A. 
All employees shall assume personal responsibility for adhering to the regulations necessary to effectively carry out the operations of the departments to which they are assigned. Abrogation of these regulations may be cause for disciplinary action, including dismissal.
B. 
Department heads shall assume full responsibility for enforcing these regulations and referring problem situations to the City Administrator's office.
C. 
Where sworn police personnel are concerned, disciplinary actions and dismissal procedures shall be conducted in accordance with the State of Maryland's Police Accountability Act.
(Ord. 2024-17, 2024/prior code § 8B-162)
A. 
The following types of disciplinary actions are the only ones which shall be used by the City Administrator and department heads:
1. 
Oral reprimand;
2. 
Written reprimand;
3. 
Disciplinary probation;
4. 
Suspension (written notice of particulars provided employee); or
5. 
Dismissal.
B. 
The severity of the discipline is a discretionary right belonging only to department heads and the City Administrator. The severity of the discipline shall, however, correspond to the severity of the situation.
(Prior code § 8B-163)
Disciplinary action may be imposed upon an employee for failing to fulfill his or her responsibilities as an employee. The following shall be sufficient cause for imposing disciplinary action upon an employee:
A. 
Willful violation of the City's personnel regulations;
B. 
Documented incompetency or inefficiency in the performance of the duties of the position to which the employee has been appointed;
C. 
Deliberate and wanton negligence in the care and use of City property;
D. 
Habitual tardiness or unauthorized absence from duty;
E. 
Conviction of a felony;
F. 
Conviction of a misdemeanor involving moral discretions;
G. 
Intoxication while on duty;
H. 
Willful violation of any reasonable or official order or failure to carry out any lawful and reasonable directive given by a proper supervisor; or
I. 
Any other instance or situation which, in the discretion of the department head or the City Administrator, warrants disciplinary action.
(Prior code § 8B-164)
A. 
At his or her discretion, a department head who notes unsatisfactory job performance, noncompliance with department regulations or a display of undesirable personal traits may issue either an oral or written reprimand to the employee, including reasons for the reprimand, and an offer of assistance on the part of the department head in correcting the unsatisfactory situation. The written reprimand is considered of greater severity than an oral reprimand.
B. 
Oral reprimands shall be presented with high regard for minimizing embarrassment to the employee before other employees or the public. The department head shall notify the City Administrator in writing that an oral reprimand was issued to an employee and the reasons why. Should an oral reprimand fail to eliminate the cause of such reprimand, a written reprimand may be issued.
C. 
Written reprimands made by a department head shall be made known to the City Administrator in writing. Written reprimands may be followed by an employee's request for an appointment with the department head, which in all instances shall be honored by the department head.
(Prior code § 8B-165)
Should a written reprimand fail to correct unsatisfactory job performance, noncompliance with department regulations or display of undesirable personal behavior, an employee may serve a maximum 3-month disciplinary probation, at the discretion of the department head and the City Administrator. The employee shall receive a written notice stating reasons for the disciplinary probation and the effective date of such action. The City Administrator reserves the right to determine the length of the probation period; however, he or she shall implement the recommendation of the department head in normal circumstances.
(Prior code § 8B-166)
When an employee's disciplinary probation period has expired, the department head shall submit in writing to the City Administrator a statement to the effect that:
A. 
The employee's performance and behavior was satisfactory and the employee will be retained in the City's service; or
B. 
The employee's performance and behavior remained unsatisfactory and he or she recommends either suspending or dismissing the employee.
(Prior code § 8B-167)
At the discretion of the department head and City Administrator, an unsatisfactory employee may be suspended without pay for a period or periods that do not exceed a total of 30 days in any 12-month period. Such a suspension may be in lieu of a disciplinary probation, depending upon the situation. The employee shall receive a written notice indicating the particulars justifying the suspension and the effective date. At the end of the suspension period and a reasonable observation period thereafter, the department head shall inform the City Administrator in writing that:
A. 
The employee's behavior and performance has been improved and the employee will be retained in the City's service; or
B. 
The employee's behavior and performance has been unsatisfactory and he or she recommends dismissing the employee.
(Prior code § 8B-168)
An employee is subject to dismissal for continued unsatisfactory performance on the job or for violation of the City regulations.
A. 
Before dismissing an employee, a department head shall have utilized one or more of the above-mentioned disciplinary actions. Depending upon the severity of the situation and at the department head's discretion, the normal procedure herein established may be waived. Every effort shall be made to remedy the unsatisfactory situation before dismissal.
B. 
When a department head has concluded that a particular unsatisfactory situation is irreconcilable, he or she shall promptly submit a written recommendation to the City Administrator outlining the particulars of the situation and calling for the employee's dismissal.
C. 
Should the City Administrator concur in the recommendation, a letter of particulars will be addressed to the employee outlining the reasons and justification for his or her dismissal.
(Prior code § 8B-169)