Unsatisfactory Service. An employee, who has completed the probationary period, may be terminated or subject to disciplinary action if the employee’s performance or conduct is not satisfactory or if the employee proves unsuited to the employee’s work, as follows: A. It shall be considered unsatisfactory service if the employee does not or cannot perform the function of the assigned position, or B. If the employee fails to establish satisfactory working relationships with other employees with whom the employee is working. C. Prior to termination action, excluding Sections 30.5 and 30.6, the employee shall be given warning and a reasonable time to improve. A progressive discipline system shall be used. a. An employee whose conduct is unsatisfactory shall be subject to disciplinary action. Depending upon the gravity of the offense or level of performance, disciplinary action may take the form of any one or a combination of the following: i. Oral Reprimand ii. Written Reprimand iii. Written Final Reprimand iv. Suspension v. Demotion vi. Termination D. Union Representation During Disciplinary Action Other Than An Oral Reprimand E. Evidence Sharing Anytime there is a recommendation for an employee to receive any disciplinary action, including and more severe than a written final reprimand, the employee shall be given written notice, by hand delivery or certified mail, of the recommendation and shall be urged to seek Union representation. The hearing shall not be conducted until after ten (10) calendar days of the date of hand delivery or the date the notice was sent by certified mail. a. All evidence that could be could be cited or utilized shall be shared equally between the City and the employee upon the employee’s written request. b. If the employee requests to record the hearing, it shall be permitted.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement