BELMONT, N.C. — Belmont’s City Council members upheld the termination of Police Chief Charlie Franklin.
Franklin appealed the termination after the Belmont City Manager, Barry Webb, gave the police chief a notice of termination in April.
The memorandum cites issues related to unsatisfactory job performance and detrimental personal conduct. The Chief was suspended, following an outside investigation into accusations of mismanagement and misconduct.
Here is a full list of violations the City Manager cited for Franklin’s termination:
Article IX, Section 2 – Unsatisfactory Job Performance:
1. Demonstrated inefficiency, negligence, or incompetence in the performance of duties.
2. Improper use of City property or equipment.
3. Discourteous treatment of other employees.
4. Absence without approved leave.
5. Habitual pattern of failure to report for duty at the assigned place.
6. Failure to meet work standards over a period of time.
7. Violation of administrative operating policies.
8. Failure to adhere to or comply with City policies and/or programs.
Specific actions leading to this finding include the following:
-Failure to maintain/update policies/procedures/general orders; failure to follow established policies and procedures.
-Failure to secure Internal Affairs (IA) records.
-Failure to follow IA process.
-Repeated violation of department police and procedures for promotions.
-Failure to comply with departmental policy on internal discipline.
-Improper handling of demotions.
-Violation of City policy regarding employees’ rights to access Human Resources as called for in the grievance procedure.
-Failure to address hostile work environment complaints.
-Failure to provide proper internal communication in violation of General Orders.
-Missing from duty excessive amounts of time without approved leave, resulting in administrative authority not being maintained.
-Excessive misuse of City email system for personal and personal business purposes.
-Misuse of City-owned property.
-Improper treatment of other employees, including treatment of a retaliatory nature.
-Improper use of POPAT test.
Article IX, Section 5 – Detrimental Personal Conduct:
1. Falsification of records.
2. Willful misuse in the handling of City funds and property.
3. Willful acts that threatened City employees.
4. Serving a conflicting interest.
5. Harassment of an employee with threatening language.
6. Flagrant violation of work rules and regulations.
7. Conduct unbecoming a public officer or employee.
8. Failure to notify supervisor for failure to report for duty without approved leave.
Specific actions leading to this finding include the following:
-Missing from duty excessive amounts of time without approved leave, resulting in administrative authority not being maintained.
-Misuse of Drug Asset Forfeiture funds.
-Deletion of report pertaining to an officer’s traffic accident and failure to provide information to the City’s Safety Committee.
-Voiding citations in violation of General Orders.
-Misuse of City-owned property.
-Providing false statements to employees regarding actions being taken at the direction of the City Manager.
-Falsification of time records.
