[Ord. No. 88-22 §18-10.010, 4-6-1988; Ord. No. 00-33 §1, 4-19-2000]
A.
The Department Head may recommend discharge of an employee in his/her department to the Personnel Director, who may act on the recommendation in conformity with Subsection (B). The Personnel Director may place the affected employee on administrative leave, with or without pay, pending review of a discharge recommendation. Leave may begin sooner if circumstances warrant that the employee be absent from work to allow an initial investigation by the Department Head.
B.
In
the event a Department Head recommends discharge, demotion or suspension
of an employee under his/her supervision, the Personnel Director shall
act upon the recommendation as follows:
1.
Within ten (10) working days after receipt of the recommendation,
the Personnel Director shall call a meeting which will include the
employee, the Department Head, and any other person or persons whose
participation in the meeting may assist the Personnel Director in
evaluating the recommended action.
2.
The Personnel Director may also review documents which he/she determines
will help evaluate the recommended action including, without limitation,
documents submitted by the affected employee and the Department Head.
D.
Employees
may be discharged at will.
E.
The
Personnel Director shall prepare guidelines which will serve as a
guide to Department Heads for providing uniform procedures and penalties
for disciplining and terminating employees for violations of work
rules and employee conduct. The guidelines shall be provided to all
employees.
[Ord. No. 88-22 §18-10.020, 4-6-1988]
A.
An
employee may leave the employment of the City voluntarily by resignation,
stating the reasons therefore in writing to the Department Head. To
resign in good standing, an employee must give fourteen (14) days
prior notice unless otherwise waived by the Department Head.
B.
A Department
Head must give thirty (30) days prior notice to resign in good standing.
[Ord. No. 88-22 §18-10.030, 4-6-1988]
A.
A Department
Head, with the approval of the Personnel Director, or the Personnel
Director, may demote an employee to a position in a lower pay scale
because of job performance or disciplinary action, and his/her salary
or wage shall be fixed so that the demotion shall result in a pay
decrease of at least five percent (5%).
B.
If
the demotion is not for reasons of job performance or discipline,
but for reasons of reduction in force, then the employee may be paid
any wage or salary in the lower grade that provides the smallest decrease
in pay.
[Ord. No. 88-22 §18-10.040, 4-6-1988]
A Department Head, with the approval of the Personnel Director,
or the Personnel Director, may suspend any employee in his department
for disciplinary purposes for such length of time as he/she considers
appropriate, not exceeding thirty (30) calendar days in any twelve
(12) month period. The Personnel Director shall be furnished with
a written statement specifically setting forth reasons for such suspension
and, upon his request, a copy of such statement shall be furnished
to the affected employee and a copy shall be filed in the employee's
personnel file.
[Ord. No. 88-22 §18-10.050, 4-6-1988]
A.
An
employee may be laid off when it is deemed necessary by reason of
shortage of work, elimination of this position, or other material
changes in the duties to be performed or in the structure of the department.
B.
An
employee who is laid off from his/her position shall have any unused
sick leave existing at the time of layoff re-instated if he/she is
reappointed within twelve (12) months.
C.
The
order of layoff shall be determined by length of service, training,
efficiency, skill, ability and job performance.
