2009-12-09 CC Packet - Laserfiche WebLink

Home Browse Search

accordance with the grievance procedure contained in this Personnel Policy. A) Oral Warning: Oral warning should normally be given for the first infraction to clanfy expectations and put the Employee on notice that the performance or specific behaviors need to change. There may be time when the first infraction is so serious that an oral warning may be insufficient. B) Written Warning: A written warning shall normally state the reason for the warning along with a description of the events /problems that led to the warning. It shall normally describe actions taken by the supervisor to correct the problem, if applicable, including any timetable or goals set for improvement. It will indicate further disciplinary action that could result if the problem continues or if related problems occur. The warning will be given to the Employee to sign acknowledging that he or she has received the warning and a copy for their records. Another copy of the written warning shall be placed in the Employee's personnel file. Written warnings are more serious than oral warnings and normally follow verbal warnings when the problem is not corrected or the behavior is not consistently improved, groen a reasonable period of time for improvement. Serious infractions may require skipping either a verbal or written warning, or both. C) Suspension: The Employee will normally be notified in writing of the reason for the suspension, either prior to the suspension or shortly thereafter. Upon the Employee's return to work, the Employee will be given a written statement outlining further disciplinary action possible should the problem continue or reoccur. A copy of the written document shall be placed in the Employee's personnel file. An Employee may be suspended pending an investigation of an allegation. If the allegation is proven false after an investigation, the relevant written documents will be removed from the personnel file and the Employee will receive any compensation to which he /she would have been due had the suspension not taken place. For any suspension, or any second suspension for the same individual, the City Council shall review the reasons for the suspension and upon review, will make a recommendation as to the future status of the Employee and his /her continued employment with the City. D) Dismissal: The City Council may dismiss any Employee following a five - (5) day suspension. The dismissal notice shall be in writing and shall contain the reason for dismissal. 18. SEXUAL HARASSMENT Page 33 of 51 Adopted XXX, 2009 81