(A) In the event of disciplinary action, each employee shall be given a statement of the specific charges, allegations and/or reasons upon which a possible disciplinary action is being considered. If a possible consequence of such consideration may result in more than an oral or written warning that the complained of action by the employee is damaging to his or her continued services, the statement of charges, allegations and/or reasons shall be made in writing.
(B) No public disclosure of the statement of the charges, allegations and/or reasons to or of any other considerations in the action shall be made.
(C) The employee shall be notified of and be given the opportunity to formally answer the statement of charges, allegations and/or reasons to the appointing authority.
(D) The employee shall be notified of and be given the opportunity to call witnesses and to cross examine witnesses.
(E) Except as modified by any valid labor agreement, the employee shall be notified of his or her opportunity to have someone of his or her own choosing appear with him or her or on his or her behalf at any stage of consideration of the statement of charges, allegations and/or reasons.
(F) The employee shall be notified of the time frames in which he or she may respond to each and every state of the consideration. Time frames shall be specified as maximums and shall be set so that ample opportunity is available for the employee to organize and prepare for his or her appearance.
(G) The employee shall be notified of the possible consequence(s) of failure on his or her part to cooperate fully in any consideration and of the possible disciplinary action(s) that may be considered by the appointing authority.
(H) The Town Board of Trustees shall base any decision only on the merits of all facts and information brought out after the initiation of the opportunity for the employee to formally answer the statement of charges, allegations and/or reasons.
(I) Disciplinary action, if taken, shall be appropriate to the facts and information developed in the process of considering the statement of charges, allegations and/or reasons.
(J) The employee shall be advised of the final action to be taken by the appointing authority and of the disposition of any and all records developed or made during the process of the consideration. If a possible consequences of such consideration may result in more than an oral or written warning that the complained of action by the employee is damaging to his or her continued service, the statement or charges, allegations and/or reasons shall be made in writing.
(K) The employee shall be advised of any further actions he or she may pursue through the formal organization of his or her employer to appeal or seek review of the final action taken by the appointing authority or disposition of any and all records developed or made during the process of the considerations.
(L) The Mayor shall have the authority to suspend an employee for cause pending an evaluation by the Board.
(`85 Code, § 1-46)