Demotion or Termination. If the work-related performance and/or conduct issues continue, the Department Director shall contact the Human Resources Department and submit a written memorandum recommending that the City Manager terminate the employee from employment with the City. A copy of the written memorandum shall also be given to the employee and IUPAT. Upon his/her receipt of the Department Head/Director’s recommendation, the employee shall be placed on Administrative Leave With Pay until the City’s Manager’s action on such recommendation. An employee recommended for Demotion or Termination from employment shall be entitled to a meeting with the City Manager prior to the City Manager’s action on the recommendation, provided that the employee requests such meeting in writing that is received by the City Manager’s Office no later than three (3) work days after the employee’s receipt of the Department Head/Director’s recommendation. If the employee does not request a meeting with the City Manager within three (3) work days, the employee’s right to a predetermination meeting shall be considered waived. During his/her meeting with the City Manager, the employee (or any representative of the employee’s choice) shall present whatever information the employee wishes to be considered by the City Manager before taking any action on the Department Head/Director’s recommendation. The City Manager’s decision regarding the Department Head/Director’s recommendation shall be final.
Demotion or Termination. Further levels of Discipline may involve demotion and/or termination; however demotion is not required to be imposed before termination.
Demotion or Termination. In the instance where the employee is currently on probation from a suspension, management has the ability to review and take action other than termination, on a case-by- case basis, regarding violations, which normally would result in termination due to progressive discipline. The violation must be minor and unrelated to the original suspension. This review may only occur once for an employee on probation from a suspension. Employees with no history of written discipline or above will receive a 12-month suspension probation period. Employees with a history of written discipline or above will receive an 18-month suspension probation period.
Demotion or Termination. Section 5: Copies of all progressive notifications to the employee shall be placed in the employee's personnel file in the Human Resources Department. Any corrective action concerning an employee's actions will be administered with discretion and privacy to the extent possible with the employee. A copy of any documented (written) verbal warning or any disciplinary action shall be provided to the employee within a reasonable amount of time. The City shall, at the request of the employee, furnish the Federation with a copy of any disciplinary action notification against the employee. Any discipline or writing relating to discipline will not be placed in the employee's personnel file until the grievance has been resolved pursuant to Article 7 or until an arbitration decision has been rendered pursuant to Article 8. F�,�re {003 7 69,8904101} � City Union shall be no record of disciplinary action placed in the employee's personnel file until the employee has first been given a copy and provided an opportunity to submit a rebuttal statement. The rebuttal statement shall remain as part of such statement or material so long as the reprimand remains in the employee's folder. Any rebuttal must be filed ten (10) days from the date of the disciplinary action, confined to the specifics of the discipline and contain no disparaging remarks. Any documented verbal or written warnings placed into a bargaining unit employee's personnel file, shall be used for the purpose of evaluations and appraisal of the bargaining unit employee's performance evaluation for a period of no longer than twelve (12) months from the placement in the employee's file.
Demotion or Termination
