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automatically terminate. To bump successfully, the employee must be qualified, trained, and capable of performing all work of the new classification. 25.7 Re-employment Following Layoff The names of permanent employees laid off shall be placed on a re-employment list in the order of total continuous accumulative time served in probationary and regular status or, if laid off at different times, in the reverse order in which they were laid off. Such names shall remain thereon for a period of one year unless such persons are sooner re- employed. A name on the list may be extended for a maximum of one additional year upon the request of the laid off employee and the approval of the Appointing Authority. The names of probationary employees shall be placed on said re-employment list only if they were laid off in good standing. Section 26. Discipline 26.1 Disciplinary Action The continued employment of every employee shall be during good behavior and rendering of efficient service. An employee is subject to disciplinary action and may be discharged, suspended, demoted for cause, or placed on probation as provided in Section 21 and such disciplinary action shall be subject to appeal as set forth in Section 27.2(2). Any employee discharged, suspended or demoted for cause shall be furnished the reason for his/her discharge, and the period of duration in writing. An employee suspended from the City service shall forfeit all rights,privileges and salary or other fringe benefits while on such suspension. 26.2 Causes for Dismissal, Suspension, Demotion or Placement on Probationary Period The following, among others, are causes which are sufficient for disciplinary action: (1) Absence without leave, or failure to report to work after a leave of absence has expired, or after such leave of absence has been disapproved or revoked. (2) Conviction of a felony criminal offense. Conviction shall mean a termination of criminal proceedings adverse to the employee upon a verdict, by plea of guilty, upon a judgment against the employee, or upon a plea of nolo contendere, without regard to subsequent disposition of the case by suspension or sentence, probation, or otherwise. (3) Excessive use of sick leave, or a patterned use of sick leave on a recurring basis. (4) Frequent or excessive tardiness, or absence from work, or from an employee's work area. (5) Dishonesty. -36 -