Admin order 44-11-05 - Laserfiche WebLink

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Policy Procedure: Disciplinary Process for Regular Employees: Authority and Confidentiality Disciplinary Authority The City Manager, as appointing authority, has the ultimate authority to hire and fire employees. This authority has been delegated to department managers and Human Resources Division. To ensure consistent decision - making, all disciplinary actions should be reviewed with an appropriate level of department management and Human Resources Division prior to being issued. While disciplinary decision- making is a responsibility of supervisors, no regular employee may be discharged, suspended without pa �i''demoted, or deprived of any other monetary benefit or property right without ultation and approval of the department manager and notification and review an Resources Division. Depending on the nature of the allegation, t � that the supervisor place the employee on administrative paid I ve p0&# the necessary consultation can take place and the n completed. These steps are required process ", unless the individual is an e Supervisors must administer this policy and in accordancE regulations. ,, Managers and supervisors poor performance when it infractions even when no d Division .. . , -o• It is the policy related to indil who have a st Specific inforn City is legally as "due within the 649ral guidelines described in edures establi's'hed in departmental intain job performance records to document written records on investigations and rule W ign is taken. Documentation of all ;ds, should be sent to Human Resources il personnel file. IlCity "1,511 bt all disciplinary actions confidentially. Information disciplinary actions should be shared only with those people siness need to know to assist in the processing of discipline. on an employee's discipline should be released only if the 'd to do so. Regular Employees - Due Process for Disciplinary Suspension, Demotion, or Discharge Supervisors are required to afford due process to an employee prior to depriving him/her of pay or his /herjob, unless the individual is an employee at will. With any suspension without pay, demotion, or discharge, after completing the investigation of the allegation, the supervisor must give the employee notice of the charges, the rules or policies that were violated, and the discipline being proposed. The employee must be given the opportunity to respond to the due process notice prior to administering the