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(6) Unsatisfactory work performance. (7) Through misconduct, causing damage to public property or waste of public supplies. (8) At the time of employment, having concealed or misrepresented facts in his/her application for employment. (9) Insubordination, including refusal to do assigned work or refusal to perform work in the manner described by a supervisor without proper justification. (10)Disrespectful or discourteous conduct toward a City officer or official, another employee, or a member of the public while representing the City. (11)Violation of any of the provisions of the City Ordinances or Resolutions relating to the conduct of City officers and employees, or established work rule(s). (12)Failure to submit to a medical examination or failure to appear at the designated time and place for such examination. (13)Violation of CORI Regulations. (14)Use of City equipment, supplies or identification (e.g. badges) for any reason other than for official City business. 26.3 Pre-Disciplinary Notice Prior to taking disciplinary action to discharge, suspend or demote an employee for reasons specified in 26.2, the City will provide the employee with a "Notice of Proposed Action". The "Notice of Proposed Action" shall include notice of what action is proposed to be taken, the reasons for the proposed action, copies of any rules, policy or regulations that may have been violated and documents upon which the City is relying upon as a basis for the proposed action. Additionally,the notice will include information regarding the appeal process and timelines for responding to the notice. The employee is also entitled to representation during this process. All written reprimands in an employee's personnel file will be removed from the file three (3) years after date of issuance at the request of the affected employee. Letters of reprimand not removed after the 3 year period will be disregarded. 26.4 Right to Representation (Weingarten Rights) Upon the request of the employee, the employee shall have the right to Union representation at meetings with a supervisor or manager when the employee reasonably -37 -