Employees arrested for any alleged crime must notify their supervisor within 24 hours of the arrest or as soon as practical. Employees have a duty to inform management of the nature of the charges and their availability for work. The Supervisor will notify the Department Director and Human Resources within 24 hours of notification.  An employee’s inability to report to work as scheduled as a result of an arrest may lead to disciplinary action, up to and including dismissal from employment, for violation of an attendance policy or job abandonment.

When an employee is formally charged with criminal conduct which is job related and/or has the potential to affect the public’s trust and/or confidence in the employee and/or City government, management will make a preliminary decision on how this will impact the employee’s work status, including whether to:

• Allow the employee to continue to perform his duties pending the outcome of a department investigation; 
• Reassign the employee to other less sensitive duties pending the outcome of a departmental investigation; 
• Suspend or place the employee on leave without pay pending a departmental investigation; or
• Suspend or place the employee on leave, with a determination on whether such suspension or leave is with or without pay based on the specific circumstances.

Following the preliminary decision, management will conduct a more thorough investigation to determine what if any level of disciplinary action is appropriate or warranted, and whether the conduct at issue or criminal charges will impact the individual’s continued employment with the City. 

The intent of management’s investigation is not to establish the employee’s guilt or innocence of the formal criminal charge. Any disciplinary action taken will not be dependent on the legal outcome of the criminal charges. An employee who remains employed while charged with a crime will notify his supervisor of any change in the status of the criminal proceedings within 48 hours of such change.