(a) This policy shall be used and enforced by the Board of Trustees in disciplining his respective employees.
(b) Excepting a “serious offense” as defined herein, any employee conduct found to be in violation of employment policy as set forth in the employee handbook shall be resolved as follows:
(1) A first violation shall result in the employee receiving both verbal and written notification of said violation with the written notice being placed in the employee's permanent employee file.
(2) A second violation shall result in a second written notice of violation being issued and placed in the employees's permanent employment file, and may subject the offending employee to a maximum term of suspension from work for one day without pay. The imposition of said suspension shall be at the discretion of the appropriate supervisor of the employee's department.
(3) The third violation will result in a third and final written notice being issued to the employee, and the employee will be discharged.
(c) An employee discharged after a third violation may appeal his/her discharge directly to the Lisbon Village Council, and the Council shall hear the merits of the action at the next regularly scheduled meeting.
(d) Any written notice placed in an employee's permanent employment file shall be removed after four years from the date of the violation if, within the four-year time period the employee has received no other written notice of violations.
(e) In the event that an employee commits a “serious offense” as defined herein, the employee's department head shall, immediately upon learning of the offense file a written notice with the Lisbon Village Council Clerk, and said cause shall be heard at the next regularly scheduled meeting of the Lisbon Village Council. Council shall have the authority to either retain, terminate or discipline the employee in an appropriate manner.
(f) The definition of “serious offense” shall include, but not be limited to, the following: gross neglect of duty, gross immorality, habitual drunkenness, or any violation of a criminal statute or ordinance during employment hours which may or may not result in physical harm to persons or property.
(Ord. 1608. Passed 1-25-99; Ord. 1739. Passed 3-8-2004.)