PPMR 08-01 Section 13 Discipline/Standards of Conduct•
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Number: 08-01
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- Subject: Discipline/
Standazds of Conduct
Q~ Village of North Palm Beach
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~ Date: November 3, 2008
~ Revised: Section 13, NPB
Policy Manual
POLICY AND PROCEDURES MANUAL REVISION
13.0 DISCIPLINE
13.1 Objective: One of the primary objectives of supervision is to ensure prompt, efficient and
courteous service to the public. To meet this goal supervisors aze responsible for training,
assisting, motivating, directing and correcting behavior of staff. In any organization it is
essential that certain standards of personal conduct and work performance be maintained.
Most people prefer to work in an orderly environment and will readily conform to reasonable
rules of conduct and standards of performance as long as they understand what is expected of
them. Supervisors are responsible for informing their subordinates of management's
expectations. Where problems with employee behavior or performance arise, a supervisor
should seek to correct the problem with the least amount of disruption to the work
environment. Discipline is a means to correct employee behavior and performance. This
information addresses both progressive discipline and termination. All employees working
for the Village of North Palm Beach are members of a select group working together for the
main purpose of serving the community. Any employee who fails to follow the necessary
rules and regulations governing their conduct is not only penalizing themselves, but is also
doing a disservice to all of the other Village employees. The Work Rules aze not intended to
restrict or impose on the individual, but are designed to ensure the rights and safety of all
Village employees and to provide working guidelines to serve the community effectively and
efficiently.
13.2 Progressive Discipline: Progressive discipline is utilized for regulaz, non-probationary
employees and may include oral counseling, written counseling, suspension, and ultimately
termination. Exempt employees are not typically subject to progressive discipline. The goals
of progressive discipline are to: inform the employee of inadequacies in performance or
instances of improper behavior; clarify what constitutes satisfactory performance or
behavior; instruct the employee on what action must be taken to correct the performance or
behavior problem; and inform the employee of what action will be taken in the future if the
expectations aze not met. There are several levels of disciplinary action, each progressively
more serious, which may be used to correct employee performance and behavior. Assistance
is available from Human Resources.
13.3 Procedures:
A. Verbal Counseling: An employee may be given a verbal counseling for a performance or
behavior problem. A verbal counseling is typically issued during a private conference
between the supervisor and the employee where the supervisor explains the problem and
what the employee must do to return to satisfactory status. Supervisory notes to the file
are permissible and in most cases appropriate. The employee should be informed that the
II conference is being conducted for the purpose of issuing a verbal counseling. This
ensures that the employee is awaze that disciplinary action is taking place. Verbal
counseling can also be used as a training tool. Employees have the right to request that a
representative of their choosing (e.g. a union shop stewazd) be present during such a
meeting. Such a representative is there only as a witness for the employee and does not
have a right to conduct interviews or otherwise insert himself or herself into the process.
B. Written Counseling: Employees may be issued a written counseling as a letter or memo
which contains the following information:
1. A description of the specific problem or offense
2. The most recent incident and when it occurred
3. Previous actions taken to correct the problem (if applicable)
4. Expectations and acceptable standards of performance
5. A warning that further unsatisfactory behavior or performance may result in
disciplinary action.
6. Typically the written counseling is issued and discussed with the employee in private
conference with the supervisor. (As mentioned above, the employee may request a
representative be present on their behalf.) A copy of the written counseling should be
given to the employee and a copy placed in the employee's official personnel record.
The written counseling may also specify a review period, if appropriate, in which the
employee's behavior or performance will be reviewed.
C. Employee Notice Memorandum: In all cases (above verbal counseling) where
disciplinary action is being taken against an employee, the immediate supervisor or in
some cases, the department head, initiating the action is required to prepare an employee
notice memorandum informing the employee of the action taken. A copy of such notice
and supporting documentation, if any, must be sent immediately to the Village Manager
for placement in the employee's personnel folder.
