Page 100 - Employee Handbook 1-2015 rev9

(26) Leaving the job or work area without permission before the end of the regular
work period;
(27) Failure to report personal injury;
(28) Failure to report absence properly;
(29) Poor attendance;
(30) Absence without justifiable cause, or habitual tardiness;
(31) Improper parking or abuse of parking privileges in City parking lots;
(32) Violation of the City's policy concerning Information Technology and
Computing;
(33) Violation of the City's policy concerning personal purchase discount;

(34) Sexual harassment;
(35) Violation of the City's policy concerning Employee Parking
(36) Violation of the City's policy concerning Workplace Violence;
(37) Violation of the City’s Residency Policy; and
(38) Any conduct, including conduct off the job, unbecoming of a City employee
which might interfere with the successful completion of job duties
(39) Bullying and other conduct deemed inappropriate by the City Manager.

R. Suspension

An immediate supervisor may suspend an employee for a period not to exceed five
workdays. Recommendations by an immediate supervisor for suspensions exceeding five (5)
workdays up to thirty (30) days must be approved by the department head. Recommendations
for suspensions in excess of the thirty (30) days must be approved by the City Manager.

Any suspension without pay of any exempt employee shall be for an entire workweek(s)
unless the disciplinary action is due to a violation of a safety rule of major significance or
violation of another workplace conduct rule(s) in which case the employee may be suspended on
the basis of one or more full work days consistent with the treatment of non-exempt employees
who violate the same or similar workplace conduct rule(s). For purposes of this section, the term
workplace conduct rule(s) does not include performance or attendance issues, but may include
examples of which are set forth in section U. Conduct above.

Any suspension of an exempt employee for a performance or attendance issue(s) shall be
for an entire workweek(s). Except as otherwise provided in the Fair Labor Standards Act, the
City’s suspension policy shall be applied uniformly to exempt and non-exempt employees.
Documentation of such action shall be forwarded to the Human Resources Department on a
disciplinary action form by the end of the next workday. The provisions of section V.
Grievances shall be available.

Suspensions as herein provided shall become effective upon imposition or approval by
the supervisor, department head or city manager, as applicable, notwithstanding an appeal unless
otherwise determined by the supervisor, department head or city manager. Documentation of
such action shall be forwarded to the Human Resources Department on a Disciplinary Action
Report Form by the end of the next work day to become a permanent part of the employee's
record.

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City of Winston-Salem Employee Handbook (January 2015 Revision)