Final Rules (Amended 2022 09 19)_Rule 1 Corrected (1) - Flipbook - Page 49
RULE 11
(15) Use of profanity, except when such use is legitimately required by the employee's job
responsibilities;
(16) Making false, vicious or malicious statements, except when
legitimately required by the employee's job responsibilities;
such actions are
(17) Illegal gambling on the job, except when such action is legitimately required by the
employee's job responsibilities;
(18) Violating or failing to adhere to safety rules, practices or programs;
(19) Theft or attempted theft;
(20) Falsification of documents, including but not limited to time or payroll records;
(21) Failure to maintain a job requirement;
(22) Violation of City’s Anti-Harassment Policy, as amended;
(23) Violation of City policies on Drug & Alcohol Use in the Workplace, as amended;
(24) Failure to achieve successful completion of a mandatory EAP or Rehabilitation
program.
t.
Employee has violated any provision relating to conduct of employees in the City of Culver
City’s Charter, Memoranda of Understanding, ordinances, Administrative and City Council
Policy Manuals, standards adopted by the employee’s department, other written policies,
documents or standards adopted by the City or any division thereof, or City Council, or of these
Rules and regulations, provided that the employee has been notified of the foregoing.
11.4
Enumerated Grounds not Exhaustive: The above grounds for disciplinary action are not
intended to be exhaustive and may be supplemented by other City policies or departmental regulations
not enumerated above.
11.5
Severity of Disciplinary Action: The severity of disciplinary action shall be determined after
consideration of the seriousness of the violation involved, the employee’s overall record with the City and
any mitigating circumstances. Some offenses may be the basis for disciplinary action, up to dismissal, on
the first offense.
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