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<br /> CHAPTER VI <br /> 6 A-I, FOUR ALTERNATIVES: Whenever work habits, attitude, <br /> production, infraction of regulations or personal conduct of an <br /> employee fails below a desi.rable standard, supervisors should point <br /> out the deficiencies at the time they are observed. A Department <br /> Head or the City Administrator, as applicable, may take anyone or <br /> combination of the following disciplinary measures as appropriate for <br /> any just and reasonable cause. Said action may be taken by the City <br /> Administrator against ~ Department Head. - - - - - <br /> a. Oral reprimand <br /> b. Written reprimand <br /> c. Suspension without pay <br /> d. Dismi.ssal <br /> 6 A-2. CAUSES: <br /> d. Failure to make a reasonable effort to perform <br /> emergency service in any circumstance where <br /> warranted. <br /> f. Abuse of or actions towards other employees or <br /> the public which tend to disrupt the good order <br /> and efficiency to the operation of any City <br /> department, impair the morale of its employees <br /> or impair the respect of the public for the <br /> department. <br /> 6 A-3. WRITTEN REASONS: When disciplinary action is taken <br /> by the Department Head, a "Personnel Action" form will be prepared, and <br /> all matters pertaining to 1:he action shall be filed in the employee's <br /> personnel record, with a copy of same given to the employee. <br /> A Department Head requesting dismissal of an employee shall <br /> at the time of making such a request, make a detailed report in <br /> writing containing all the pertinent facts in connection with the <br /> cause for the requested dismissal. <br /> 6 A-5. NON-DISCIPLINARY SUSPENSIONS AND DEMOTIONS: During <br /> investigation, hearing or t.rial of an employee for any criminal <br /> charge, when suspension would be in the best interest of the City, <br /> an employee may be suspended for the duration of the proceedings or <br /> a period of time less than said duration. The suspension shall - <br /> continue until final resolution of the charge for which the employee <br /> was suspended in connection with is reached. Approval of the City <br /> Administrator shall be required in all cases involving suspension of <br /> an employee for non-disciplinary causes. <br /> Demotions may be used for an employee whose work has not <br /> been satisfactory but who is not to be dismissed. Demotions may <br /> -.---- <br /> also be on a voluntary bas:l.s when requested by the employee and when <br /> assignment to less difficult work would be to his advantage and in <br /> the best interest of the City, however, an employee has no right to <br /> obtain a demotion. Such demotion shall not be granted iflt causes <br /> the lay-off or demotion of ~ regular full time employe~ - <br /> 6 A-6. APPEALS: An employee who feels that disciplinary <br /> action taken against him is improper must follow the procedures as <br /> outlined below for consideration of his appeal. <br /> 1. Supervisory Consideration. Any employee who <br /> feels he has an appeal of a disciplinary action shall <br /> first bring it to the attention of the supervisor who <br /> initiated the disciplinary action, in writing, within <br /> -8- <br />