2002-09-16 CC WS Packet - Laserfiche WebLink

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increase, decreasing the discharge. Provided, employees may be suspended be suspended without pay. employee's salary, and however, that exempt with pay, but shall not 4. Just Cause. Just cause for discipline includes any and all failures to fulfill an employee's duties and responsibilities. These include, and are not limited to, properly performing all job responsibilities set forth on the employee's job description, complying with this Personnel Handbook, insubordination, actions or inactions which give the appearance of impropriety, and exhibiting a disregard for the need to maintain the publ ic ' s pride in the City and City government. 5. Disciplinary Action Steps for Employees Other than Temporary and Probationary Employees. Except for severe infractions, disciplinary action against an employee other than a temporary or probationary employee shall be progressive and shall follow the steps listed below in order: a. Oral Reprimand. The employee's department head may give the employee an oral reprimand for the first or a non-severe infraction. A written note may be placed in the employee's personnel file indicating that an oral reprimand was given. b. Written Reprimand. A written reprimand shall state that the employee is being warned for misconduct; describe the misconduct; include timetables and goals for improvement when appropriate; and outline future penalties should the problem continue. The employee's department head shall give the employee a copy of the reprimand and the employee shall sign the original acknowledging that the employee has recei ved the reprimand. The signature of the employee does not mean that the employee agrees with the reprimand. The reprimand shall be placed in the employee's personnel file. c. Suspension or the sole Administrator, Other Disciplinary Action. In discretion of the City disciplinary action regarding VII-3