Tardiness or absenteeism.
(16)
Performing services for others during working
hours.
(17)
Sexual or other harassment prohibited by law.
(18)
Action or conduct affecting or impairing the
efficiency of the Town service or that may bring the Town into disrepute.
(19)
Inefficient, unproductive, or otherwise poor
job performance.
(20)
Any other conduct that the Town deems is adverse
to the best interests of the Town.