2013-01-23 CC Packet - Laserfiche WebLink

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01/01/2013 B) Written Warning: A written warning shall normally state the reason for the warning along with a description of the events /problems that led to the warning. It shall normally describe actions taken by the supervisor to correct the problem, if applicable, including any timetable or goals set for improvement. It will indicate further disciplinary action that could result if the problem continues or if related problems occur. The warning will be given to the Employee to sign acknowledging that he or she has received the warning and a copy for their records. Another copy of the written warning shall be placed in the Employee's personnel file. Written warnings are more serious than oral warnings and normally follow verbal warnings when the problem is not corrected or the behavior is not consistently improved, given a reasonable period of time for improvement. Serious infractions may require skipping either a verbal or written warning, or both. C) Suspension: The Employee will normally be notified in writing of the reason for the suspension, either prior to the suspension or shortly thereafter. Upon the Employee's return to work, the Employee will be given a written statement outlining further disciplinary action possible should the problem continue or reoccur. A copy of the written document shall be placed in the Employee's personnel file. An Employee may be suspended pending an investigation of an allegation. If the allegation is proven false after an investigation, the relevant written documents will be removed from the personnel file and the Employee will receive any compensation to which he /she would have been due had the suspension not taken place. D) Dismissal: The City Council may dismiss any Employee following a five - (5) day suspension. The dismissal notice shall be in writing and shall contain the reason for dismissal. 18. SEXUAL HARASSMENT 18.1 General The City of Centerville is committed to providing a working environment free of harassment and discrimination. In keeping with this commitment, the City maintains a strict policy prohibiting unlawful harassment, including sexual harassment. This policy prohibits harassment in any form, including verbal and physical harassment. This policy applies to all City Employees. This policy statement is intended to make all Employees sensitive to the matter of sexual harassment, to express the City's strong disapproval of unlawful sexual harassment, to advise Employees of their behavioral obligations and to inform them of their rights. Page 33 of 51 Adopted 01/23/2013 53