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13.1.3 13.1.4 13.1.5 13.1.6 13.1.7 13.1.8 13.1.9 13.1.10 13.1.11 13.1.12 Intoxication or being under the influence of a controlled substance while on duty; Incompetence or inefficiency; Willful negligence or willful damage to public property or waste of public supplies or equipment; Failure to perform work as required or failure to comply with or violation of the City's reasonable rules regarding safety, conduct and operations; Unauthorized absence; The commitment or conviction of any criminal act; Conduct unbecoming a management employee in the public service; Disorderly or immoral conduct; Incapacity due to mental or physical disability; Neglect of duty. Any discharged, suspended or demoted employee, or an employee who has had his pay reduced, shall be fumished the reasons for the disciplinary action in writing, and a copy of this letter shall be fumished to the Association at the employee's request. 13.2 In the event an employee feels that the discharge, suspension, demotion or pay reduction is unjust, the Association shall have the right to appeal the case through the procedure set forth in Article 21, Grievances. Such grievances may only be appealed to the Appeals Board level of the grievance procedure as set forth in Section 21.2.4 and may not be appealed to binding arbitration. 13.3 Probationary employees may be discharged for any reason which, in the sole opinion of the City, is just and sufficient, and such discharge shall not be subject to the grievance procedure set forth in Article 21, except that regular employees of the City shall be subject to dismissal only pursuant to the provisions of Sections 9.5,13.1, 13.2, and 13.3, who are serving a subsequent probationary period for a promotional appointment. 13.4 14.1 Resignation ARTICLE 14 RESIGNATION AND REINSTATEMENT An employee wishing to leave the service in good standing shall, whenever possible, file with the department head at least two (2) weeks notice of an intention to leave the City's service unless the department head consents to the employee leaving sooner. The written resignation shall state the effective date and reasons for leaving. The resignation shall be forwarded to the Human Resources Director. 14.2 Reinstatement 14.2.1 14.2.2 A regular employee who has resigned in good standing may be reinstated to a vacant position of the same class as his/her previous position within a period of one (1) year from the effective date of his/her resignation. Reinstatement shall be made at the salary step recommended by the department head and approved by the Human Resources Director, not to exceed the salary held at the time the employee left City employment. The reinstated employee will serve the designated probationary period for that classification prior to becoming a regular employee regardless of the salary step at which the employee was reinstated. 9