D. Suspensions:
1. In General: Nonexempt employees may be suspended without pay for incidents
which aze serious enough to warrant extraordinary suspension, or after less severe
disciplinary actions have been taken. The duration of the suspension should be
commensurate with the offense. (Also consult appropriate collective bazgaining
agreements as applicable for disciplinary guidelines.)
a. Typically the employee is informed of the suspension in private conference with
his/her supervisor.
b. The employee is given an employee notice memorandum detailing the basis for
the action which specifies: the length of the suspension (beginning and ending
dates)
c. A description of the specific problem or offense
d. The most recent incident and when it occurred; previous actions taken to correct
the problem, if applicable
e. Expectations and acceptable standazds of performance
f. A warning that further unsatisfactory behavior or performance may result in
further disciplinary action, up to and including termination.
g. The suspension letter may also specify a review period, if appropriate, in which
the employee's behavior or performance will be reviewed.
h. Exempt status employees may be suspended in increments of one workday for
inappropriate or illegal conduct.
III i. An employee may be suspended indefinitely or for any specified period of time
without pay for offenses as defined by the Work Rules and/or for violation of
• departmental rules and regulations, as recommended by the department head and
as approved by the Village Manager. In the case of a Public Safety employee, the
immediate supervisor or other superior may suspend an employee and later obtain
the necessary approval of the department head, following the guidelines of the
PBA Contract. In all cases of suspension, an employee notice memorandum must
be completed and submitted to the employee along with a copy to the Village
Manager.
2. Normal Suspension Procedures:
a. Except in cases of suspensions in contemplation of termination, and except where
the employee's presence poses a continuing danger to persons or to the orderly
operation of Village government, the employee shall be notified in writing of the
accusations/charges against the employee and the factual basis thereof prior to the
effectiveness of the suspension.
b. Concurrently with or after said notice, but prior to a suspension, the supervisor,
superior, or department head must give the accused employee a reasonable
opportunity to explain the employee's version of the facts surrounding the
accusations.
c. Immediately thereafter, the supervisor, superior, or department head may
recommend suspension, followed by approval of the Village Manager.
d. In cases where there is a suspension without pay, only the Village Manager has
the authority to implement such discipline.
3. Extraordinary Suspensions: In cases where the employee's presence poses a
continuing danger to persons or to the orderly operation of Village government, the
employee may be immediately suspended but shall be notified in writing of the
charges against the employee and shall be given an opportunity to rebut same within
ten (10) days after suspension.
E. Demotion and Decrease in Pay:
1. A department head may recommend and only the Village Manager may demote an
employee with a decrease in salary and job responsibilities, asappropriate, for such
time as is necessary to correct deficiencies in job performance or job qualifications.
The duration of such demotion and reduction in pay and responsibilities, as
appropriate, may be temporary or regular as appropriate, under the circumstances.
(Also consult appropriate collective bargaining agreements as applicable for
disciplinary guidelines.)
2. A demoted regular employee is entitled to advance under the pay plan as any other
employee based upon job performance. Prior to the proposed demotion, the employee
shall be given written notice of the reasons for the proposed demotion and further,
shall be given the opportunity to rebut said reasons before the appropriate department
head. If the department head determines demotion is proper, then an appropriate
progress interview/evaluation form shall be completed and shall include the specific
reasons for the demotion. A copy of the progress interview/evaluation shall be
forwarded to the Village Manager for his final approval.
F. Terminations:
1. In General: Employees may be terminated for incidents which are serious enough to
warrant immediate termination, or after less severe disciplinary actions have been
II taken. It is advisable to terminate an employee in private conference with his/her
supervisor and other appropriate levels of supervision. During this conference the
• employee is usually given a letter or a memorandum clearly stating the effective date
of the termination. When allegations are serious enough to merit immediate
termination, it is usually advisable to suspend an employee, pending an investigation.
This suspension is for the purpose of investigating the problem and conferring with
appropriate officials regarding the decision to terminate, and should be so
communicated to the employee. Only the Village Manager has the authority to
implement the termination of an employee. (Also consult appropriate collective
bargaining agreements as applicable for disciplinary guidelines.)
a. These procedures for dismissal are promulgated to minimize the risk of
improper terminations associated with any such processes.
b. A probationary employee may be dismissed with or without cause at the
recommendation of the department head with approval from the Village
Manager. A Regular Employee may be dismissed only for cause.
