(a) Discipline procedures exist to prevent or correct situations which may jeopardize the employee’s welfare and the welfare of other employees or the Village.
The following indicates the Village’s approach toward discipline:
(1) Warnings. Warnings may be oral or written. The object of the initial contact with any employee who has apparently violated a rule or regulation is to gather all the facts relevant to the situation prior to making a judgment. If a rule or regulation has been violated, an oral warning is normally sufficient for the first offense, unless the seriousness of the case demands stronger action. A written warning normally will be given for repeated violation.
(2) Discharge for cause. When an employee’s action is of a very serious nature the above procedure may be disregarded and immediate dismissal instituted as follows:
A. If an employee is dismissed, the employee will receive his or her final pay according to the scheduled normal pay plan period as defined elsewhere in this chapter.
B. The individual responsible for informing the employee of the dismissal shall inform the employee of the reason(s) for the dismissal, and shall present the employee with a termination memorandum containing the following information: the name and position of the employee, the date of termination, the reason(s) for termination, a list of any previous disciplinary actions taken against that employee, and the signature of the individual responsible for informing the employee of the dismissal.
C. The employee shall be requested to sign the termination memorandum indicating that the employee has received and read a copy of the memorandum. If the employee refuses to sign the memorandum, the reason(s) for dismissal should be explained to the employee in the presence of a witness. The witness shall then sign the termination memorandum and shall indicate on that form the employee’s refusal to sign.
(Ord. 90-26. Passed 12-10-90.)
(b) When the Mayor has reason to believe that a member of the police service has been guilty of incompetency, inefficiency, dishonesty, bribery, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, or any other act of misfeasance, malfeasance or nonfeasance in the performance of duty, he shall take such action as is required, and the hearing and disposition of such charges shall be made as provided in Ohio R.C. 737.171.
(c) Employees other than those covered by subsection (b) hereof, may be removed at any regular meeting of Council. At such meeting, the employee subject to removal shall have the right to be heard in person or by counsel, and to present evidence and to examine and cross- examine any witness. Removal of employees under this subsection shall be without cause and in the discretion of Council.