Teammate Handbook Cover

City of Morgan Hill Personnel Rules Effective Date: January 23, 2008

S ECTION 11 D ISCIPLINARY A CTIONS

11.1 Grounds for Discipline: A Department Director may discipline an employee on grounds that include but are not limited to:

a. Fraud in securing employment or making a false statement on an application for employment.

b. Dishonesty involving employment.

c. Incompetence, including the inability to comply with the minimum standard of an employee’s position for a significant period of time.

d. Inefficiency, inattention, or inexcusable neglect of duty, including failure to perform duties required of an employee in his/her position.

e. Willful violation of any provisions of state or federal law, City ordinances or resolutions, or any rules, regulations or policies established and published by the City, Departments, or Divisions. f. Willful disobedience and insubordination, a willful failure to submit to duly appointed and acting supervisors, willful failure to conform to duly established orders or direction of persons in a supervisory position, or insulting or demeaning the authority of a supervisor or manager.

g. Making false or malicious statements concerning any employee, the City, or the City’s policies or practices.

h. Working overtime without authorization.

i. Being under the influence of alcohol or a controlled substance while on duty, or being impaired by alcohol or a controlled substance while on duty to the extent that such impairment impacts the employee’s ability to perform their job functions.

j. Inexcusable absence without leave or excessive absenteeism.

k. Abuse of sick leave including taking sick leave without a doctor’s certificate when one is required, or misuse of sick leave as addressed in the City administrative policy regarding administration of sick leave.

l. Discourteous treatment of the public or other employees.

m. Improper or unauthorized use of City property or negligence in the care and handling of City property.

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