The IIB shall conclude its investigation with one of the following actions:
A. Dismissal of Complaint: If the IIB has not discovered evidence of any violation of the Harassment in the Workplace Policy, it shall dismiss the complaint.
B. Oral Warning: An oral warning is a private conversation between the employee, his/her department head, if appropriate, and an IIB member. The employee shall be notified of the specific infraction and shall be permitted to present his/her side of the story. During the conversation, the following shall be discussed:
1. The policy provision which was violated,
2. The negative impact of the act,
3. A plan for future improvement if necessary, and
4. The consequences of failure to improve.
After the interview, the IIB member shall fill out an oral warning report, give a copy to the employee, forward a copy to the employee's personnel file, and keep a copy for its records.
C. Written Warning: This document shall be filled out by an IIB members and its cause shall be discussed beforehand with the accused employee. One copy shall be given to the employee, a second copy forwarded to the employee's personnel file, and another copy retained by the IIB.
The written warning shall cover the following points in a direct and concise manner:
1. The finding of violation,
2. Oral warnings or previous written warnings pertinent to the case,
3. Expectations for improvement, and
4. Consequences of failure to improve.
D. Suspension: Suspension without pay is appropriate when the gravity of the offenses necessitates corrective action of a greater severity. Unless delay in the imposition of discipline will result in a clear harm or damage to the employer or victim, the accused employee shall be informed in writing of the proposed suspension and the reasons therefor at least four (4) working days prior to the effective date of the proposed suspension and be provided with copies of pertinent documents, if any, on which the proposed suspension is based. The employee shall have two (2) working days after being informed of the proposed suspension within which to address to the Mayor or his designee, a written rebuttal to the reasons given for the suspension. A decision of the Mayor or his designee not to suspend the employee shall be rendered in writing before the proposed suspension date.
E. Discharge: An accused employee may be discharged from duty if prior disciplinary actions have failed to rectify the violations or if the accused employee's offense is serious enough in nature to warrant dismissal. Rebuttal and appeal procedures shall be the same as in the case of suspension.
F. Discharge for Criminal Conduct: The procedure for criminal conduct discharge shall be the same as in Section 1-9E-9, subsections B5 and F of the Municipal Code. (Ord. 0-43-93, 12-6-93)