2768                               Municipal Charters

3.    Prior to lay-off, a regular employee shall receive at least ten (10)
working days' notice when practicable.

4.    The Personnel Officer shall place the names of employees who are
laid off on the appropriate re-employment lists in accordance with the
rules governing certification and appointment.

D. Dismissal

1.    Any employee in the classified service may be removed permanently
from his position for cause provided that the employee shall have rights
of appeal.

2.    No employee in the classified service may be dismissed without
first being given reasons or charges, stated in writing, furnishing the
employee with specific information as to why the action is contemplated
and reasonable advance notice of the proposed action shall be given the
employee.

3.    The appointing authority shall give fair and objective considera-
tion to the employee's reply to any statement of charges brought against
him in a dismissal action, and the employee shall have the right to appear
before the appointing authority in person to answer the charges after
first making answer in writing. If the appointing authority then deter-
mines that the dismissal contemplated shall be executed, the employee
shall be immediately removed from his job, and his entire file shall be
forwarded promptly to the Personnel Officer.

4.    The following subsections, and other acts not specifically enumer-
ated herein involving conduct which is clearly contrary to common sense
and decency, may be sufficient cause for removal, provided that all classified
County employees shall be protected from any arbitrary, capricious, or
illegal termination of loyal career service. Cause for dismissal shall be:

a.    That the employee is incompetent or inefficient in the performance
of his duty.

b.    That the employee has some permanent or chronic physical or
mental ailment or defect that incapacitates him from the proper perform-
ance of his duties.

c.    That the employee has been brutal or offensive in his treatment
of the public or fellow employees.

d.    That the employee has violated any lawful official regulation or
order or failed to obey any lawful and reasonable direction given by his
supervisor.

e.    That the employee has accepted any service, valuable thing or
benefit, such as a loan or discount not available to the general public, given
him directly or indirectly by any person, firm or corporation where it may
be reasonably implied that the gift may have been given in the hope or
expectation of influencing the employee's judgment or receiving prefer-
ential treatment from such employee.

f.    That the employee is engaged in any private endeavor in conflict
with the County's business or that the time spent on such outside endeavor
is so excessive as to make it reasonable to assume that the employee may
jeopardize his health or ability to perform efficiently.

g.    That the employee has been convicted of a criminal offense involv-
ing moral turpitude.