2. Immediate Termination: Immediate termination is the disciplinary action that occurs
without prior warnings or attempts at progressive discipline due to the seriousness of
the incident. This would include, but not be limited to, theft, intoxication on the job,
violence or threat of violence, conviction of a felony, and negligent, careless or
intentional performance that results in damage to property or individuals or the risk
thereof. This action may become necessary when incidents which in and of
themselves are so serious as to justify immediate termination, or performance
problems which are determined to be due to skill deficiency rather than rule
violations or neglect of duty. (Also consult appropriate collective bargaining
agreements as applicable for disciplinary guidelines.)
3. Termination Procedure: (Applicable to non-probationary, full-time employees
only.) Prior to the proposed termination, the employee shall be suspended
without pay pending the outcome or the informal conference and shall
concurrently or immediately thereafter receive written notice of the reasons for
the proposed termination either by hand delivery or by Registered U. S. Mail.
a. Such notice shall also specify a time, no sooner than two (2) working days nor
later than five (5) working days following the employee's receipt of such
notice, for an informal conference to be held before the Village Manager to
afford the employee an opportunity to rebut the charges.
b. The employee may also be allowed to respond in writing to the Village
Manager. After such informal conference, and after considering all evidence,
the Village Manager shall take appropriate action upon the dismissal.
c. Failure of an employee to attend said informal conference after being given
notice of same, shall waive any rights of the employee hereunder.
d. The Village Manager's decision shall be forthwith furnished to the employee
and shall be final and binding.
4. Appeals: An employee who is subject to any disciplinary action specified herein
may either pursue the appeal procedure contained in applicable collective
bargaining agreements, these regulations, or request an informal conference on
the action by serving a notice within twenty-four (24) hours after the effective
date of the action to the Village Manager. Any regular, full-time employee who
has been involuntarily terminated shall be immediately advised of the employee's
right to appeal the action through the use of the disciplinary appeal process or the
informal conference.
13.4 Work Rules
• 13.4.1 Purpose: To provide Village employees a set of work rules that provides direction for the
performance of duty and proper and efficient operation of Village operations.
13.4.2 Definitions:
A. Work Rules: Those rules as set out under this policy and those commonly accepted
standards of conduct that would normally apply to personnel of a government or public
service organization.
B. Violations: Any action ofnon-adherence, transgressions from, or failure to abide by work
rules or commonly accepted standards of conduct.
13.4.3 Backsround: Public organizations must, by reason of their existence, present an image to be
respected by those they serve. The personnel who make up the organization must, at all
times, project a concerned and professional image. These qualifications, not found in all
professions, are a demanding requirement of this vocation, which, of necessity, must be
evident in the daily operation of the organization and in all contacts with the public.
13.4.4 Policv:
A. Employees shall conduct themselves in a manner consistent with that which is considered
a normal standard of conduct.
B. Employees shall not commit any deliberate act or omission, which constitutes a violation
of work rules, regulations or directives as set out in this policy or accepted as standard
operating procedure.
C. Violations, once noticed, reported and substantiated shall result in disciplinary action in
accordance with Village directives.
13.4.5 Obedience to Rules and Regulations: Employees will not commit or omit any act violating
any rule, regulation, directive, order, or policy. Violations shall result in disciplinary action.
13.4.6 Employees/Members Standards of Conduct: These standards of conduct are intended to
govern employee conduct while facilitating the Village of North Palm Beach's goals and
objectives.
A
Absent Without Leave: Employees will be considered absent without leave if they are not
present for work and no leave was granted.
Abuse of Position: Personnel shall not authorize the use of their: names, photographs, or
official titles which identify them as Village personnel, in connection with testimonials or
advertisements of any commodity or commercial enterprise; nor shall they lend to another
person their identification cards or badges or permit them to be photographed or reproduced;
and personnel shall not use their official position, official identification cards or badges:
A. For personal financial gain or other personal motives (e.g. revenge);
• B. For obtaining privileges not otherwise available to them except in the performance of
duty; or
C. For avoiding consequences of illegal acts.
Alcohol Use Off Duty: Personnel, while off duty, shall refrain from consuming alcoholic
beverages to the extent that such consumption results in impairment, or obnoxious or
offensive behavior which discredits them or the Village, or renders them unfit to report for
their next scheduled work day.
Alcoholic Beverages/Controlled Substances in Village Facilities: Personnel shall not store
or bring into any Village facility or vehicle any alcoholic beverages and/or controlled
substances except those being held as evidence or being utilized in an official investigation.
