An employee may be disciplined for misconduct and/or incompetency
and/or inability to perform the work of the position satisfactorily.
Disciplinary action may take the following forms: oral warning, written
reprimand, temporary removal from the job, suspension, demotion and/or
dismissal.
In situations where an oral warning has not resulted in the
desired improvement, or where more severe initial action is warranted,
written reprimand may be sent to the employee, and a copy shall be
placed in the employee's personnel record.
A.Â
The department head may, for disciplinary reasons, order an employee
off the job for not more than one working day and shall recommend
further disciplinary action.
B.Â
An employee (except probationary, temporary and seasonal employees)
who is to be suspended shall be given at least 24 hours' written notice
in advance of the suspension, and that notice shall state the reasons
for the suspension. A copy of the notice shall be a part of the employee's
personnel record.
C.Â
During investigation, hearing or trial of an employee in any civil
or criminal matter when suspension would be in the interest of the
municipality, an employee may be suspend by the Manager for the duration
of the proceedings. The suspension shall terminate within 10 days
after completion of the case for which he was suspended, by resignation
or dismissal of the employee, by reinstatement or by other appropriate
action. If the employee is suspend and then found not to be liable
or not guilty, as the case may be, he will be reimbursed in full for
all lost pay after the suspension; and for the purpose of employee
benefits, the suspension will be considered not to have taken place.
A.Â
An employee may be demoted by the Manager for just cause in the interest
of discipline or for the good of the service. In making a demotion,
length of service shall be given due consideration. Demotion may be
accomplished by reducing the employee's pay within the pay range of
the job that he holds or by assigning him to a position in a lower
class. At the time the employee is demoted, the Manager shall give
him written notice of the demotion and the reasons for the action,
and a copy of the notice shall be made a part of the employee's personnel
record.
B.Â
An employee may request or accept voluntary demotion when the position
he occupies is allocated to a lower class or when assignment to less
difficult or less responsible work would be to an advantage and in
the interest of the service.
The Manager may dismiss any employee at any time when his service
or conduct becomes unsatisfactory. An employee who is dismissed (except
probationary, temporary and seasonal employees) shall be given written
notice of the reasons for the action, and a copy of the notice shall
be made a part of the employee's personnel record.
Any employee suspended, demoted or dismissed, in accordance with this article, may request a hearing before the Personnel Commission. The request shall be made in writing no later than 10 working days after the notification of his suspension, demotion or dismissal, and the procedures shall be in accordance with § 85-42 of this chapter. In addition, any employee shall have the right to appeal, as provided for by law or by any other ordinance applicable to the situation.
