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2002 Resolutions
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2002 Resolutions
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1/14/2011 12:30:19 PM
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10/5/2005 1:38:37 PM
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<br />City employees are expected to fulfill their duties and responsibilities at the level <br />required, including observance of work rules and standards of conduct. Failure <br />to do so may result in disciplinary action. <br /> <br />Discipline will be administered in a non-discriminatory manner. The supervisor <br />will normally investigate any allegation on which disciplinary action might be <br />based before any disciplinary action is taken. <br /> <br />17.2 Process <br /> <br />The City of Centerville will normally use progressive and fair discipline with full- <br />time regular employees. However, there may be circumstances that warrant <br />deviation from the suggested order of the disciplinary process, as shall be <br />determined at the sole discretion of the City. The standard process is as follows: <br /> <br />A. Oral Warning. Oral warning should normally be given for the first <br />infraction to clarify expectations and put the employee on notice that the <br />performance or behavior needs to change, and what the change must be. <br />There may be time when the first infraction is so serious that an oral <br />warning may be insufficient. <br /> <br />B Written Warning. A written warning shall normally state the <br />reason for the warning along with a description of the events/problems <br />that led to the warning. It shall normally describe actions taken by the <br />supervisor to correct the problem, if applicable, including any timetable or <br />goals set for improvement. It will indicate further disciplinary action that <br />could result if the problem continues or if related problems occur. <br /> <br />The warning will be given to the employee to sign acknowledging that he <br />or she has received the warning and a copy for their records. Another <br />copy of the written warning shall be placed in the employee's personnel <br />file. <br /> <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 <br />warnings, or both. <br /> <br />C. Suspension. The employee will normally be notified in writing of <br />the reason for the suspension either prior to the suspension or shortly <br />thereafter. Upon the employee's return to work, the employee will be <br />given a written statement outlining further disciplinary action possible <br />should the problem continue or reoccur. A copy of the written document <br />shall be placed in the employee's personnel file. <br /> <br />26 <br />
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