(A) From time to time, problems related to your job may develop. If so, the city intends to have candid and open conversations with you in order to resolve them. Such problems may include, but are not limited to, violation or conflict with policy, performance on the job, or other job-related situations. The following steps cover the typical pattern of progressive discipline.
(1) Step 1: Performance coaching. Management discusses with you the specific performance problem, what improvements are needed, and a date by which corrections should occur. Management will document the date and content of the conversations.
(2) Step 2: Written warning. If the performance problem persists, management will have another discussion with you and will issue a written warning at this time. This warning will contain a statement of the problem, what corrections are necessary, and a date by which corrections should occur. Management will ask you to sign the form to indicate you have read it. You will receive a copy, and another copy will be placed in your personnel file.
(3) Step 3: Disciplinary action. If the performance problem recurs after the written warning(s), management may take other disciplinary action, up to and including termination.
(B) NOTE: Depending on the nature and severity of the violation, the city reserves the right to proceed with suspension or termination at any point in the progressive-discipline process.
(Ord. 19, 2015, passed 5-4-15)