Infractions and Punishment

Infractions and Punishment

Except for gross breaches of discipline, as determined by management, supervisors should attempt to begin employee discipline with the least punitive measures. If these do not work, then increasingly more severe measures may be required. While this process may take some time, it is important that each employee be dealt with justly and in a manner which clearly indicated that positive, constructive measures to change behavior or performance preceded the imposition of negative sanctions.

B. Employees are reminded that all appeals are governed by law, city charter, and the City’s personnel rules.

C. Unacceptable Conduct is divided into three categories according to severity of misbehavior.

Category I offenses are of minor severity yet require correction in the interest of maintaining a productive and well managed department.

Category I Examples:

a. Excessive absences, tardiness
b. Inadequate or unsatisfactory performance
c. Being discourteous, disrespectful or rude to other employees
d. Making false or unfounded statements (unintentional)
e. Failure to notify department of a change of address or phone number
f. Failure to maintain required uniform
g. Failure to wear appropriate clothing consistent with assigned duties.
h. Conduct unbecoming an employee of the City of Clinton not otherwise
described in this order
i. Failing to wear a seat belt while operating a City vehicle

Category I offenses result, in the first offense, in informal measures such as counseling, or by written documentation. Three Category I offenses in one year results in a written reprimand or suspension of up to five days. A fourth instance in one year provides grounds for longer suspension or dismissal.

Category II offenses include more severe acts and misbehavior.
Category II - Examples:
a. Being discourteous, disrespectful or rude to citizens
b. Failure to follow supervision instructions, perform assigned work, or otherwise comply with policy
c. Violating safety rules without a threat of life
d. Unauthorized time away from work assignments without permission during duty hours
e. Failure to report to work without proper notice to a supervisor
f. Unauthorized use or misuse of department property
g. Refusal to work overtime without just cause
h. Failure to report improper activities or violations of policy to a supervisor
i. Withholding information from a supervisor or other appropriate person
j. Engaging in political activity while on duty
k. Failure to cooperate with other employees or supervisors
l. Abuse of work time (too much time away from established duties; too much time for personal business)
m. Abusive or obscene language
n. Disruptive behavior
o. Intentionally violating the chain of command for personal advantage

Category II offenses result, on first instance, in issuance of a letter of instruction of written reprimand. A subsequent infraction within two years shall result in suspension of up to ten days or demotion or dismissal.
3. Category III offenses include acts of such severity as to merit suspension or dismissal at a single occurrence

Category III- Examples:
a. Absence in excess of two days without notice to a superior
b. Use of alcohol or unlawful possession or use of a controlled substance while on duty
c. Reporting to work under the influence or when ability is impaired by alcohol or the unlawful use of controlled substances
d. Theft or unauthorized removal of department records or City or employee property
e. Falsification of any reports such as, but not limited to vouchers, official reports, time records, leave records, or making any false official statement
f. Willfully or negligently damaging or destroying City property
g. Unauthorized acts of physical violence or fighting
Violating safety rules where there is a threat to life
Sleeping on duty
j. Participating in any kind of concerted interference with City operations
k. Unauthorized possession or use of firearms, dangerous weapons, or explosives
Threatening or coercing employees or supervisors
Acts or conduct occurring on or off the job which are plainly related to job performance or are of such a nature that to continue the employee in the assigned position could constitute negligence in regard to the Citys responsibilities to the public

n. Failure to take physical or mental examinations as required. The Department Head may require mental or physical examinations of the employee by a designated psychiatrist, psychologist, or physician when in the Department Heads estimation, it is in the best interest of the employee of the City.
o. Using public office for private gain
p. Engaging in criminal conduct on or off the job
q. Engaging in dishonest or immoral conduct that undermines the effectiveness of the departments activities or employee performance, whether on or off the job
r. Willful disobedience to a lawful command or order of a supervisor
s. Disclosure of confidential information to any person except those who may be entitled to such information
t. Taking any action with the intent to impair the efficiency or reputation of the City, its members or employees
u. Acceptance of any bribe, gift, token, money, or other things of value intended as an inducement to perform or refrain from performing any official act, or any action of extortion or other means of obtaining money or anything of value through his or her position, or making profit from a City transaction
v. Feigning illness, or otherwise attempting to shirk official duties
w. Intentional untruthfulness
x. Failure to answer questions specifically directed and related to official duties or job fitness
y. Conduct unbecoming an employee of the City
z. Making false or unfounded statements or perpetuating rumors (intentional)

Category III offenses may be punished by suspension for up to 15 days, or longer with the approval of the City Manager, or dismissal.

D. PROBATIONARY EMPLOYEES: Probationary employees shall be dismissed, suspended otherwise disciplined according to the foregoing policy. The only difference is that a probationary employee has no grievance rights. In the case of a dismissed probationary employee, the official record will merely indicate that the person was dismissed during probationary employment. Accrued vacation is not paid to those who leave City employment prior to successfully completing their probation.

E. TERMINATED EMPLOYEES: When an employee is terminated, they are responsible for returning all uniforms and city equipment/property to their supervisor. Their final paycheck will be held till all equipment/property is received. If equipment/property is missing or destroyed, the replacement value will be deducted from the final check.

Helpful Numbers

  • City Hall: 323-0261
  • Chamber of Commerce: 323-2222
  • Frisco Conference Center: 323-7874
  • Utilities: 323-0217
  • Public Works: 323-1678
  • Police: 323-2323
  • Fire: 323-2298