Leadership within the City of Elizabethton Water Resources Department will experience a shakeup following the termination of one employee.

According to information obtained from City Hall following an open records request, Jim Roberts was fired from his position as the department’s construction manager reportedly due to violating the city’s ethics policies.”

In the disciplinary action form provided to the Elizabethton Star, the report — compiled by City Attorney Roger Day — indicated that “Jim Roberts, Water Resources Construction Manager, has violated the Ethics Policies of the City of Elizabethton,” and that his investigation noted that the “current working atmosphere and moral of employees in the Water Resources Department is not good.”

Roberts, who is being represented by attorney Bill Byrd, reportedly is disputing the termination with the form stating that “(Roberts) completely disputes and disagrees with the method of the investigation, the conduct of the hearing, and its conclusion and findings.”

In the ethics opinion document comprised by Day, 12 employees and one former employee cited various complaints against Roberts and made allegations against Roberts for reportedly abusing compensation time with the department and making disparaging comments against employees. The report also indicates that Roberts violated the city’s code of ethics by using his position as a city employee to “secure private gain or advantage to himself.”

Reported allegations of Roberts using his job for personal gain included purchased items traded in from Meade Tractor before they were ever delivered, acquiring a metal building as “scrap” for $75 then installing it on his property, and attempting to purchase a surplus of chairs from the city without going through the property channels.

The findings forn noted that prior to the investigation that Roberts had a positive work history, no disciplinary actions taken against him, good job evaluations or documented efforts to improve his performance.

The report goes on to add that “however, the magnitude of the employee’s failure or inability to perform his job duties and the impact which the employee’s deficiencies or conduct has upon the quality and efficiency of municipal services which the employee is providing indicates that termination is appropriate.”