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be fully qualified, trained and capable of performing all work <br /> in the new classification. <br /> 23.8 Re- employment Following Layoff <br /> The names of permanent employees laid off shall be placed on a <br /> re- employment list in the order of total continuous <br /> accumulative time served in probationary and permanent status <br /> or, if laid off at different times, in the reverse order in <br /> which they were laid off. Such names shall remain thereon for <br /> a period of one year unless such persons are sooner <br /> re- employed. The names of probationary employees shall be <br /> placed on said re- employment list only if they were laid off in <br /> good standing. <br /> Section 24. Discipline <br /> 24.1 Disciplinary Action <br /> ' The continued employment of every employee shall be during good <br /> behavior and rendering of efficient service. An employee is <br /> subject to disciplinary action and may be discharged, <br /> suspended, demoted for cause, or placed on probation as <br /> provided in Section 20 and such disciplinary action shall be <br /> subject to appeal as set forth in Section 25.2(2). Any <br /> employee discharged, suspended or demoted for cause shall be <br /> furnished the reason for his /her discharge, and the period of <br /> duration in writing. <br /> Employees suspended from the City service shall forfeit all <br /> rights, privileges and salary or other fringe benefits while on <br /> such suspension. <br /> 24.2 Causes for Dismissal, Suspension, Demotion or Placement on <br /> Probationary Period <br /> The following, among other, are causes which, if shown to the <br /> satisfaction of the City Manager to be related to work <br /> performance, and sufficient for disciplinary action: <br /> (1) Absence without leave, or failure to report to work after <br /> a leave of absence has expired, or after such leave of <br /> absence has been disapproved or revoked. <br /> (2) Conviction of a criminal offense. Conviction shall mean a <br /> termination of criminal proceedings adverse to the <br /> employee upon a verdict, by plea of guilty, upon a <br /> judgment against the employee, or upon a plea of nono <br /> contendere, without regard to subsequent disposition of <br /> the case by suspension of sentence, probation, or <br /> otherwise. <br /> (3) Repeated garnishments. <br /> (4) Permanent or chronic physical or mental disability which <br /> incompacitates him /her for the proper performance of <br /> his /her duties. <br /> - 30 - <br />