The director will advise and assist agency heads in the handling of all disciplinary matters. The director shall approve all disciplinary actions concerning suspension, transfers, demotion or dismissal prior to the completion of the action, unless, in the judgment of the agency head, immediate disciplinary action is required. The basis for taking immediate action shall be limited to reasons of just cause or immediate danger to health, safety and welfare of municipal employees or the public. In such instance, the agency head shall have the authority to suspend the employee without pay pending investigation and approval of the final determination by the director. Prior consultation with the director on all disciplinary actions is desirable and, time permitting, encouraged in order to provide for continuity and consistency in the application of disciplinary matters.
(AO No. 79-195)
Just cause applies to behavior by an employee which is detrimental to the discipline, public image or efficiency of the municipality as an employer. As so defined, proof of any one of the following shall constitute just cause:
A. 
Incompetency;
B. 
Inefficiency;
C. 
Lack of any of the qualifications required by section 3.30.024D;
D. 
Insubordination;
E. 
Excessive absenteeism or tardiness;
F. 
Harassment of other employees or the public;
G. 
Violation of a written municipal policy, procedure or regulation, which was known or reasonably should have been known to the employee;
H. 
Violation of an oral directive which was known or reasonably should have been known to the employee;
I. 
Conviction of a crime involving moral turpitude;
J. 
Substance misuse on the job; or
K. 
Any other conduct commonly recognized by reasonable persons as justification for serious discipline, including dismissal.
(AO No. 79-195; AO No. 82-49; AO No. 83-11(S); AO No. 85-8; AO No. 86-207(S-1); AO No. 88-51; AO No. 91-95; AO No. 91-173(S); AO No. 92-121(S); AO No. 94-117, § 1, 7-26-1994; AO No. 2020-24, § 1, 3-10-2020)
Progressive discipline shall be followed when practicable. When the severity of the inappropriate conduct warrants and it is in the best interest of the municipality, the director may permit any of the following forms of discipline to be imposed at any time so long as such discipline is supported by just cause:
A. 
Oral reprimand.
B. 
Written reprimand.
C. 
Suspension without pay.
D. 
Demotion.
E. 
Dismissal.
(AO No. 79-195; AO No. 86-207(S-1))
A. 
All disciplinary actions except oral reprimands shall be documented on a disciplinary action report form. A record of the date, time and subject of an oral reprimand shall be maintained in the departmental personnel files for a 12-month period. The employee shall be given an opportunity to review the report with his or her agency head. If the employee disagrees with the facts or conclusions contained in the report, he or she shall be permitted to submit, within three working days after reviewing the report with his or her agency head, a statement of disagreement. The statement shall clearly and concisely set forth the employee's reasons for disagreeing with the report. One copy of the employee's statement shall be appended to the report and shall become a part of it. If the employee has no comment or has not responded within the required timeframe, it shall be so noted and the report shall be forwarded to the director. Upon completion of the approvals section of the disciplinary action report form, one copy shall be forwarded to the director for inclusion in the central personnel file.
B. 
The agency head may, if appropriate, complete periodic reviews of the employee's progress in correcting the cause of the original discipline. Such reports shall be made a part of the employee's central personnel file. Twelve months from date on which the discipline concerned was issued, the director shall review the disciplinary action and, if no subsequent report of similar violations has been made, the agency shall be notified to return agency copies to the interested employee. The original shall be maintained in the employee's central personnel file in the personnel office and shall not be referred to again unless there is further cause for adverse action. Disciplinary action reports which concern employees who have separated from municipal service shall remain a part of the files.
(AO No. 79-195; AO No. 86-207(S-1))