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recommendation shall not be construed as retribution, retaliation, or inaction. <br />Discipline <br />The city retains the right to take any disciplinary action deemed appropriate based upon <br />the nature and severity of the infraction(s) and the conditions surrounding the incident. <br />The city retains the sole discretion to determine what behavior warrants disciplinary action <br />and which action will be imposed. <br />The city may use progressive discipline to correct negative behavior rather than punish the <br />employee. There may be circumstances that warrant deviation from the suggested order <br />or where progressive discipline is not appropriate. Nothing in these personnel policies <br />Vmplie-simply that any city employee has a contractual right or guarantee (also known as a <br />property right) to the job he/she performs. <br />Documentation of disciplinary action taken will be placed in the employee's personnel file <br />with a copy provided to the employee. <br />The following are descriptions of the types of disciplinary actions: <br />Oral Reprimand <br />This measure will be used where informal discussions with the employee's supervisor have <br />not resolved the matter. All supervisors can issue oral reprimands without prior approval. <br />Oral reprimands are normally given for first infractions on minor offenses to clarify <br />expectations and put the employee on notice that the performance or behavior needs to <br />change, and what the change must be. The supervisor will document the oral reprimand <br />including date(s) and a summary of discussion and corrective action needed. <br />Written Reprimand <br />A written reprimand is more serious and may follow an oral reprimand when the problem <br />is not corrected, or the behavior has not consistently improved in a reasonable period. <br />Serious infractions may require skipping either the oral or written reprimand, or both. <br />Written reprimands are issued by the supervisor with prior approval from the city <br />administrator. <br />A written reprimand will: (1) state what happened; (2) state what should have happened; <br />(3) identify the policy, directive or performance expectation that was not followed; (4) <br />provide history, if any, on the issue; (5) state goals, including timetables, and expectations <br />for the future; and (6) indicate consequences of recurrence. <br />Employees will be given a copy of the reprimand to sign acknowledging its receipt. <br />Employees' signatures do not mean the employee agrees with the reprimand. Written <br />reprimands will be placed in the employee's personnel file. <br />Page 57187 <br />Page 128 of 447 <br />