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2004-07-28 WS & CC Meeting
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2004-07-28 WS & CC Meeting
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<br />. <br /> <br />the problem, if applicable, including any timetable or goals set for <br />improvement It will indicate further disciplinary action that could result if <br />the problem continues or if related problems occur. <br /> <br />The warning will be given to the Employee to sign acknowledging that he or <br />she has received the warning and a copy for their records. Another copy of <br />the written warning shall be placed in the Employee's personnel file. <br /> <br />Wtitten warnings are more setious than oral warnings and normally follow <br />verbal warnings when the problem is not corrected or the behavior is not <br />consistendy improved, given a reasonable period of time for improvement. <br />Serious infractions may requite skipping either a verbal or written warning, or <br />both. <br /> <br />C) Suspension: The Employee will normally be notified in writing of the <br />reason for the suspension, either prior to the suspension or shortly <br />thereafter. Upon the Employee's return to work, the Employee will be given <br />a written statement outlining further disciplinary action possible should the <br />problem continue or reoccur. A copy of the written document shall be <br />placed in the Employee's personnel file. <br /> <br />An Employee may be suspended pending an investigation of an allegation. If <br />the allegation is proven false after an investigation, the relevant written <br />documents will be removed from the personnel file and the Employee will <br />receive any compensation to which hel she would have been due had the <br />suspension not taken place. <br /> <br />For any suspension, or any second suspension for the same individual, the <br />City Council shall review the reasons for the suspension and upon review, <br />will make a recommendation as to the future status of the Employee and <br />his/her continued employment with the City. <br /> <br />D) Dismissal: The City Council may dismiss any Employee following a five- <br />(5) day suspension. The dismissal notice sball be in writing and shall contain <br />the reason for dismissal. <br /> <br />17 .3 Reasons far Dismi55al <br /> <br />Subject te the pr<>'l'iJieB.S COB.tMnce. ill. Mmfie3eta Stlttute3 ~ 181.931 121.935, the <br />Citj Cetlftei! tB.lty ~G ltB. Employee fer ,uB.taB.dMe .vork perfaffiiafiee bt <br />Be-haner :!lot ill. kcer-m1!, ",-}th City .t:!fleMeS, Of if in the jli6gment ef the City <br />Cetliiei!, the Emplayec is liB3"ftcd far ffl'li'Ioy mefit with the City. <br /> <br />UB.eer Mffifle.ota Statute ~ 1S'7.16, remeul af HtetaB.S may be made em, for <br />meampeteriee or mi<lceB.euet sh_B. after a heafiB.g with eue B.etiee. <br /> <br />34 <br /> <br />L---- <br />
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