Assistance, Requests for: When any person requests assistance or advice, or makes
complaints or reports, either by telephone or in person, all pertinent information will be
obtained in an official and courteous manner and will be properly and judiciously acted upon
consistent with established Village policy.
B/C
Citizen Complaints: Personnel shall courteously and promptly respond to any complaint
made by a citizen against any Village personnel or the Village. Personnel may attempt to
resolve the complaint, but shall never attempt to dissuade any citizen from lodging a formal
complaint against Village personnel. All formal complaints received shall be in writing,
signed by the complainant and notarized. Complaints shall be forwarded to the Human
Resources Director for further action.
Conflicting -Illegal Orders: Personnel who are given an otherwise proper order which is in
conflict with a previous order, rule, regulation or directive shall respectfully inform the
supervisor issuing the order of the conflict.
A. If the supervisor issuing the order does not alter or retract the conflicting order, the order
shall stand. Under these circumstances, the responsibility for the conflict shall be upon
the supervisor. Personnel shall obey the conflicting order and shall not be held
responsible for disobedience of the order, rule, regulation or directive previously issued.
B. Personnel shall not obey any order which they know or should know would require them
to commit an illegal act. If in doubt as to the legality of an order, personnel shall request
the person issuing the order to clarify it or may confer with higher authority.
Conformance to Laws: Personnel shall obey all Federal, State, County, and Local laws.
Conviction of the violation or attempted violation of any law shall be prima facie evidence of
a violation of this section.
Courtesy: Personnel shall be courteous to the public. Personnel shall be tactful in the
performance of their duties, shall control their tempers, and exercise the utmost patience and
discretion. In the performance of their duties, personnel shall not use coarse, violent, profane,
or insolent language or gestures and shall not express any prejudice concerning race,
religion, politics, national origin, lifestyle, or similar personal characteristics.
D
Dissident Groups: Employees will not, except in the line of duty, knowingly associate with
any person or organizations which advocates or fosters hatred, oppression, or persecution of
any person or group.
Distraction From Duty: Employees will not engage in activities or personal business, which
would cause them to neglect or be inattentive to duty.
E
Endorsements and Referrals: Personnel shall not recommend or suggest in any manner,
except in the transaction of personal business, the employment or procurement of a particular
product, professional service (such as an attorney, ambulance service, towing service,
bondsman, mortician, engineer, contractor, etc.). In the case of ambulance or towing service,
when such service is necessary and the person needing the service is unable or unwilling to
procure it or requests assistance, personnel shall proceed in accordance with established
Village procedures.
G
Gambling: On-duty employees will not engage or participate in gambling while on or in a
Village facility. Employees will not engage in illegal gambling at any time.
Gifts, Gratuities, Bribes or Rewards: Personnel shall not solicit or accept any gift/gratuity
from any person, business or organization if personnel have reason to believe that the donor
is seeking to influence personnel's performance or non-performance of an official duty, has
an interest which maybe substantially affected by the performance of an official duty, has a
substantial interest in an enterprise which is licensed or regulated by the Village. Personnel
may accept non-monetary gifts with a value of twenty dollars or less or gifts of food which
must be made available to all employees and/or customers/visitors equally in a centralized
location.
H/I
Identification: Personnel shall carry their identification cards on their person at all times,
except when impractical or dangerous to their safety. They shall furnish their name and
identification number to any person requesting that information, when they are on duty or
while holding themselves out as having official capacity.
Immoral Conduct: Members and employees shall maintain a level of moral conduct in their
personal and business affairs, which is in keeping with the highest standards of their
profession. Members and employees shall not participate in any action involving moral
turpitude, which impairs their ability to perform as Village personnel or causes the Village to
be brought under unfavorable scrutiny.
Insubordination: Insubordination shall include but not necessarily be limited to any failure
or deliberate refusal to obey a lawful order given by a supervisor, or any disrespectful,
• mutinous, insolent, or abusive language or action toward a supervisor.
K
Keys:
A. On-duty employees will not possess a business premise key for the purpose of obtaining
shelter, rest, or telephone service. Supervisors may make temporary exceptions if needed
in the performance of official duties.
B. Employees are not permitted to duplicate any Village key without their Department
Director or designee's permission.
