(A) The purpose of this policy is to state the town’s position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels.
(B) The town’s own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.
(C) Although employment with the town is based on mutual consent and both the employee and the town have the right to terminate the employment-at-will relationship, with or without cause or advance notice, the town may use progressive discipline at its discretion.
(D) Disciplinary action may call for any of four steps— verbal warning, written warning, suspension with or without pay, or termination of employment—depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed. Department heads are responsible for taking action in a progressive disciplinary situation with employees or may face disciplinary action themselves. Copies of all written warnings and/or coaching/counseling notes must be placed in the employee’s personnel file in the Clerk-Treasurer’s office.
(E) PROGRESSIVE DISCIPLINE means that, with respect to most disciplinary problems, these steps will normally be followed:
(1) A first offense may call for a verbal warning.
(2) Should the offense be repeated within 36 months after a verbal warning is given, the result will then be a written warning.
(3) A third offense may lead to a suspension when the employee needs to be removed from the workplace for investigation procedures to continue.
(4) A fourth offense may then lead to termination of employment.
(F) The town recognizes that there are certain types of employee problems that are serious enough to justify either a suspension with or without pay, or, in extreme situations, termination of employment, without going through the usual progressive disciplinary action steps.
(G) While it is impossible to list every type of behavior that may be deemed a serious offense, Policy #701—Employee Conduct and Work Rules (§ 35.150) includes examples of problems that may result in immediate suspension or termination of employment. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that will trigger progressive discipline. By using progressive discipline, it is hoped that most employee problems may be corrected at an early stage, benefitting both the employee and the town.
(Ord. 2020-26, passed 1-12-21)