Employee Handbook

CORRECTIVE AND DISCIPLINARY ACTIONS

When an employee’s performance, work habits, attitude, or personal conduct fall below a desirable level or are in violation of policies, work rules, or procedures, the immediate supervisor should point out the deficiency at the time it is observed. An immediate supervisor may give an oral warning pointing out the deficiency and outlining the expected improvement.

Any employee may be disciplined based on the seriousness of the infraction, performance, conduct, or the pattern of violations, infractions, performance, or conduct. Discipline may include any of a combination, and in no specified order, of the following actions:

a. Written reprimand.

b. Training or other appropriate sanctions.

c. Suspension without pay.

d. Demotion, which may result in a reduction in pay.

e. Dismissal.

When possible and appropriate, a pre-disciplinary meeting shall be held with any full-time employee prior to taking disciplinary action resulting in a suspension without pay, or a demotion. The employee shall be advised of the charge and disciplinary action to be taken. Employees are provided an opportunity to refute the charge leading to the discipline, if requested within five (5) City business days. All disciplinary actions must be coordinated through Human Resources and with the knowledge of the City Manager.

SUSPENSION PENDING INVESTIGATION

Depending on the seriousness of an incident, the City’s image, or other mitigating circumstances, an employee may be suspended with or without pay while an investigation is being conducted. If the employee is reinstated following a suspension without pay, the employee shall be made whole of any benefits they would have otherwise been eligible.

DISMISSAL

All employees of the City serve at the will of the City Manager and may be dismissed for cause or no cause, with or without prior notification. Employees do not have a contractual right to continued employment or a specific duration of employment and shall not have a property interest in their jobs.

A Department Head may recommend dismissal of an employee within their department to the City Manager. In the case of dismissal of an employee, the City Manager may conduct a name clearing hearing, if requested by the employee within seven (7) calendar days from the notice of dismissal. The hearing shall be before and scheduled by the City Manager.

GRIEVANCE PROCEDURE AND ADVERSE ACTION APPEAL

It is the policy of the City to provide a procedure for the presentation, consideration, and disposition of employee grievances. This section outlines the procedure and endeavors to assure all employees that a response to their grievance will be prompt and fair. The term “grievance” and the procedures hereafter shall not apply to matters related to personnel actions involving pay, suspension, or dismissal.

It is the desire of the City to address grievances informally, and both supervisors and employees are expected to make every effort to resolve problems as they arise. However, it is recognized that there will be occasional grievances that will be resolved only after a formal hearing and review. Employees who