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120 <br /> <br />Section 9. Failure in Personal Conduct <br /> <br /> An employee may be suspended, demoted or dismissed for causes relating <br />to personal conduct detrimental to county service (1) in order to avoid <br />undue disruption of work, (2) to protect the safety of persons or property, <br />or (3) for other serious reasons. <br /> <br /> The following causes relating to failure in personal conduct are <br />representative of those considered to be adequate grounds for suspension, <br />demotion or dismissal: <br /> <br />(a) fraud in securing appointment; <br />(b) conduct unbecoming a public officer or employee <br />(c) conviction of a felony or of a misdemeanor which would adversely <br /> affect performance of duties, or the entry of a plea of "no <br /> contest" to either; <br /> (d) misappropriation of county funds or property; <br />(e) falsification of county records for personal profit or to grant <br /> special privileges; <br />(f) reporting to work under the influence of alcohol or narcotic <br /> drugs or partaking of such things while on duty or while on <br /> public property, except that prescribed medication may be taken <br /> within the limits set by a physician so long as medically necessary. <br /> (g) willful damage or destruction of property; <br />(h) willful acts that would endanger the lives and property of <br /> others; <br />(i) acceptance of gifts in exchange for "favors" or "influence;" <br />(j) incompatible employment or conflict of interest; <br />(k) violation of political activity restrictions. <br /> <br />Section 10. Disciplinary Suspension <br /> <br /> An employee who is suspended for disciplinary reasons shall be relieved <br />temporarily of all duties and responsibilities and shall receive no compensation <br />for the period of suspension. <br /> <br />Section 11. Immediate Disciplinary Suspension <br /> <br /> An employee may be suspended without notice by the department head for <br />causes related to personal conduct in order to avoid undue disruption of <br />work, to protect the safety of persons or property, or for other serious <br />reasons. When a department head suspends an employee, he shall tell the <br />employee to leave county property at once and remain away until further <br />notice. The department head shall notify the county manager immediately. A <br />written summary giving the circumstances and facts leading to the suspension <br />shall be prepared; one copy shall be delivered to the employee by certified <br />mail, and one copy shall be filed in the employee's personnel folder. <br /> <br />Section 12. Suspension Pending Investigation <br /> <br /> During the investigation, hearing or trial of an employee on any criminal <br />charge or during the course of any civil action involving an employee, or <br />during investigation of any other matter relating to job performance or <br />personal conduct the department head may suspend the employee without pay for <br />the duration of the proceeding as a non-disciplinary action. However, the <br />investigation, hearing, trial, or civil action must involve matters that may <br />form the basis for disciplinary suspension, demotion or dismissal in order <br />for the non-disciplinary suspension to be allowed. <br /> <br /> Full recovery of pay and benefits for the period of non-disciplinary sus- <br />pension will take place, if the suspension is terminated with full reinstate- <br />ment of the employee. <br /> <br />Section 13. Dismissal <br /> <br /> Ail dismissals shall be preceded by an automatic three (3) day suspension <br />without pay pending completion of an investigation by the appointing authority. <br />If the appointing authority determines that a dismissal action is appropriate, <br /> <br /> <br />