(A) In the event that disciplinary action must be taken against an employee, it will be for just cause and normally in a progressive manner in an attempt to correct an employee’s conduct, except in those cases of gross or serious misconduct where an employee may be subject to suspension, reduction, or removal from employment for violation of Group II rules.
(B) In instances of possible suspension without pay, reductions in pay or position, or termination, an employee shall be notified of the charges in advance, and be afforded the opportunity to present evidence and witnesses on his or her behalf prior to the instatement of disciplinary action. The disciplinary hearing will be before the executive officer, his or her designee, or the Board. The employee may also be represented by third-party if so requested.
(Ord. 2013-7, passed 8-28-2013)