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445 I. Using tobacco or tobacco products in City facilities or in City vehicles. J. Unauthorized use or disclosure of official information; K. Unauthorized or improper use of official authority; L. Engaging in non -work related outside activities while on duty; M. Failure to comply with safety procedures or failure to report any hazardous conditions actions or practices. N. Theft, waste, damage, reckless, unauthorized or improper use of City property, equipment or supplies; O. Failure to follow a reasonable request made by the supervisor. SECTION 16.04 - Administration Department heads in consultation with the Human Resources Office and legal have the responsibility and the authority to take disciplinary actions including demotion, suspension and discharge as is appropriate. Any disciplinary action that results in a reduction in the employees salary requires approval from the City Manager. Although the Human Resources Office does not maintain a copy of a verbal warning, each department head maintains a record showing the date and substance of verbal warnings given employees in his/her department. SECTION 16.05 — Standard Disciplinary Action Disciplinary actions will be consistent with the nature of the offense or performance deficiency after consideration of relevant factors. The employee's previous work history will be taken into consideration in determining appropriate disciplinary action. SECTION 16.06 - Disciplinary Action Procedures Supervisors /department heads should ensure that all staff are properly trained and informed of City policies. During the probationary period the supervisor should identify for the employee, what the expectations are for performing the job. Once employees are properly trained and the supervisor identifies that there is a problem with performance or violation of City policies, it should be brought to the attention of the employee immediately. Employees should be given an opportunity to identify what is causing the problem. If the causes identified by the employee are related to training, or having appropriate equipment or'supplies, the supervisor should make every effort to remove the obstacles. If reasons are personal, the employee should be referred to the Employee Assistance Program. Warnings should be given to the employee of consequences of not performing the job properly. This information should be documented in conference notes including what the supervisor has done to alleviate any obstacles to the employee performing his or her job assignment. 48 Revised 01 -25 -05