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at different times, in the reverse order in which they were laid <br /> oft. Such names shall remain theweon for a period of one year <br /> unless such persons are sooner - employed. The names or <br /> probationary employees shall be placed on said re- employment list <br /> only It they were laid off in good standing. <br /> av aisn. l,5.,._121sc inl ins <br /> 25.1 Disc,iplinary 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, suspended, <br /> demoted for cause, or placed on probation as provided in Section <br /> 21 and such disciplinary action shall be subject to appeal as set <br /> forth in Section 26.2(2). Any employee discharged, suspended or <br /> demoted for cause shall be furnished the reason for his /her <br /> discharge, and the period of duration in writing. <br /> An employee suspended from the City service shall forfeit all <br /> rights, privileges and salary or other fringe benefits while on <br /> such suspension. <br /> 25.2 Causes for Dismissal. Suspension. Demotion or Placement on <br /> Rtgbitionnary Period <br /> The following, among others, are causes which, if shown to the <br /> satisfaction of the City Manager to be related to work <br /> performance, are sufficient for disciplinary action: <br /> (1) Absence without leave, or failure to report to <br /> work after • leave of absence has expired, or <br /> after such leave of absence has been disapproved <br /> or revoked. <br /> (2) Conviction of a felony criminal offense. Conviction <br /> shall mean a termination of criminal proceedings <br /> adverse to the employee upon a verdict, by plea of <br /> guilty, upon • judgment against the employee, or upon <br /> a plea of nolo contender., without regard to subsequent <br /> disposition of the case by suspension or sentence, <br /> probation, or otherwise. <br /> (3) Repeated garnishments. <br /> (4) Permanent or chronic physical or mental disability <br /> which incapacitates him /her from the proper <br /> performance of his /her duties. <br /> (5) Excessive use of sick leave or a patterned use of <br /> sick leave on a recurring basis. <br /> (6) Frequent or excessive tardiness, or absence from <br /> work, or from an employee's work area. <br /> - 14 - <br />