L
Labor Activity: Personnel shall have the right to join labor organizations. Nothing shall
compel the Village to recognize or to engage in collective bargaining with any such labor
organization except as provided by law.
M
Meal/Break Procedure:
A. Most employees are entitled to one 30-minute meal break per eight-hour shift and one
15-minute break for each four hours worked. Supervisors have the option to allow
employees to combine the two 15 minute breaks with the 30 minute meal break to allow
an employee a 60 minute meal break. Some exceptions may apply; please consult
applicable collective bargaining agreements and/or department-specific rules.
B. Employees are authorized two 15-minute breaks not to be taken consecutively or in
conjunction with a 30-minute meal break unless authorized by their immediate
supervisor. Also, these breaks should not be taken during the first or last hours of a shift.
C. Meal breaks will not represent compensable time except as specified herein and as
specified in any applicable bargaining unit agreement. Nonetheless, employees will
continue to receive pay for 40 hours of work per regularly scheduled workweek.
D. Employees will be given time for meals and breaks at the discretion of their immediate
supervisor and consistent with applicable bargaining unit agreement.
E. Employees can be recalled from authorized meals or breaks at the discretion of a
supervisor. Employees may be recalled for up to two meal breaks per workweek without
incurring any additional compensable time beyond that otherwise accrued. Additional
recall during meal breaks in a workweek beyond two meal breaks will result in an added
30 minutes of compensable time for that workweek.
N
Neglect of Dutv: Personnel shall not fail to give suitable attention to the performance of
duty. Examples of neglect of duty include but are not limited to: failure to take appropriate
action on the occasion of a crime scene, disorder, or other act or condition deserving
attention; absence without leave; unnecessary absence from one's assignment during work
hours; failure to report for duty at the time and place designated; failure to perform duties; or
engaging in any activity or personal business which would cause one to be inattentive to
duty.
Notices -Posting/Circulation/Destruction/Defacing: Personnel shall not destroy or deface
any official written Notice/Memorandum posted relating to Village business. The posting of
any non-official Notice/Memorandum of derogatory character relating to Village activity is
prohibited.
O
Obedience to Orders: Personnel shall obey and fully execute any lawful order, written or
oral, given by a supervisor, which shall include but not necessarily be limited to these work
rules, policies and procedures of the Village. The term "lawful order" shall be construed as
any order in keeping with the performance of any duty prescribed by law or by these rules, or
for the preservation of good order, efficiency and proper discipline, which is not in conflict
with these rules or Village procedures.
Official Document-Destroying: Employees will not destroy or permanently remove from its
proper location any official record without proper authorization.
P
Payment of Debts: Personnel shall not willfully or negligently fail to pay all just debts and
legal liabilities when due. Personnel should not undertake any financial obligations, which
they know or should know they will be unable to meet. Personnel shall not co-sign a note for
any supervisor.
Payment for Personal Injury: Employees will not accept or agree to accept anything as
payment for personal injury or property damage incurred in the line of duty without first
notifying their Department Director, unless per a lawfully instituted legal action.
Personal Appearance: Personnel on duty shall wear Village uniforms or other business or
business casual clothing in accordance with established Village policy. Personnel on duty
shall maintain a neat, well-groomed appearance and shall style their hair according to
established Village policy.
Political Activity: Personnel are permitted to engage in political activities that fall within the
first amendment protections and shall not be restricted in this right except where in conflict
or violation of Federal, State or local law.
Political, Religious, or Discriminatory Discussions: Employees will not use remarks that
degrade national origin, sex, age, color, creed, beliefs, or physical handicaps.
Possession/Use of Controlled Substances: Personnel shall not possess or use any controlled
substance, except with the approval and guidance of a licensed physician and with the
knowledge of a supervisor. At no time may any personnel of the Village be under the
influence of a controlled substance where such use or influence impairs or compromises the
Village.
Possession/LTse of Alcohol: Personnel shall not possess or consume alcoholic beverages
while on duty. Personnel shall not report for duty, or be on duty, while under the influence of
alcoholic beverages to any degree whatsoever, or with an odor of alcoholic beverages on
their breath.
Promptness: Employees will report for work at the time and place specified, properly attired
and equipped.
Property, Damage/Loss of Village:
A. Damaged Village property will be reported to supervisors as soon as possible after the
incident occurs.
