(a) It is the goal of the City to encourage all employees to serve the public with respect and courtesy, follow the rules and regulations on work performance and public contact, work well with their co-workers and generally do all other things that contribute to good job performance. The Director of Employee Relations shall strive to maintain fair disciplinary procedures and see to it that the rights of employees are protected.
(b) The City, in recognition of the concept of progressive discipline, shall apply discipline in the following manner:
(1) Verbal reprimands shall be the responsibility of the employee's supervisor and shall include the infraction of the rules and regulations that has occurred and the expected correction.
(2) Written reprimands shall be the responsibility of the employee's supervisor and shall include:
A. The employee's name;
B. The date of the infraction; and
C. The reason for the reprimand.
The employee shall be requested to sign a copy of the reprimand to acknowledge receipt of the information. The employee's signature does not indicate agreement with the information contained therein, but serves as evidence that he has been informed that a reprimand has been filed. Copies of the reprimand shall be sent to the office of Employee Relations for inclusion in the employee's personnel file and to the appropriate union, if any, as provided contractually.
(3) Suspensions shall be the responsibility of the department head and/or the Director of Employee Relations. The employee is to be notified in writing at the time of the action of the reasons for the suspension. Copies of the report shall be sent to the office of Employee Relations for inclusion in the employee's personnel file and to the appropriate union, if any, as provided contractually.
(4) Dismissal from City service shall be the responsibility of the department head and/or the Director of Employee Relations. Prior to such action, the employee is to be notified in writing of the reasons for the dismissal. Copies of the report shall be sent to the office of Employee Relations for inclusion in the employee's personnel file and to the appropriate union, if any, as provided contractually.
(c) The employee shall have the right, under Section 296.12, to appeal all disciplinary action taken, unless the dispute is subject to resolution under a contractual grievance procedure.
(Ord. 14-78. Passed 11-28-78.)