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2002-09-16 CC WS Packet
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2002-09-16 CC WS Packet
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<br />Resolution No. 00-43 <br />Page 9 <br /> <br />City Administrator's decision or consider the issue anew. In general, Council <br />review will be limited to interpretation of this Personnel Policy and will not <br />relate to issues of fact. <br /> <br />An aggrieved employee may be assisted in the presentation of his/her grievance by any <br />person acting in an advisory capacity to assist in presenting all facts relevant to the <br />grievance. At any step in the grievance procedure, the supervisory authority may request <br />additional information, or conduct additional investigation, as he/she deems necessary. <br /> <br />Failure to conform to the time requirements set forth above shall constitute a <br />waiver of further steps in the above procedure. <br /> <br />9.2 Waivers. Time limits set forth in the grievance procedure may be waived, upon <br />written consent of both parties. Anyone or more of the steps set forth above may be <br />waived by written consent of the employee and the designated employer representative to <br />whom the grievance is being submitted. <br /> <br />9.3 Processinq of Grievances. The hearing and presentation.of grievances shall be <br />accomplished during ordinary working hours when consistent with employee duties and <br />responsibilities. An aggrieved employee shall be allowed a reasonable amount of time, <br />without loss of pay, to present evidence concerning his/her grievance. <br /> <br />SECTION 10. DISCIPLINARY ACTION <br /> <br />10.1 Any employee in the service of the City may be disciplined for cause. The <br />method of and procedure for disciplinary action shall be determined as indicated below. <br />Disciplinary actions are not progressive, but will be commensurate with the seriousness of <br />the infraction. Demotions and dismissals shall have prior approval of the City Council. <br /> <br />A. Reprimand. An employee may be given an oral or written reprimand by <br />his/her superior or the City Administrator. <br /> <br />B. Suspension. The City Administrator may suspend an employee without <br />pay for up to thirty (30) days for disciplinary reasons. <br /> <br />C. Demotion. An employee may be demoted by the City Administrator for <br />inefficient performance of his/her duty, for disciplinary reasons, or for good <br />and sufficient reasons. <br /> <br />D. Dismissal. Officers and employees subject to the provIsions of this <br />resolution may be removed from City employment for cause. Dismissal for <br />cause may be grounds for denial of the employee's severance benefits. <br /> <br />E. Employee Assistance/Decision-Making Leave. As an alternative to, or in <br />concurrence with the above disciplinary steps, the Department Head and/or <br />City Administrator may refer an employee for professional assistance. The <br />Department Head and/or City Administrator may also grant a one-day, paid <br />decision-making leave to an employee prior to final action on demotion or <br />
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