A.
Disciplinary action will be determined by the circumstances. The
four-step process set forth below may be utilized where appropriate,
but the Town Manager need not follow this process and may skip or
modify one or more of the steps depending on the circumstances. The
four possible steps of discipline are as follows:
(1)
Oral reprimand. The supervisor gives the employee a verbal warning
for poor job performance or a violation of rules. The supervisor shall
identify the specific problems and areas that need to be changed,
and shall inform the employee of further disciplinary action in the
case of continued poor performance or violation. Oral reprimands are
documented by the supervisor and placed in the employee's personnel
file with a copy to the employee.
(2)
Formal reprimand. The supervisor gives the employee a formal
reprimand in writing and places it in the individual's personnel
file. The written reprimand shall include the date and description
of the incident, reference to the personnel policy that is violated,
and statement of further disciplinary action should the situation
not improve, and is to be signed by the employee, with a copy given
to the employee.
(3)
Suspension. The supervisor may remove the employee from his/her
job and suspend him/her with or without pay with the signed approval
of the department head and Town Manager for a period not to exceed
30 days. A written memorandum shall outline the circumstances leading
to the suspension and sets goals for improvement. It is reviewed with
and signed by the employee and permanently placed in the employee's
personnel file.
(4)
Dismissal or demotion. If previous discipline has not resulted
in the required improvement, or when the misconduct is serious enough
to warrant this action, the employee may be dismissed or demoted by
the Town Manager. The basis for dismissal or demotion is summarized
in a letter of dismissal or demotion to the employee.
B.
Prior to suspension or dismissal, a hearing shall be held before
the Town Manager.