B. Lost or stolen Village property including Village equipment, radios, badges, ID Cards,
keys, uniforms, etc., will be reported as follows:
1. Employees will immediately make verbal notification of the incident to their
supervisor.
2. As soon as possible after making verbal notification, employees/supervisors will
prepare a written report and submit it to their supervisor.
Note: In some cases, supervisors should work with the employees to prepare the written
report. The written report will include the property's description and circumstances
surrounding the loss or theft.
3. Supervisors will send a copy of the report to their Department Director for filing and
future reference.
Professional Demeanor: Employees will not demonstrate a lazy disposition such as
lounging about or placing their feet on desks or other furniture in public view.
Prohibited Association/Frepuenting: Personnel shall not frequent or associate with
person(s), organizations or places that they know, or should know, are under criminal
investigation or indictment, or that have a reputation in the community or Village for present
involvement in felonious or criminal activity, or where unavoidable because of other
personal relationships with personnel.
Public Statements and Appearances:
A. Personnel shall not publicly criticize or ridicule the Village, its policies or other
personnel by speech, writing or other expression, where such speech, writing or other
expression is defamatory, obscene, unlawful, which undermines the effectiveness of the
Village, interferes with the maintenance of discipline, or is made with reckless disregard
for truth or falsity.
B. Personnel shall not address public gatherings, appear on radio or television, prepare any
article for publication, act as correspondents to a newspaper or periodical, release or
divulge any other matters of the Village while holding themselves out as representing the
Village in such matters without proper authority.
• Public -Relationship with the: Employees will avoid giving the impression they are
evading the performance of their duty or disinterested in problems of persons who may be
referred elsewhere for service. Employees will not belittle a seemingly trivial request,
complaint, or piece of information, but will thank the person regardless of the information
received.
Public -Courtesy to the: Employees will be courteous when dealing with the public, and
avoid conduct which conveys disinterest or disrespect.
R
Recall to Duty: Off-duty employees will report for duty immediately upon receipt of orders
to do so.
Relief: Except in emergencies, employees will not leave their assignment without being
properly relieved. If not properly relieved, employees will notify their on-duty supervisor as
soon as possible.
Rendering Assistance: Employees will take applicable action without delay, to aid another
employee exposed to impending danger.
Reporting for Duty: Personnel shall report for duty at the time and place required by
established schedules, special assignments, or orders. Personnel shall be physically and
mentally fit to perform their duties and they shall be properly equipped and cognizant of
information required for the proper performance of duty so that they may immediately
assume their duties.
Reporting Illness:
A. Employees unable to report for duty due to illness must notify their supervisor or other
competent authority at least one hour before their scheduled reporting time.
B. Ill or injured employees on sick leave will remain at home during their regularly
scheduled duty hours except for viable medical reasons, voting, attending religious
establishments, or at their supervisor's discretion.
C. If sick leave abuse is suspected or excessive sick leave use occurs, supervisors may
require an employee provide a physician's note explaining the employees illness. Any
medical consultation for an employee's illness is at the employee's expense.
D. Employees will not pretend illness or injury, falsely report themselves ill or injured, or
otherwise deceive or attempt to deceive a supervisor as to their health.
S
Sleeping On Duty: Employees will remain awake and alert while on duty. If unable to do so,
they will advise their supervisor who will determine the proper course of action.
SolicitlEngage in Sexual Activity or Conduct: On-duty employees will not solicit or
engage in sexual activity.
Soliciting Influence: Employees will not solicit the aid of persons or groups outside the
Village for assistance in the procurement of transfers, duty assignments, or promotions.
T
Telephone: Personnel shall immediately report any changes of telephone numbers or
addresses to their supervisors and to such other persons as is required. They shall not at any
time disconnect or cause to be disconnected for any period of time the phone line to their
residence or use an answering service or recorded message service when in residence for the
purpose of delaying response to communication with the Village. Please see Village phone
use policy for more guidelines of use of Village-owned phones and/or personal calls on
Village time.
Training Schools. Conduct While Attending:
A. Employees will attend in-service training if scheduled.
B. Official uniforms or business casual clothing conforming to Village standards will be
worn.
C. Employees will comply with all rules and instructions regulating their conduct while
attending school and/or conferences.
D. Employees attending approved training will not leave the training unless excused by the
instructor. Employees will immediately notify their supervisor of any absences during
scheduled training hours.
