Book 1

424 / 427

428 Appendix
City of Greensboro Personnel Policy Manuał
Example 1) An employee has had his first accident and is given a traffic ticket for racing. Even
though this is the first accident the department may decide to terminate the employee or
severely discipline the employee for a blatant disregard for human life, both his and the public’s,
abuse of City property and failure to follow safety protocols. This may also be the case if an
employee is texting or engaging in another prohibited behavior while driving.
Example 2) A long term employee with a good driving record that drives a lot of miles in
City business slides on black ice and strikes the vehicle ahead of him. A supervisor after
gathering facts from an investigation and safety personnel may determine that this accident
is not reasonably preventable based on the accident facts and drivers abilities since the driver
is required to operate his vehicle under these conditions. If the same driver was operating
without chains that have been provided then the driver may receive a written warning to
remain in his file. Future behavior that indicates a pattern of refusal to follow City policies
would be considered along with this warning to determine what disciplinary action should be
taken.
Example 3) An employee has a good driving record but has a poor work record that has earned
him a suspension may be terminated for an accident caused by his actions.
Vehicle and equipment incidents will remain active on an employees’ driving record. If there is a
pattern of abuse, all incidents on the employee’s record will be reviewed and taken into account.
When damage occurs to equipment/vehicles, depending upon the circumstances, corrective action
may take place. However, if unreported damage to equipment is discovered, corrective action may
be much more severe than if the damage had been reported.
Since it is impossible to meet all the needs of each operating unit with a single policy, these
standards provide necessary minimum administrative actions.