All employees may be subject to disciplinary action in accordance with this policy; however, it must be followed only in the case of merit or full-time grant employees who are nonprobationary. Other categories may be subject to dismissal without prior disciplinary action. Some employees have the right to file grievances about written warnings and more severe forms of disciplinary action in accordance with Part
10, Grievance Procedure, of this Division A.
Annual sick leave will be earned by suspended employees on a
pro-rata basis in proportion to the number of hours worked during
the pay period(s) in which the suspension occurs. Health plan coverage
will be continued while an employee is on suspension, and the suspended
employee's premium contribution will continue to be deducted
as a regular payroll deduction. Where no hours are worked and the
suspended employee receives no pay for a pay period during his or
her suspension, the employee will be billed by the Town for his or
her portion of the health plan premium. Suspended employees shall
not be entitled to reimbursement for unused health plan credits.
Notwithstanding the above, a department head has the right to
select the type of discipline appropriate to the offense and considering
the employee's work record.
Contractual employees may be subject to discipline in accordance with this Part
9. The Town Council may specify which contractual employees may be dismissed by their department head and the application of this Part
9 to such employees shall be an express term of the employee contract.