ARTICLE III. - DISCIPLINE AND COMPLAINT PROCEDURE
Part of the Code of Ordinances of Hopkinton, RI.
The text
Sec. 13-71. - Working relationships.#
(a)
It shall be the duty of each employee to maintain high standards of cooperation, efficiency, and economy in his work for the town. Department heads and supervisors shall organize and direct the work of their unit to achieve these objectives.
(b)
When work habits, attitude, production, or personal conduct of an employee falls below a desirable standard, supervisors should point out deficiencies at the time they are observed. Warning in sufficient time for improvement should precede formal discipline, but nothing in this section shall prevent immediate formal action whenever the interest of the town requires it.
(Ch. 54, Art. VIII, § 1, 5-12-80; Ch. 67, 12-7-81)
Sec. 13-72. - Suspension.#
(a)
In the interest of good discipline, a department head may, for just cause, suspend an employee without pay for any length of time up to thirty (30) days in a single year. No disciplinary suspension or combination of suspensions, shall exceed thirty (30) days in one (1) calendar year. An employee who is suspended shall be given notice of the reasons for the action.
(b)
During investigation, hearing, or trial of an employee in any civil cause or criminal charge when suspension would be in the interest of the town, an employee may be suspended without pay for the duration of the proceedings.
(Ch. 54, Art. VIII, § 3, 5-12-80)
Sec. 13-73. - Demotion.#
(a)
An employee may be demoted, for just cause, in the interest of good discipline. Demotion may be accomplished by reducing his pay within the pay group of the position he holds or by assigning him to a position of a lower group, or both. An employee who is so demoted, shall be given notice by his department head or supervisor of the reasons for the action.
(b)
An employee may request or accept voluntary demotion when assignment to less difficult or responsible work would be to his advantage and the interests of the town.
(Ch. 54, Art. VIII, § 4, 5-12-80)
Sec. 13-74. - Dismissal.#
An employee may be dismissed by the town council at any time for just cause ascertained after careful and factual consideration. An employee who is dismissed shall have explained to him the reasons for the action.
(Ch. 54, Art. VIII, § 5, 5-12-80)
Sec. 13-75. - Right of appeal.#
(a)
All employees will be granted the right of appeal. Within five (5) workdays after effective date of disciplinary action, the employee may file a written appeal to the town council.
(b)
The town council shall hear appeals submitted by any employee in the town service relative to any disciplinary action. A written statement of facts, findings, and recommendations will be placed on file in the individual's personnel folder. The action of the council shall be final and conclusive. Such hearing shall be open to the public at the discretion of the council. Such hearings shall be scheduled by the council no later than seven (7) days after receipt of written appeal, unless a quorum of the council cannot be present within those seven (7) days. In such case the council shall schedule such hearings as soon as a quorum of members can be present, but in no case later than ten (10) days after receipt of the appeal.
(Ch. 54, Art. VIII, § 6, 5-12-80)
Sec. 13-76. - Grounds for disciplinary action.#
Grounds for disciplinary action involving town employees shall include, but not be limited to, the following: (1)
Conviction of a felony or other crime involving moral turpitude.
(2)
Acts of incompetency.
(3)
Absence without leave.
(4)
Acts of insubordination.
(5)
Intentional failure or refusal to carry out instructions.
(6)
Willful misappropriation, destruction, theft, or conversion of town property.
(7)
Refusal or neglect to pay just debts. Maintenance of effort to pay debts must be shown to clear employee of neglect charges.
(8)
Employee subsequently becomes physically or mentally unfit for the performance of his/her duties as prescribed by a licensed physician.
(9)
Acts of misconduct while on duty.
(10)
Willful disregard of others.
(11)
Habitual tardiness and/or absenteeism.
(12)
Falsification of any information required by the local government.
(13)
Failure to properly report accidents or personal injuries.
(14)
Neglect or carelessness resulting in damage to town property or equipment.
(15)
Repeated convictions during employment on misdemeanor and/or traffic violations.
(16)
Introduction, possession, or use on town property or town equipment of alcoholic beverages or proceeding to and/or from work under the influence of alcohol.
(17)
Allowed operation of transportation of or by unauthorized persons in town equipment.
(Ch. 54, Art. VIII, § 7, 5-12-80)