(A) All disciplinary actions shall be maintained in the employee’s personnel file for the entire duration of the employee’s employment and per the city’s retention policy. All disciplinary actions shall be documented on a disciplinary action report form provided by the city. A record of the date, time and subject of an oral reprimand shall be maintained. The employee shall be given an opportunity to review the report with the employee’s Department Director. If the employee disagrees with the acts or conclusions contained in the report, the employee shall be permitted to submit, within five working days after reviewing the report, a statement of disagreement. The statement shall clearly and concisely set forth the employee’s reasons for disagreeing with the report. One copy of the employee’s statement shall be appended to the report and shall become a part of it. If the employee has no comment or has not responded within the required time frame, it shall be so noted and the report shall be forwarded to the City Manager or designee.
(B) The Department Director may, if appropriate, complete periodic reviews of the employee’s progress in correcting the cause of the original discipline. Such reports shall be made a part of the employee’s personnel file for the entire duration of the employee’s employment and per the city’s retention policy.