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12 -201 <br />B) Written Warning A written warning shall normally state the reason for the <br />warning along with a description of the events /problems that led to the <br />warning. It shall normally describe actions taken by the supervisor to correct <br />the problem, if applicable, including any timetable or goals set for <br />improvement. It will indicate further disciplinary action that could result if <br />the problem continues or if related problems occur. <br />The warning will be given to the Employee to sign acknowledging that he or <br />she has received the warning and a copy for their records. Another copy of <br />the written warning shall be placed in the Employee's personnel file. <br />Written warnings are more serious than oral warnings and normally follow <br />verbal warnings when the problem is not corrected or the behavior is not <br />consistently improved, given a reasonable period of time for improvement. <br />Serious infractions may require skipping either a verbal or written warning, or <br />both. <br />Q Suspension: The Employee will normally be notified in writing of the <br />reason for the suspension, either prior to the suspension or shortly <br />thereafter. Upon the Employee's return to work, the Employee will be given <br />a written statement outlining further disciplinary action possible should the <br />problem continue or reoccur. A copy of the written document shall be <br />placed in the Employee's personnel file. <br />An Employee may be suspended pending an investigation of an allegation. If <br />the allegation is proven false after an investigation, the relevant written <br />documents will be removed from the personnel file and the Employee will <br />receive any compensation to which he /she would have been due had the <br />suspension not taken place. <br />I _...._-------------------- __ ------- Deleted: For en wepemi oc my <br />D) Dismissal• The City Council may dismiss any Employee following a five- <br />second wspeneion for the cone mdiv dual, <br />(5) day suspension. The dismissal notice shall be in writing and shall contain <br />t6 Chy Co..d she[ «rn... the ee, s <br />w. the 9..pcn.. and rep.. rcv ,coin <br />the reason for dismissal. <br />make a rec.dmion u to me s... <br />smws of the Employee and his /her <br />we mood employenem with the City.1 <br />18. SEXUAL HARASSMENT <br />18.1 General <br />The City of Centerville is committed to providing a working environment free of <br />harassment and discriminati on. In keeping with this commitment, the City maintains <br />a strict polity prohibiting unlawful harassment, including sexual harassment. This <br />policy prohibits harassment in any form, including verbal and physical harassment. <br />This policy applies to all City Employees. <br />This policy statement is intended to make all Employees sensitive to the [natter of <br />sexual harassment, to express the City s strong disapproval of unlawful sexual <br />harassment to advise Employees of their behavioral obligations and to inform them <br />of their rights. ...--- ------ --- ---- ----- ---- -- ._----- ..- .. - - -- Deleted: 12-09,2009 <br />Page 33 of 51 <br />Adopted .2011 <br />