§ 2-772. Progressive discipline.

In such cases of inappropriate conduct or poor performance, where such activity does not warrant automatic dismissal, a progressive discipline process may be followed. This is a system that incorporates corrective action, documentation, and adverse action.

(1)

Oral. The first step is usually a verbal warning from the supervisor to identify the problem and corrective action needed. The supervisor will document this step including dates, times, and details of incidents of improper conduct or poor performance. This document shall be forwarded to the human resources department for placement in the employee's personnel file. If there have been no other disciplinary actions taken after one year, the employee may make a written request that the verbal warning be removed from the personnel file.

(2)

Written. The second step in the process is a written warning with specific examples cited which becomes a part of the official record. An employee may be given a specific time frame in which to improve and told the exact consequences of failure to improve performance. Supervisors shall review any written warning with their directors or elected officials prior to issuing the letter. This document shall be forwarded to the human resources department for placement in the employee's personnel file.

(3)

Adverse action. If repeated attempts at corrective action fail to produce satisfactory results, some form of adverse action may be necessary. The term "adverse action" shall mean actions involving suspension, demotion, or dismissal. Before any adverse action becomes effective, the supervisor shall obtain approval from the appropriate hiring authority.

(Ord. No. O-16-8-101 , § 1(Exh. A), 9-26-16)