a. Employees may receive corrective action or discipline for any of the below:
i. Unsatisfactory job performance, which may include failure to comply with city policies; city, department or division expectations (including any verbal or written expectations communicated by a supervisor); or applicable laws;
ii. Conduct or behavior that violates city, department or division policies or applicable laws;
iii. Conduct or behavior off-duty or outside of work that violates city, department or division policies; violates applicable law; or otherwise negatively impacts the city, provided that the city articulates how the employee’s off-duty or outside-of-work conduct or behavior negatively or potentially negatively impacts the city.
b. In determining the appropriate tier of corrective action or discipline to be taken, consideration will be given to the nature of the violation and the actual or potential impact of the employee’s performance, conduct or behavior at issue. Factors that may be considered include, but are not limited to:
i. Safety implications
ii. Impact on services
iii. Financial implications
iv. Level of disruption caused
v. City, department or division policies, procedures or expectations at issue
vi. Violation of applicable law
vii. The employee’s past history, including all non-disciplinary intervention and disciplinary actions received (regardless of the type of performance, conduct or behavior which resulted in the action).
c. The employee will be advised, in writing, of the corrective action or disciplinary action being taken. The written notice will include general information regarding any applicable appeal process and a copy of the notice will be placed in the employee’s official personnel file.