(A) (1) The city seeks to encourage employees to change problem behavior rather than focusing on punitive measures as a solution. When appropriate, city supervisors may use the following disciplinary procedures depending on the severity or frequency of the offense or problem behavior. Supervisors may use any of these disciplinary methods at any time.
(2) This list does not require a progressive disciplinary methodology to be used by supervisors:
(a) Verbal warning, reprimand/coaching or counseling by a supervisor;
(b) Written reprimand/counseling by a supervisor;
(c) Suspension with or without pay;
(d) Demotion and/or reduction in pay; and
(e) Termination of employment.
(B) Supervisors using the disciplinary procedures outlined in division (A) above shall:
(1) Document any disciplinary session or conference conducted for the purposes of correcting behaviors that are in violation of the policies contained in this handbook or are conducted with the intent to correct reoccurring issues related to employee performance on the Disciplinary Form (HR Form 14) in Appendix A; and
(2) Provide a copy of any written documentation related to the use of disciplinary procedures to the City Clerk for placement in the employee’s personnel file.
(C) For police officers, any general personnel matter will be handled as stated above; however, any external complaint filed against a police officer, or any violation of law enforcement procedures, will require the city to follow the process outlined in KRS 15.520 once the officer has completed the introductory period.