Bexar County Department of Human Resources
Civil Service Commission Rules and Regulations
Reasons for Discipline
Policy Number: 7.6.09
Effective Date: March 16, 2007
In addition to violation of office or department policies and procedures, an office or department many take disciplinary action against an employee if it is determined that the employee has committed any of the following violations, to include but not be limited to:
- Poor attendance - excessive absences and/or tardiness.
- Insubordination – unwilling to follow orders of a supervisor or higher level of authority.
- Dishonesty – characterized by a lack of trust, honesty, or truthfulness.
- Failure to provide notice of absence.
- Misuse of leave.
- Unauthorized absence – absence from duty which is not authorized or for which a request for leave has been denied.
- Fighting or otherwise disrupting relations between employees during normal duty hours.
- Failure to accept a transfer, either lateral or to an uncovered position, failure to report to a different duty location or failure to report to a different position for rotation of job duties. Failing to report to or choosing not to accept a new assignment may result in termination.
- Failure to perform the job requirements.
- Being in possession and/or under the influence of intoxicating beverages or substances or illegal controlled substances while on duty.
- Sexual harassment.
- Poor job performance.
- Physical or verbal abuse of fellow employees, supervisors or the public.
- Fraud or misrepresentation in the selection process, discovered within five years. If the employee is not qualified or not suitable for the position, the Commission may direct the removal of the employee on the basis of intentional fraud misrepresentation.
- Violation of any statute, Civil Service Rule or Regulation, or any duty authorized office department rule or policy.
- Knowingly creating and submitting false and/or slanderous reports and/or gossip regarding fellow employees, supervisors or subordinates.
- Conduct or actions that seriously impair the employees job effectiveness.
- Conduct which is detrimental to or has an adverse effect on the office or department.
- Failure to obtain and maintain any position qualifications, licenses or certifications required by the employees position description.
- Exhaustion of leave in excess of the allowable maximum period authorized by federal, state, county or local laws and rules.
- Conviction of a felony offense, class B or above misdemeanor, or any crime involving moral turpitude which relate to job functions.
- Failure to satisfactorily complete, obtain or maintain the required physical and/or psychological fitness for duty test.
- Solicitation or acceptance, directly or indirectly, of any gift, favor, entertainment loan or other thing which has monetary value in exchange for some action of the employee in the employees official duties for the County. This includes solicitation between employees for gifts for superiors.
- Accepting gifts from contractors, vendors or other persons who are employed by persons/entities who are dealing with or attempting to deal with the County. These rules do not apply to calendars and similar articles that bear the donor’s advertising.
- Outside employment that conflicts with an employees duties for the County. An employee shall not receive additional compensation from a source other than the County for work performed for the County. An employee may not conduct outside employment on County time. Further, an employee shall not utilize sick leave in order to appear for outside employment. All outside employment will be approved according to each office or departments rules.
- Financial interests that conflict with an employees employment with the County.
- Misuse or allowing the misuse of County property, directly or indirectly.
- Release of confidential information or misuse of information obtained through employment with the County.
- Gambling or betting while on County time.
- Failure to maintain current address and/or telephone number with the office or department.
- Forcing co-workers to donate to an office fund or collection.
- Conduct that occurs off duty that negates the effectiveness of the employee or the office or department.
- Bidding on County equipment sales, unless required by the employees position.