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26 The employee in the classification in which the Chief of Police, with the approval of the City Manager, is laying off who has the least length of total continuous service in the classification shall be laid off first. Should additional layoffs become necessary the seniority of employees having previously changed classifications through displacement shall include their years of service in higher sworn paying classifications. The employee shall be notified of his/her layoff in writing together with the reasons therefore. Employees scheduled to be laid off may, however, displace the least senior employee in the next lower paying classification of like work who has less seniority. Employees laid off or who through displacement have changed classification shall have their names placed upon a re-employment list in seniority order. The employee with the highest seniority on a re-employment list for a particular classification when a vacancy exists in the classification shall be offered the appointment. No name shall be carried on a re-employment list for a period longer than (1) year from the date of layoff from City service or change of classification through displacement. Section 22. Discipline 22.1 Disciplinary Action The continued employment of every employee shall be predicated upon good behavior and rendering of efficient service. An employee is subject to disciplinary action and may be discharged, reduced in pay, suspended, or demoted for cause, and such disciplinary action shall be subject to appeal as set forth in Section 23. Any employee discharged, reduced in pay, suspended or demoted for cause shall be furnished the reason for his/her discharge, and the period of duration in writing. An employee on disciplinary suspension for more than thirty (30) calendar days shall receive prorated benefits for the time not in paid status. 22.2 Causes for Dismissal, Suspension or Demotion The following, among others, are causes which, if shown to the satisfaction of the City Manager to be related to work performance, are sufficient for disciplinary action: (1) Absence without leave, or failure to report to work after a leave of absence has expired, or after such leave of absence has been disapproved or revoked. (2) Conviction of a criminal offense. Conviction shall mean a termination of criminal proceedings adverse to the employee upon a verdict, by plea of guilty, upon a judgment against the employee, or upon a plea of nolo contendere, without regard to subsequent disposition of the case by suspension of sentence, probation, or otherwise. (3) Repeated or excessive garnishments. (4) Permanent or chronic physical or mental disability which incapacitates him/her for the proper performance of his/her duties. (5) Abuse of sick leave.