Final Rules (Amended 2022 09 19)_Rule 1 Corrected (1) - Flipbook - Page 50
RULE 11
11.6
Types of Disciplinary Actions: The disciplinary actions which may be imposed include, but are
not limited to, written reprimand, suspension without pay, reduction in step within a range, demotion, and
dismissal. Any single action or a combination of the preceding may be used. Disciplinary actions shall be
effective following legally required notice as provided in these Rules, and are defined as follows:
a.
Written Reprimand: An official notification, in writing, by the appointing authority to the
employee, that the employee has failed to meet performance standards and/or violated any
of the Rules set forth herein, and that further disciplinary measures may be taken if the cause
is not corrected.
b. Suspension Without Pay:
The temporary separation from City employment of an
employee, without compensation during the separation period and without accrual of employee
leave benefits (if the suspension exceeds 13 working days or 7 shifts in Fire), for a period of
time designated by the appointing authority as a disciplinary measure.
c.
Reduction in Step Within a Range: The reduction of the step granted for merit, efficiency,
and/or length of service, which may be permanent or temporary.
d. Demotion: The movement of an employee from one class to another class having a lower
maximum rate of pay, which may be permanent or temporary.
e. Dismissal: The discharge of an employee from City employment.
An appointing authority may place an employee on a leave of absence with pay, with the approval of the
Human Resources Director, while determining what type of disciplinary action, if any, may be imposed on
the employee.
11.7
Written Notice to Employee: Prior to the suspension without pay, reduction in step within a
range, demotion, or dismissal of a classified employee for disciplinary purposes, written notice of the
proposed disciplinary action shall be given to the employee. The written notice to the employee shall be
reviewed by the Human Resources Director and/or City Attorney for conformance to these Rules and due
process requirements of law prior to distribution to the employee. Such notice shall include the specific
charges and the facts upon which the proposed action is based. The notice shall also advise the employee
of an informal opportunity to respond. The written notice may include copies of documents or materials
on which the proposed action is based or provide the employee with notice of an opportunity to review said
materials prior to responding to the proposed action.
No such prior notice is required for a written reprimand or other administrative actions as set forth in these
Rules, which is in itself a notice of deficiency which may lead to future disciplinary action. The written
notice shall be in a form prescribed by the City Attorney and the Human Resources Director consistent
with applicable law.
Within five (5) working days after the date the employee is provided with the notice of proposed action,
the employee shall have the right to respond, orally or in writing, at the employee’s option, to the appointing
authority or assigned Predetermination Hearing Officer concerning the proposed action. This period may
be extended by mutual written agreement or by the City Manager under mitigating circumstances. The
appointing authority shall render a final written notice of decision following this response period and shall
provide the employee with a copy of the appeal rights provided by this Rule.
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