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72 <br /> <br />B. Written Reprimand <br /> <br />A written reprimand is more serious and may follow an oral reprimand when the problem <br />is not corrected, or the behavior has not consistently improved in a reasonable period of <br />time. <br /> <br />Serious infractions may require skipping either the oral or written reprimand, or both. <br />Written reprimands are issued by the supervisor with prior approval from the City <br />Administrator. <br /> <br />A written reprimand will: (1) state what did happen; (2) state what should have happened; <br />(3) identify the policy, directive or performance expectation that was not followed; (4) <br />provide history, if any, on the issue; (5) state goals, including timetables, and expectations <br />for the future; and (6) indicate consequences of recurrence. <br /> <br />Employees will be given a copy of the reprimand to sign acknowledging its receipt. <br />Employees’ signatures do not mean the employee agrees with the reprimand. Written <br />reprimands will be placed in the employee’s personnel file. <br /> <br />C. Suspension With or Without Pay <br /> <br />The City Administrator may suspend an employee with or without pay for up to 30 days <br />for disciplinary reasons. Suspension without pay may be followed with immediate <br />dismissal as deemed appropriate by the City Council, except in the case of veterans. <br />Qualified veterans, who have completed their initial probationary period, will not be <br />suspended without pay in conjunction with a termination. <br /> <br />The employee will be notified in writing of the reason for the suspension either prior to the <br />suspension or shortly thereafter. A copy of the letter of suspension will be placed in the <br />employee’s personnel file. <br /> <br />An employee may be suspended or placed on involuntary leave of absence pending an <br />investigation of an allegation involving that employee. The leave may be with or without <br />pay depending on a number of factors including the nature of the allegations. If the <br />allegation is proven false after the investigation, the relevant written documents will be <br />removed from the employee’s personnel file and the employee will receive any <br />compensation and benefits due had the suspension not taken place. <br /> <br />D. Demotion and/or Transfer <br /> <br />An employee may be demoted or transferred if attempts at resolving an issue have failed <br />and the City Administrator determines a demotion or transfer to be the best solution to <br />the problem. Employees who are demoted or transferred to a new position are required <br />to complete a new probationary period. <br />