2002-09-16 CC WS Packet - Laserfiche WebLink

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