12-10-2018 Council Packet - Laserfiche WebLink

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Retaliation Consistent with the terms of applicable statutes and City personnel policies the City may discipline any individual who retaliates against any person who reports alleged violations of this policy. The City may also discipline any individual who retaliates against any participant in an investigation, proceeding or hearing relating to the report of alleged violations. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or harassment. Disciplinary Action City employees are subject to disciplinary actions for failing to fulfill their duties and responsibilities, including failure to observe policies, procedures, and work rules. It is the policy of the City to administer disciplinary penalties without discrimination. A supervisor or department head will investigate any allegation for which disciplinary action might be based before any disciplinary action is taken. Employees serve at the will of the City Council and notwithstanding anything in this handbook, may be dismissed with or without cause. The City reserves total discretion for determining the level of discipline and may skip steps when it deems appropriate to do so. Disciplinary action for violating basic rules of conduct, policies, procedures or practices, or unsatisfactory job performance, may result in oral reprimand, written reprimand, paid or unpaid suspension, demotion, or immediate termination of employment. These disciplinary measures do not constitute an exclusive list of possible actions and action may be taken in any order. a. An employee may be given an oral reprimand by the employee's immediate supervisor. Documentation of the oral reprimand will be placed in the employee's personnel file. b. An employee may be given a written reprimand by the employee's immediate supervisor. A written reprimand will state that the employee is being warned for misconduct. The written reprimand will contain a description of the misconduct, past action taken by the supervisor to correct the problem, a statement urging prompt correction or improvement by the employee, time tables and goals for improvement when appropriate, and an outline of future penalties that may be imposed should the misconduct continue. The employee will be given a copy of the reprimand after the employee signs the original acknowledging its receipt. The signature of the employee on the reprimand will not mean that the employee agrees with the reprimand. The reprimand will be placed in the employee's personnel file. C. An employee may be suspended with pay by the employee's immediate supervisor. The immediate supervisor shall notify the City Administrator of the suspension with pay. The suspension with pay will continue only upon the approval of the City Administrator. Upon the City Administrator's approval of the suspension, the employee will be notified in writing of the reason for the suspension and its length. Upon the employee's return to work, the employee will be provided a written statement outlining further disciplinary actions that may be taken should the misconduct continue. Suspension with pay will include suspending an employee pending investigation of allegations of misconduct against the employee. All 14 142286x12