10-27-25 - City Council Agenda - Laserfiche WebLink

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Page 15 Any employee subject to the provisions of this policy or any other departmental policy may be terminated from City employment only for cause. The particular dismissal, demotion, or suspension shall be based on the individual facts and circumstances involved. Steps Except for severe infractions, disciplinary action will generally be progressive and follow the steps listed below: 1. Coaching. Any violation of rules and regulations will be explained to the employee by his/her supervisor, indicating the corrective action necessary to prevent recurring violations. 2. Written Reprimand. A written reprimand states that the employee is being disciplined for misconduct, describes the misconduct and past actions taken by the department director or City Administrator to correct the problem, and outlines future disciplinary action if the misconduct continues. The employee shall be given a copy of the reprimand and sign the original acknowledging that he/she has received the reprimand. The employee’s signature does not mean that he/she agrees with the reprimand. 3. Suspension without Pay. Prior to the suspension, or as soon thereafter as possible, the employee shall be notified in writing of the reason for the suspension, its duration, and further disciplinary actions should the misconduct continue. An employee may be suspended pending investigation of an allegation. A copy of each written statement shall be placed in the employee’s personnel file. If an allegation is proved to be false, the statement will be removed and the employee will receive back pay. 4. Demotion. The City Council may, upon recommendation of the City Administrator, demote an employee for just cause. The employee will be provided with a written statement of the reason for the demotion. The written statement will be furnished to the employee prior to the effective date of the demotion. An employee who is demoted shall not be required to serve a probationary period in the position in which the employee is being demoted. A regular employee who is demoted for disciplinary reasons may appeal the demotion through Section 3.10 of this policy. 5. Paid Administrative Leave. Paid administrative leave is granted in conjunction with an ongoing investigation or any time the City Administrator feels it is in the best interest of employees and the public to remove an employee from active duty. 6. Discharge. The City Administrator may discharge a non-probationary employee for just cause only, subject to City Council approval. A discharged employee will be notified at termination that he/she has a right to make a written request for reason of dismissal. If requested, the City will provide reasons, in writing, within five work days. This notice will include rights contained in the veterans’ preference law, if applicable, a statement indicating that the employee may respond to the charges both orally and in writing, and that he/she may appear personally before the City Council. Page 76 of 166