Laserfiche WebLink
3.9 Disciplinary Steps <br />City employees shall be subject to disciplinary action for failing to fulfill their duties and <br />responsibilities, including observance of work rules and conditions of employment. It is the policy <br />of the City to administer disciplinary penalties without discrimination. Every disciplinary action <br />shall be for "just cause" and the employee may use the grievance procedures as outlined in Section <br />3.10 of this Personnel Policy with respect to any disciplinary action that he/she believes is unjust <br />or disproportionate to the offense committed. The City Administrator or a department director <br />may direct an investigation into any alleged violation before any disciplinary action is taken. <br />Any employee subject to the provisions of this policy or any other departmental policy may be <br />terminated from City employment only for cause. The particular dismissal, demotion, or <br />suspension shall be based on the individual facts and circumstances involved. <br />Steps <br />Except for severe infractions, disciplinary action will generally be progressive and follow the steps <br />listed below: <br />1. Coaching. Any violation of rules and regulations will be explained to the employee by <br />his/her supervisor, indicating the corrective action necessary to prevent recurring <br />violations. <br />2. Written Reprimand. A written reprimand states that the employee is being disciplined for <br />misconduct, describes the misconduct and past actions taken by the department director or <br />City Administrator to correct the problem, and outlines future disciplinary action if the <br />misconduct continues. The employee shall be given a copy of the reprimand and sign the <br />original acknowledging that he/she has received the reprimand. The employee's signature <br />does not mean that he/she agrees with the reprimand. <br />3. Suspension without Pay. Prior to the suspension, or as soon thereafter as possible, the <br />employee shall be notified in writing of the reason for the suspension, its duration, and <br />further disciplinary actions should the misconduct continue. An employee may be <br />suspended pending investigation of an allegation. A copy of each written statement shall <br />be placed in the employee's personnel file. If an allegation is proved to be false, the <br />statement will be removed and the employee will receive back pay. <br />4. Demotion. The City Council may, upon recommendation of the City Administrator, <br />demote an employee for just cause. The employee will be provided with a written <br />statement of the reason for the demotion. The written statement will be furnished to the <br />employee prior to the effective date of the demotion. An employee who is demoted shall <br />not be required to serve a probationary period in the position in which the employee is <br />being demoted. <br />A regular employee who is demoted for disciplinary reasons may appeal the demotion <br />through Section 3.10 of this policy. <br />5. Paid Administrative Leave. Paid administrative leave is granted in conjunction with an <br />ongoing investigation or any time the City Administrator feels it is in the best interest of <br />employees and the public to remove an employee from active duty. <br />12 <br />