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-37 - <br /> <br />Section 26. Discipline <br /> <br />26.1 Disciplinary Action <br /> <br /> The continued employment of every employee shall be during good behavior and <br />rendering of efficient service. An employee is subject to disciplinary action and may be <br />discharged, suspended, demoted for cause, or placed on probation as provided in Section <br />21 and such disciplinary action shall be subject to appeal as set forth in Section 27.2(2). <br />Any employee discharged, suspended or demoted for cause shall be furnished the reason <br />for the employee’s discharge, and the period of duration in writing. <br /> <br /> An employee suspended from the City service shall forfeit all rights, privileges and salary <br />while on such suspension. <br /> <br /> Written reprimands are not subject to appeal of any kind including the grievance <br />procedure. However, an employee may submit a rebuttal to a written reprimand within <br />thirty (30) calendar days of receipt. The rebuttal will be kept in the employee’s <br />permanent personal file consistent with retention procedures for written reprimands. <br /> <br />26.2 Causes for Dismissal, Suspension, Demotion or Placement on Probationary <br />Period <br /> <br /> The following, among others, are causes which are sufficient for disciplinary action: <br /> <br />(1) Absence without leave, or failure to report to work after a leave of absence has <br />expired, or after such leave of absence has been disapproved or revoked. <br />(2) Conviction of a felony criminal offense. Conviction shall mean a termination of <br />criminal proceedings adverse to the employee upon a verdict, by plea of guilty, upon <br />a judgment against the employee, or upon a plea of nolo contendere, without regard <br />to subsequent disposition of the case by suspension or sentence, probation, or <br />otherwise. <br />(3) Excessive use of sick leave not protected by law, or a patterned use of sick leave not <br />protected by law on a recurring basis. <br />(4) Frequent or excessive tardiness, or absence from work, or from an employee's work <br />area. <br />(5) Dishonesty. <br />(6) Unsatisfactory work performance. <br />(7) Through misconduct, causing damage to public property or waste of public supplies. <br />(8) At the time of employment, having concealed or misrepresented facts in their <br />application for employment. <br />Page 204 of 373