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<br />In the interest of good health, the City discourages employees from smoking. <br />Smoking within City buildings, offices and work sites is governe.d by the <br />Minnesota Clean Indoor Air Act. <br /> <br />Approved smoking areas must be clearly designated. There will be no smoking <br />in areas not designated as smoking areas. If smoking results in discomfort to <br />others, smokers are required to stop smoking. Smoking in non-approved areas <br />may result in disciplinary action. <br /> <br />17 DISCIPLINE <br /> <br />17.1 Objective <br /> <br />Supervisors are responsible for mainlaining compliance with City standards of <br />employee conduct. The City reserves the right to use discretion and to deviate <br />from this policy. <br /> <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 />< <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. There may be circumstances that warrant deviation <br />from the suggested order of the disciplinary process. The normal process is as <br />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 /> <br />26 <br />