(A) The tenure of every employee shall be conditioned on good behavior and the satisfactory performance of the duties and responsibilities assigned him or her. Any employee may be temporarily separated by layoff or suspension, or permanently separated by resignation or dismissal.
(B) Whenever there is a lack of work or lack of funds requiring a reduction in the number of employees, the reduction shall be made by the appointing authority; provided, however, that, employees shall be laid off in the inverse order of their length and quality of service.
(C) An employee may be suspended for a period not to exceed 15 working days, without pay, when in the judgment of the appointing authority an employee's work performance or conduct justifies the disciplinary action.
(D) An employee may be dismissed or demoted effective immediately whenever in the judgment of the appointing authority the employee's work or misconduct so warrants. When the appointing authority desires to take action, he or she shall file with the employee and the Council a written notification containing a statement of the reasons for the action. The notice shall inform the employee that he or she shall be allowed two calendar weeks from the effective date of the action to file a reply with the appointing authority and the Council and to request a hearing before the Council.
(E) If the employee files a reply within the prescribed period, the Council shall schedule a hearing. At the discretion of the employee, the hearing may be private or open to the public. In conducting the hearing, the proceedings shall be informal.
(F) The Council's findings and recommendations shall be final. Should the Council not sustain the action of the appointing authority the employee shall be reinstated to his or her former position without loss of pay.
(1996 Code, § 2.48.040) (Ord. 105, passed - -1982)