VIOLATION OF PERSONNEL POLICIES AND PROCEDURES: Any violation of these Personnel Policies and Procedures shall be grounds for reprimand, suspension, demotion or termination.
A. COUNSELING: An informal discussion between an employee and Supervisor/Department Head, concerning expected employee behavior, conformity to City policy, or expected job performance. At the request of either party, a memo may be prepared for the employees personnel file and retained for a stated period of time. The employee shall be given a dated copy and will sign the original indicating the discussion occurred.
B. VERBAL REPRIMAND: A formal, verbal rebuke of an employee for specific infraction(s) of City policy, unacceptable employee behavior, or unacceptable job performance.
C. WRITTEN REPRIMAND: A written rebuke of an employee for specific infraction(s) of City policy, unacceptable employee behavior or unacceptable job performance. All written reprimands shall be dated and signed by the employee and placed in the employees personnel file. The employee will be given a signed copy. The employee may place a dated written rebuttal in the personnel file attached to the reprimand.
D. SUSPENSION WITHOUT PAY: The ordered absence from duty without pay for a specific period. A signed and dated letter will be given to the employee no later than the beginning of the regular work day on which the suspension is scheduled to begin, stating the duration of the suspension. A copy will be placed in the employees’ personnel folder. An employee suspended without pay may not use previously accrued vacation or sick leave days in lieu of suspension days.
E. SUSPENSION WITH PAY: On recommendation of the Department Head, an employee may be suspended from normal work duties with pay for a period of up to thirty (30) working days or longer. Suspension with pay shall not be charged against accrued vacation leave.
PROCEDURE: A written dated memo of suspension with pay shall be delivered to the employee stating the effective date and duration of the suspension. The employee shall sign the original memo and shall receive a copy. The original memo shall be placed in the personnel file.
F. INVOLUNTARY DEMOTION: Reassignment from an employees current position to one of a lesser starting pay and lower responsibility level. A dated memo of cause shall be sent to the employee no less than ten (10) working days prior to the effective date stating effective date of the demotion and new salary.
G. DISMISSAL: The immediate release of an employee from City service.