149 - Rules of Conduct - Horicon

Ordinance #149

Rules of Conduct - City of Horicon


In order for any group of people to work together efficiently and safely, it is necessary to have a reasonable code of personal conduct. Such a code is found in our Work and Attendance Rules. We have established various rules governing conduct for the mutual benefit of the City and our employees. Our aim is to assure all employees of fair and just treatment. The rules herein supersede and replace any previously issued.

All offenses which lead to discipline are not of the same degree of seriousness.

Violations are either of a major or minor type. Major violations are of such a nature that immediate suspension and time off or discharge are warranted even for the first offense.

Minor violations must be repetitious and cumulative before time off or discharge is appropriate. These are the problems which involve progressive verbal and written reprimands, suspension and ultimate discharge.


They are serious violations which generally follow the rules of society. Major violations will result in discharge or a disciplinary suspension, depending on the circumstances surrounding the violation and the employee's prior record. Some -- but not all -- of them are:

1. Filling out another employee's time record or having one's time record filled out by another. Punching in or out another employee's time card or having one's own time card punched in or out by another employee.

2. Physical or verbal abuse of the public including but not limited to, threats, extortion, coercion, derogatory, profane or obscene language, assault, battery or offensive touching.

3. Being absent three (3) consecutive workdays without proper notification to the City unless it was physically impossible or beyond the control of the employee to notify the City.

4. Absent from work due to other employment without authorization from the City.

5. Inviting or allowing any non-employee to enter into restricted City premises and/or job site at any time without proper authorization.

6. Insubordination - Refusal to perform duties assigned by the employee's department head and/or supervisor, or offensive and abusive attitude toward the employee's department head and/or supervisor, or refusal to obey any reasonable order of those in charge of the employee's work.

7. Misusing, destroying or damaging any City property or the property of any employee or any member of the public through reckless or willful conduct, or through carelessness resulting in serious loss.

8. Sleeping while on duty and/or inattention to job duties.

9. Health or safety violations and horseplay which do or could cause serious loss or injury.

10. Falsifying any City reports or records, including patient, employment, absentee, sickness and production records, or making false statements in connection with City reports or records, or omitting facts or information from an employment application.

11. Fighting or provoking or instigating a fight on the City's premises and/or job site or threatening or intimidating any employee or member of the public while on duty or on City property.

12. Removal from City premises and/or job site of City property, records or other materials or the property of other employees for personal or non-work related use without proper written authorization.

13. Theft or sabotage or attempted theft or sabotage of any property on the City's premises or in any way on duty or engaged in work related activities, or being an accessory to the same.

14. Bringing onto City property and/or job site, or use, consumption or possession on City property, on duty, and/or on job site, of alcoholic beverages, drugs or intoxicants not specifically authorized by the City or prescribed for such use.

15. Reporting to work under the influence of alcohol or drugs not specifically authorized by the City or prescribed for such use.

16. Possessing firearms, explosives or weapons on City premises and/or job site.

17. Revealing confidential records, materials or information.

18. Making false, vicious or malicious statements about any employee, the City, its services or a citizen.

19. Conduct on City premises and/or job site which violates common decency or morality.

20. Violations of law which would have an adverse bearing on the employee's relationship to the City or employees.

21. Promotion of organized gambling, money lending schemes, etc.

22. Accepting money, loans, tips or financial remuneration of any kind other than City wages for any activities required as part of, or related to, the employee's position with the City.

23. Failure to maintain a valid CDL or other required license and/or certificate.


Most disciplinary problems do not warrant immediate suspensions. These are violations for which time off or discharge would not be appropriate on the first offense but for which time off and eventual removal would occur after repeated or frequent violations. The penalty for minor violations shall be progressive and may proceed through verbal reprimand, written warning, disciplinary layoff and discharge as appropriate. The verbal reprimand step may be omitted when the employee's conduct appears to be understood and deliberate. Some but not all are:

1. Absent from work station and/or job site without authorization.

2. Stopping work before quitting time, loitering or leaving the facility and/or job site during the work shift without permission or job completion.

3. Failure to punch in or out at required times.

4. Unauthorized presence on City premises and/or job site when not on duty or scheduled to work.

5. Failure to follow work instructions or fill out required records and reports.

6. Failure to maintain acceptable standards of personal hygiene.

7. Failure to attend mandatory scheduled in-service and staff meetings unless excused by the City.

8. Failure to maintain acceptable standards of quality and quantity of work output.

9. Carelessness in performing work or abuse or destruction of property not resulting in serious loss.

10. Neglect of job duties or responsibilities, including reading books, magazines or newspapers while on duty.

11. Neglect, waste or mishandling of machinery, or supplies and/or operating, using or possessing machines, tools or equipment to which the employee has not been assigned.

12. Health and safety violations.

13. Smoking in other than designated smoking areas or at other than designated times.

14. Failure to immediately report accidents or personal injuries in the required manner set up for all employees.

15. Participating in practical jokes, pranks or horseplay which did not cause, or was not likely to have serious results.

16. Contributing to unsanitary conditions or poor housekeeping.

17. Incompatibility or inability to work in harmony with fellow workers.

18. Using profane, obscene or abusive language on the City's premises and/or job site.

19. Selling and buying of lottery tickets, raffles, conducting personal business on City premises and/or job site during working time, without City authorization. Working time shall mean that time when employees are scheduled to be performing work, exclusive of rest breaks and lunch periods.

20. Participating in games of chance or gambling on City property and/or job site during working time.

21. Unauthorized use of City telephones and/or credit cards.

22. The posting or removal of notices, signs or writing in any form on City bulletin boards or property without approval of the City.

23. Excessive absenteeism and/or tardiness.


Any employee found to have engaged in harassment is subject to corrective action (including, where appropriate, discharge or other discipline). All employees should understand the City's commitment to appropriate conduct and the correction of any action which may create a hostile or offensive working environment.

There shall be no discrimination or harassment because of race, color, sex, sexual orientation, age, marital status, national origin, religious or political belief, or disability.

The City of Horicon and its employees shall cooperate to have a work environment free from all forms of discrimination, including sexual harassment. All federal and state laws will be observed.

For purposes of this Article, sexual harassment is defined as:

Making unwelcome sexual advances or requests for sexual favors or other verbal or physical conduct of a sexual nature a condition of an employee's continued employment.

Making submission to or rejection of such conduct the basis for employment decisions affecting the employee, such as promotions or job transfers.

Creating an intimidating, hostile or offensive working environment by such conduct as specified above.

Any employee who believes he or she has been the subject of harassment should report the alleged act promptly to any one of the following individuals: Immediate Supervisor, Department Head, City Clerk-Treasurer

If the employee believes these people are involved in the alleged misconduct, the employee should report the matter to the Mayor. Any party receiving a complaint of sexual harassment shall immediately investigate the allegations.

All information disclosed in the complaint and the investigation procedure will be held in the strictest of confidence and only disclosed when necessary to investigate and resolve the matter.

In the application of discipline under these rules, there shall be no distinction between offenses. Discipline shall normally proceed from one level to the next higher level. Discipline may take the form of a verbal warning (recorded), written warning, suspension or discharge. In determining the penalty to be imposed, the City shall consider the severity and gravity of the offense and the employee's work record, including length of service and work record. Discipline shall proceed from the last disciplinary action taken against the employee, except if the last action was a verbal reprimand and was more than one (1) year old or a written reprimand and was more than two (2) years old, then the disciplinary action shall be treated as a first offense under these rules (to be revised for consistency with labor agreements).

The specific objective of this procedure is not to penalize or discharge employees but to correct violations of plant rules, working instructions and working habits.