§ 2-1110. Cause for disciplinary action and authority of human resources director to promulgate rules regarding the workplace.

(a)

Any action which reflects discredit upon the municipal service or is a direct hindrance to the effective performance of the municipal government functions shall be considered good cause for disciplinary action against any officer or employee of the city. Circumstances constituting cause for disciplinary action are as follows, although charges may be based upon causes and complaints other than those listed:

(1)

Habitual use of alcoholic beverages to excess, or to the use of narcotics.

(2)

Guilt of a crime involving moral turpitude or infamous or disgraceful conduct.

(3)

The taking of intoxicating beverages, or intoxication while on duty.

(4)

Use of abusive or improper treatment to a person in custody, provided the act committed was not necessarily or lawfully done in self-defense or to protect the lives of others, or to prevent the escape of a person lawfully in custody.

(5)

Offensive conduct or language toward the public or toward city officers or employees.

(6)

Insubordination.

(7)

Incompetence to perform the duties of his position.

(8)

Damage to or negligence in the care, handling or operation of city property.

(9)

Violation of any lawful and reasonable official regulation or order made or given by his superior, where such violation or failure to obey amounted to an act of insubordination or a serious breach of proper discipline; or resulted, or might reasonably have been expected to result, in loss or injury to the city or to the public.

(10)

Commission of acts or omissions unbecoming an incumbent of the particular office or position held, which render his reprimand, suspension, demotion or discharge necessary or desirable for the economical or efficient conduct of the business of the city or for the best interest of the municipal government.

(11)

Willful violation of any of the provisions of the Charter, ordinances or any administrative regulation or order of his superior.

(12)

Inducing or attempting to induce any officer or employee in the municipal service to commit any illegal act or to act in violation of any lawful and reasonable departmental or official regulation or order, or participating therein.

(13)

Solicitation or receipt from the person or participation in any fee, gift or other valuable thing that is given in the hope or expectation of receiving a favor or better treatment than that accorded other persons in the city service.

(14)

Use or attempted use of political influence or bribery or any collusion to secure an advantage in an examination, promotion or appointment.

(15)

Failure to pay just debts due or owing or to make reasonable provision for the future payment of such debts, which causes annoyance to the city or his superiors, or embarrassment to the city or his superiors, or embarrassment to the service.

(16)

Absence from duty without leave contrary to this article, or failure to report after leave of absence has expired, or after such leave of absence has been disapproved or revoked and canceled by the proper authority.

(17)

Failure to report the current address of his place of residence.

(b)

The director of human resources is authorized to promulgate rules regarding employee conduct in the workplace. A violation of these rules shall be considered good cause for disciplinary action against any officer or employee of the city.

(Admin. Code 1967, § A8.30; Ord. No. 45485, 5-23-75; Ord. No. 950889, § A, 7-20-95)

Annotation— Forfeiture of city police lieutenant's pay constituted "contested case" within administrative procedure and review statute and prior to final disposition lieutenant was entitled to hearing unless matter was disposed of informally by stipulation, consent order, or default, or by agreed settlement, or lieutenant waived his right to hearing. RSMo 84.150, 536.010(2), 536.060, Davis v. Long, 360 S.W.2d 307.