City of Columbia, IL Conduct and Grievances

Statement of principle. Each employee is expected to accept certain responsibilities, adhere to acceptable principles in matters of personal conduct, and exhibit a high degree of personal integrity. This not only involves sincere respect for the rights and feelings of others, but also demands that an employee refrain from any behavior that might be harmful to themselves, their co-workers, the City, and its citizens.

Inappropriate conduct. Types of behavior and conduct that the City considers inappropriate include, but are not limited to, the following:

(1)

Falsifying employment or other City records;

(2)

Violating the City's nondiscrimination and/or sexual harassment policy;

(3)

Soliciting or accepting gratuities;

(4)

Excessive absenteeism or tardiness;

(5)

Excessive, unnecessary or unauthorized use of City supplies, particularly for personal purposes;

(6)

Reporting to work intoxicated or under the influence of nonprescribed drugs, and illegal manufacture, possession, use, sale, distribution or transportation of drugs;

(7)

Bringing or using alcoholic beverages on City property or using alcoholic beverages while engaged in City business off City premises, except where authorized;

(8)

Fighting or using obscene, abusive or threatening language or gestures;

(9)

Theft;

(10)

Unauthorized possession of firearms on City premises or while on City business;

(11)

Disregarding safety;

(12)

Insubordination;

(13)

Failing to maintain the confidentiality of City records or information.

Disciplinary action. Should an employee's performance, work habits, attitude, conduct or demeanor become unsatisfactory in the judgment of the City, based on violations either of the above or of any other City policies, rules or regulations, the employee will be subject to disciplinary action, up to and including dismissal.

To build effective working relationships with City employees and to promote the efficient operation of the City, the following procedures are established for the resolution of disputes arising in the course of an employee's employment.

Step One. Discussion of the problem with the department head within five working days of the events giving rise to the dispute.

Step Two. If the problem is not resolved after discussion with the department head or if the employee believes discussion with the department head is inappropriate, the employee may present the dispute in writing to the Chairman of the Personnel Committee within 10 working days of the events giving rise to the dispute. The Chairman will respond within five working days.

Step Three. If an employee is not satisfied with the Chairman's decision, the employee may prepare a written summary and request that the matter be reviewed by the Personnel Committee. A request to the Personnel Committee must be made in writing within five working days of the Chairman's decision. The Committee, after a full examination of the facts (which may include a review of the written summary of the employee's statement, discussions with all individuals concerned, and a further investigation if necessary), will render its decision.

Step Four. An employee may appeal the decision of the Personnel Committee to the City Council within five working days of receipt of the decision. The Council shall take such action as it deems appropriate. The decision of the City Council shall be final.