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(b) Written Reprimand <br /> <br />A written reprimand is more serious and may follow an oral reprimand when the problem is <br />not corrected, or the behavior has not consistently improved in a reasonable period of time. <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 happened; (2) state what should have happened; (3) <br />identify the policy, directive or performance expectation that was not followed; (4) provide <br />history, if any, on the issue; (5) state goals, including timetables, and expectations for the <br />future; and (6) indicate consequences of recurrence. <br /> <br />Employees will be given a copy of the reprimand to sign acknowledging its receipt. An <br />employees’ signature does 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 without pay for disciplinary reasons. <br />Suspension without pay may be followed with immediate dismissal as deemed appropriate <br />by the City Council, except in the case of veterans. Qualified veterans, who have completed <br />their initial probationary period, will not be suspended without pay in conjunction with a <br />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 pay <br />depending on a number of factors including the nature of the allegations. If the allegation is <br />proven false after the investigation, the relevant written documents will be removed from <br />the employee’s personnel file and the employee will receive any compensation and benefits <br />due had the suspension not taken place. <br /> <br />(d) Demotion and/or Transfer <br />An employee may be demoted or transferred if attempts at resolving an issue have failed and <br />the City Administrator determines a demotion or transfer to be the best solution to the <br />problem. <br />The employee must be qualified for the position to which they are being demoted or <br />transferred. The City Council must approve this action. <br /> <br />