U
Unbecoming Conduct: Members and employees shall conduct themselves at all times, both
on and off duty, in such a manner as to reflect most favorably on the Village.
A. Conduct unbecoming a member or employee shall include any conduct which brings
the Village into disrepute or reflects discredit upon the member, the employee, or the
Village.
B. It also includes any conduct, which impairs the operation or efficiency of the Village,
or any member or employee.
Undesirable Establishments -Frequenting: Employees will not knowingly visit, enter, or
frequent a house of prostitution, gambling house, or establishment where Village ordinances
or Florida Statutes are violated.
Unfit for Duty: Employees found unfit for duty or improperly attired or equipped may be
relieved from duty by their supervisor. Any loss of time will be deducted from the
employee's salary and disciplinary action initiated if applicable.
Unlawful Order: Employees given unlawful orders will respectfully refuse to obey them
. and explain their reason. At an appropriate time, employees will submit a report to a higher
authority via chain of command.
VWXYZ
Village Equipment -Use of: Personnel shall utilize Village equipment only for its intended
purpose, in accordance with established procedures, and shall not abuse, damage or lose
Village equipment. All Village equipment issued to employees shall be maintained in proper
order. Any damage to or loss of Village equipment shall be handled in accordance with
Village directives.
Village Property -Reporting Damage: Personnel shall immediately report all damage to
vehicles and equipment and file a report which contains all known facts surrounding the
cause and nature of the damage, in accordance with Village policy. In the event that Village
property is found bearing evidence of damage which has not been reported, it shall be
deemed to suspect the last person using the vehicle or property of causing the damage.
Village Property Restrictions -Use of: Physical objects issued by the Village to employees
or members will remain Village property and be subject to all policies and procedures on
property as follows:
A. Employees will be responsible for the safekeeping and care of Village property used by
them.
B. Property will be used only for official purposes and in the capacity it was intended.
C. Property will not be transferred from one employee to another without the permission of
the employee's supervisor.
D. Village equipment (in storage or assigned to an individual) will be maintained in a state
of operational readiness.
E. Employees will not take, borrow, or use any private or confiscated property for their
personal use without proper authorization.
Village Reports and Records: Personnel shall submit all necessary reports on time and in
accordance with Village directives, and all reports submitted shall be truthful and complete.
Village Standards -Meeting:
A. Employees will perform their duties properly and assume the responsibilities of their
positions.
B. Employees will perform their duties in a manner, which tends to establish and maintain
the highest standards of efficiency, competency, and professionalism in carrying out the
functions and meeting Village objectives.
C. Failure to meet Village standards includes, but is not limited to:
1. Lack of knowledge of laws and procedures relevant to the performance of duty
2. Unwillingness or inability to perform assigned duties or satisfy standards of
performance established for the position
Village Vehicles-Operation: Personnel shall operate official vehicles in a careful and
prudent manner, and shall obey all laws and general orders pertaining to such operation. Loss
or suspension of any driving license shall be reported to the Village immediately.
Village Correspondence: All Village personnel shall obtain approval from their department
director or designee prior to distributing "official" written correspondence outside the
deparhnent or Village.
A. Only approved Village letterhead will be utilized.
B. All "inter-office" correspondence should be placed on the established Village
memorandum form.
C. Inter-office correspondence is described as that written correspondence conducted
between Village personnel.
D. No third party communication is to be disseminated outside the agency without the
expressed consent of the authoring agency/jurisdiction.
Village Literature-Keeping Informed of:
A. Employees will read and understand all applicable Village literature including, but not
limited to:
1. Policies and procedures
2. General Orders
3. Administrative Orders
4. Training and legal bulletins
5. Village ordinances
6. State and federal laws
B. Employees with questions regarding Village literature will request assistance from their
supervisor.
Violations of Regulations-Reporting: Employees with knowledge of an employee or
member in violation of Village regulations, rules, laws, or ordinances will report the
violation to their immediate supervisor or watch commander as soon as practical.
Visiting a Lounge/Bar On Duty: On-duty employees will not enter or visit any cocktail
lounge, beer parlor, or place where the sale of alcoholic beverages for consumption on the
premises is the primary business.
APPROVED
Jimmy Knight
Village Manager