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<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 />Written warnings are more serious than oral warnings and normally follow <br />verbal warnings when the problem is not corrected or the behavior is not <br />consistently improved, given a reasonable period of time for improvement. <br />Serious infractions may require 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 investigstion 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 he/ 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 shall be in writing and shall contain <br />the reason for dismissal. <br /> <br />17.3 ReaseRs fur Dismissal <br /> <br />Subject tB the !,fa.i3i6ft3 C8fttaiaed ia Mmftcsata Sta!tltes ~ 181.931 181.935, the <br />Ci", C6lificil l'fl"} dhfttlss aft Empl6}ee f-ar 3.&3tafta..rd war!< I'crf6ffnanee or <br />behavi6r ft6t in keeping ....ith Cit} staftdards, 8r if in the iedgll'leflt of the City <br />C6lifteil, the Em!,l,,) ec i. 1ift3mted fer em!,laymeftt ....ith the City. <br /> <br />Uftdcr Mir""csata Stattlte ~ 197.16, reffi6. al af . eterans may be made only fur <br />iac"ml'etcftec at' rni~eafta..et sh"", ft afTer a hcafiftg Nith dee; ft"tiu. <br /> <br />34 <br />