Limits on Suspensions, Demotions or Dismissals. The City agrees that, where appropriate, it will apply a policy of progressive and corrective discipline, with the progressive steps as follows: oral reprimand; written reprimand; suspension; demotion; or dismissal. No Employee shall be suspended, demoted or dismissed from duty without first being afforded the opportunity for a pre-disciplinary conference before the City Manager or his designee as provided below, except where it is necessary to immediately place employee on paid administrative leave due to gross misconduct. Gross Misconduct – Defined as those infractions that are of a very serious or possibly a criminal nature and/or which cause a critical disruption to the City of Napoleon in terms of decreased productivity, efficiency and/or morale. These types of infractions, if left undisciplined by proper authority, may have a long lasting and serious adverse impact on the City of Napoleon’s operations. When an Employee has been relieved without a pre-disciplinary conference, the Employee shall be afforded a pre-disciplinary conference within seventy-two (72) hours, excluding Saturdays, Sundays and holidays. The Employee's pay status for the days which he was on paid administrative leave shall be determined at the pre- disciplinary conference.
Limits on Suspensions, Demotions or Dismissals. No employee shall be suspended, demoted or dismissed from duty without first being afforded the opportunity for a hearing before the City Manager or his designee as provided in Section 11.2, except where it is necessary to immediately relieve the employee from duty due to misconduct affecting the safety or welfare of the other employees, and/or the City/community-at-large. When an employee has been relieved without a hearing, the employee shall be afforded a hearing within seventy-two (72) hours, excluding Saturdays, Sundays and holidays. The employee's pay status for the days which he was relieved from duty shall be determined at the hearing.
Limits on Suspensions, Demotions or Dismissals. The provisions of this Article apply to employees who have completed their probationary period. No employee shall be suspended, demoted in pay or position, or dismissed from duty without first being afforded the opportunity for a meeting before the Mayor or his/her designee as provided, except where it is necessary to immediately relieve the employee from duty due to gross misconduct affecting the safety or welfare of other employees and/or the City/community at large. When an employee has been relieved from duty without a meeting, the employee shall be afforded a meeting within seventy-two (72) hours, excluding Saturdays, Sundays and holidays. The employee's pay status for the days, which he/she was relieved from duty, shall be determined at the meeting. Nothing in this Article shall prohibit the City from placing an employee on administrative leave with pay pending the outcome of an investigation.
