(A) The city will administer discipline fairly and equitably, using the progressive discipline principle. However, severity of the alleged cause for discipline may dictate less severe forms of discipline may be passed over if, in the judgment of the appointing authority, such action is warranted. Forms of corrective action are:
(1) Verbal warning;
(2) Written reprimand;
(3) Working suspension;
(4) Suspension without pay;
(5) Reduction in classification; and
(6) Discharge from employment.
(B) Whenever the employer determines that a non-probationary employee's conduct may warrant a suspension, discharge, or any other disciplinary action resulting in a loss of pay, a pre- disciplinary conference will be scheduled to give the employee an opportunity to offer an explanation of the alleged violation. The pre-disciplinary conference shall be established by the employer. Written notice of such conference will be mailed or personally delivered to the employee. Such notices shall specify the time, date, and place of the conference, and the notice shall also advise the employee of his or her right to have a representative present at the conference. Employees attending pre-disciplinary conferences shall not suffer any loss of pay.
(C) At the pre-disciplinary conference, the employer will ask the employee or his or her representative to respond to the allegations of misconduct which were outlined to the employee. Failure to respond or respond truthfully may result in further disciplinary action.
(D) At the conference the employee may present any testimony, witnesses, or documents which explain whether or not the alleged conduct occurred. The employee may be represented by any person he or she chooses. The employee shall provide a list of witnesses to the employer as far in advance as possible, but not later than one hour prior to the pre- disciplinary conference. It is the employee's responsibility to notify witnesses that their attendance is desired.
(E) A written report will be prepared by the employer concluding as to whether or not the alleged conduct occurred. The employer will decide what discipline, if any, is appropriate. The employer will be requested to submit a report within 48 hours after the conclusion of the hearing. A copy of the employer's report will be provided to the employee within five days following its preparation.
(F) Upon receiving the written report, the City Manager will determine the appropriate disciplinary action, if any.
(1974 Code, § 37.11) (Ord. 12-94, passed 5-16-1994; Am. Ord. 07-02, passed 3-4-2002; Am. Ord. 09-05, passed 2-22-2005; Am. Ord. 40-15, passed 10-5-2015)