Page | 37 • Misuse, alteration, concealment, falsification or willful omission from any City record or report, including but not limited to timesheet reporting, accident or injury reports, personnel records and benefit enrollment forms; • Engaging in sexual harassment and other forms of illegal discrimination; • Creating or contributing to an unproductive work environment, participating in or allowing horseplay, or disorderly conduct; • Making or publishing false or malicious statements (to include blogging, email, letter, gossip, etc.) concerning any employee, director, supervisor, client, vendor, the public, the City or its operations; • Fighting, participating or encouraging acts or threats of physical violence, intimidation or coercion; • Using abusive, offensive, or obscene language or conduct towards the public, City officials or employees; • Violating safety rules or accepted safety practices; • Failing to report direct or indirect financial interest that could be considered a conflict of interest; • Failing to report criminal charges and/or conviction of criminal charges in a timely manner; • Failing to immediately report the loss of a job-related license or certification (including driver’s license); • Failing to comply with the City's Drug Free Workplace and Testing Policy; • Failing to report the employee misconduct to management; • Using City material, time, equipment or property, including but not limited to inappropriate use of e-mail, electronic communications, Internet and/or computer networks in an inappropriate or unauthorized manner; and Additional Standards of Conduct for Supervisors, Managers and Administrators – The City holds all employees that hold positions of trust and responsibility as a supervisor, manager or administrator to a higher standard, and expects conduct and behavior that is above reproach. As such, they shall not engage in conduct or behaviors such as: • Aiding or cooperating with subordinate employees in the violation of work rules, policies or directives; • Failing to initiate formal disciplinary action against subordinates for violation of work rules, policies or directives; • Failing to treat all subordinates in a fair and non-discriminatory manner; • Failing to perform supervisory, managerial or administrative duties in a competent manner; • Using the position of supervisor, manager or administrator for inappropriate personal gain; • Inappropriately sharing confidential information entrusted to the supervisor, manager or administrator; and • Failing to administer and support the policies, directives or other requirements of the City or otherwise engaging in conduct which undermines the mission or the reputation of the City.
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