(A) The policy for employment with the city is that public employment is at-will employment. Any amendment of modification to this policy will be effective only if set forth in writing and signed by both the employee and the executive officer or his or her designee.
(B) There are exceptions to the at-will employment that prevent wrongful termination.
(C) The city’s at-will employment policy may not be modified by any statements contained in this policy manual or any other employee materials, including applications, memoranda, or other documents provided to applicants and employees in connection with their employment. None of these documents, whether single or combined, create an expressed or implied contract of employment for a definite period, or an expressed or implied contract concerning any terms or conditions of employment.
(D) Similarly, city policies and practices with respect to any matter should not be considered as creating any contractual obligation on the city’s part or as stating in any way that termination would occur only “for cause”. Statements of specific grounds for termination set forth in this policy manual or in any other city documents are examples only, not all-inclusive lists, and are not intended to restrict the city’s right to terminate at-will employment.
(E) With respect to the termination of employees, the Police Department and the Fire Department will be required to follow the standard operating procedures governing their respective departments.
(F) Completion of a probationary period or conferral of regular status does not change an employee’s status as an at-will employee, or in any way restrict the city’s right to terminate the employee or change the terms or conditions of employment.
(Ord. 2013-7, passed 8-28-2013)