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SECTION 18 - DISCIPLINARY ACTION <br />General Policy <br />A municipal employee is the beneficiary of certain privileges and <br />benefits which are set forth in this policy. In exchange, the <br />City requires standards of conduct and behavior calculated to <br />best ensure good government for the citizens of Little Canada. <br />City employees shall be subject to disciplinary action for <br />failing to fulfill their duties and responsibilities, including <br />observance of work rules adopted by the Council and /or City <br />Administrator. It is the policy of the City to administer <br />disciplinary penalties without discrimination. Disciplinary <br />action shall be for just cause and the employee may demand a <br />hearing or use the grievance procedure of Section 20 with respect <br />to any disciplinary action which he or she believes is either <br />unjust or disproportionate to the offense committed. The <br />department head shall investigate any allegation on which <br />disciplinary action might be based before any disciplinary action <br />is taken. <br />Disciplinary Action Steps <br />In most cases, disciplinary action against any employee shall be <br />progressive and follow the steps listed below in numerical order. <br />However, when an infraction is severe enough in the judgment of <br />the City Administrator, any one or all of the first three actions <br />may be omitted. <br />1. Oral reprimand. <br />2. Written reprimand. A written reprimand shall state that the <br />employee is being warned for misconduct; describe the <br />misconduct; describe past actions taken by the supervisor to <br />correct the problem; urge prompt correction or improvement <br />by the employee; include timetables and goals for <br />improvement when appropriate; and outline future penalties <br />should the problem continue. The employee shall be given a <br />copy of the reprimand and sign the original acknowledging <br />that he or she has received the reprimand. The signature of <br />the employee does not mean that the employee agrees with the <br />reprimand. The reprimand shall be placed in the City's file <br />on the employee. <br />3. Suspension without pay. Prior to the suspension or as soon <br />thereafter as possible, the employee shall be notified in <br />writing of the reason for the suspension and its length. <br />Upon the employee's return to work, he or she shall be given <br />a written statement outlining further disciplinary actions <br />should the misconduct continue. An employee may be <br />suspended pending investigation of an allegation. A copy of <br />34 <br />Page 66 <br />