§ 38.350 DISCIPLINE AND GRIEVANCES.
   (A)   An employee may be disciplined for just cause which includes incompetence, inefficiency, dishonesty, alcohol/drug abuse, immoral conduct, insubordination, neglect of duty, conviction of criminal charges, misfeasance (improper performance), malfeasance (misconduct), or nonfeasance (failure to act), violent conduct, violation of village policies and procedures or an accumulation of minor infractions.
   (B)   The following may be considered in determining appropriate discipline:
      (1)   Seriousness of incident;
      (2)   Circumstances surrounding the incident;
      (3)   Employee's disciplinary history with village;
      (4)   Overall negative impact of incident on the organization;
      (5)   Probability of future similar infractions; and
      (6)   Other pertinent factors.
   (C)   The following types of disciplinary action may be administered:
      (1)   Verbal reprimand;
      (2)   Written reprimand;
      (3)   Suspension without pay;
      (4)   Demotion; and
      (5)   Termination.
   (D)   Disciplinary action should be initiated at the immediate supervisory level. Disciplinary cases shall be discussed with and approved by the Mayor and Village Solicitor prior to taking disciplinary action.
   (E)   A copy of all recommended disciplinary actions shall be sent to the Fiscal Officer for inclusion in the employee's personnel file following disciplinary action.
(Ord. 49-2017, passed 11-21-2017; Ord. 42-2018, passed 10-16-2018)