[CC 1996 §105.390]
It is an obligation and expectation of all employees to conduct their normal day-to-day activities in a businesslike manner within established rules of good conduct. Violations of rules and regulations require appropriate action by supervisory personnel.
[CC 1996 §105.400]
Every effort will be made by all department heads to counsel employees on the purpose and intent of various rules and regulations in order to encourage genuine cooperation and corrective action.
[CC 1996 §105.410]
A. 
Counseling. Violation of rules and regulations shall be explained to the employee by his/her department head indicating the corrective steps to be taken to prevent recurring violations.
B. 
Oral Reprimand. Step "A" shall be repeated by the department head representing a warning that any reoccurrence of the rule infraction will result in more severe discipline, up to and including termination. At the time the oral reprimand is given, it will be clearly explained to the employee that a written record of the oral reprimand shall be kept by the department head.
C. 
Written Reprimand. The report by the department head shall indicate, but not be limited to: the date, time of the infraction of the rule involved, prior record of similar violations and efforts made by the department head to correct the problem indicated. Written reprimands shall become part of the employee's personnel file after the employee is notified and the infraction is reviewed with and signed by the employee or a witness upon the employee's refusal to sign.
D. 
Suspension. Suspensions are separations from City service for disciplinary purposes. An employee may be suspended by his/her department head without pay, but not to exceed three (3) working days. The City Council shall be furnished with a written statement setting forth the cause of such suspension. The Mayor may suspend an employee for a period up to thirty (30) working days with or without pay. The City Council shall be furnished with a written statement setting forth the cause of such suspension. Suspensions shall be effective immediately.
E. 
Termination. The Mayor, subject to the majority approval of the City Council, may terminate an employee at any time. The Mayor must give the employee a written notice of termination at the time of dismissal and must send a copy of the notice to the City Clerk.
[CC 1996 §105.420]
The first (1st) offense of any rule violations may require the bypass of Steps "A" and "B" in the disciplinary procedure described in Section 120.410. Documentation to support the seriousness of the offense and the proper action taken shall be provided by the department head or the Mayor.
[CC 1996 §105.430]
A. 
The first (1st) violation of any rule may require the bypass of Steps "A" through "D" in the disciplinary procedure described in Section 120.410. In the interest of directing the orderly and efficient operation of services and activities of the City, an employee may be suspended or terminated if he/she:
1. 
Violates any of the provisions or regulations of this manual or departmental rules;
2. 
Is offensive in his/her conduct in public or toward the public;
3. 
Violates any lawful official regulation or order or fails to obey any proper direction made and given by a supervisor;
4. 
Uses or is under the influence of illegal drugs or alcohol while on duty;
5. 
Is incompetent or inefficient in the performance of the duties of his/her position;
6. 
Is careless or negligent with the monies or other property of the City or takes any property of the City for his/her own personal use or for sale or gift to others;
7. 
Brings to bear administrative burden on the City;
8. 
Induces or has attempted to induce an officer or employee of the City to commit an unlawful act or to act in violation of any lawful or official regulation or order;
9. 
Abuses sick leave;
10. 
Fails to notify his/her supervisor or department head of a condition which could impair his/her ability to perform his/her duties in a safe manner;
11. 
Gambles while on duty;
12. 
Fights while on duty or engages in threatening, intimidating or violent behavior;
13. 
Disregards established safety rule;
14. 
Destroys or without authorization uses or without authorization removes City-owned property;
15. 
Is absent without leave or fails to give proper notice of absence;
16. 
Uses or attempts to use bribery or political pressure to secure appointment, promotion or advantage;
17. 
Materially falsifies an application or makes any false statement, certificate or mark, rating or report in regard to any test, certification or appointment or attempts to commit any fraud that violates the merit principles of personnel administration;
18. 
Gives or receives any consideration, monetary or otherwise, to or from any person or organization for or in connection with any test, appointment, proposed appointment or proposed promotion;
19. 
Has had revoked or suspended his/her driver's license or other license or certification required as a condition of employment;
20. 
Takes from any person or his/her personal use any fee, gift or other valuable in the course of his/her work or in connection with it, when such gift or other valuable thing is given in the hope or expectation of receiving a favor or better treatment than that accorded other persons; accepts any bribe, gift, monies or other things of value intended as an inducement to perform or refrain from performing any official act; engage in any action of extortion or other means of obtaining money or other things of value through his/her position in the service of the City;
21. 
Discloses official or confidential records or information unless directed to do so by his/her department head. This shall not be interpreted as infringing upon an employee's right to freely express opinions or to comment on policy or other community issues;
22. 
Fails to satisfactorily improve performance within ninety (90) days of an area rated unacceptable on an employee evaluation form;
23. 
Conducts outside business interests during working hours or on City property;
24. 
Conduct unbecoming a City employee;
25. 
Other infractions. It is to be recognized that other infractions or misconduct may be sufficiently grave to warrant suspension or discharge even though they have not been specifically covered in the preceding. It is also to be recognized that an employee may warrant suspension or discharge for any or no cause.
[CC 1996 §105.440]
Reported violations of the law or of a City or departmental rule or regulation will be investigated by the department head or the Police Department at the request of the Mayor. The investigation will be made with the purpose of ascertaining the facts of the alleged offense. In the investigation of a written complaint, a copy of the complaint and report of the investigation will be forwarded to the City Council. The report shall include a written statement from the employee against whom the complaint was filed. All disciplinary action taken subsequent to the investigation by a department head shall be reported to the City Council.