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<br />DRAFT <br /> <br />Once the employee has been given proper opportunity to perform the job and the employee continues <br />to have a problem in performing the job assignment, appropriate disciplinary action maybe taken up <br />to and including dismissal. <br /> <br />When a supervisor/department head is giving a disciplinary action that would involve a reduction <br />in salary, the supervisor ensures that the employee's explanation for the employee's failure to <br />perform or why he/she violated City rules is included in the documentation. The supervisor also <br />gives the employee one (1) day to submit a written statement as to why he/she thinks that the <br />disciplinary action shou1d not be taken. After a review of the employee's statement or if the <br />employee does not submit a statement within one day, the supervisor/department head makes a final <br />decision and submits his/her documentation to the City Manager for review and approval and <br />provides a copy of the decision to the employee. <br /> <br />SECTION 16.07 - Temporary Removal from Workplace <br /> <br />If an employee is behaving in a life-threatening or disruptive manner, the supervisor/Department Head <br />may require the employee to leave the workplace. When the supervisor/department head removes the <br />employee from the workplace, he places the employee on administrative leave and immediately notifies <br />the City Manager and the Human Resources Office. The employee will be placed on administrative <br />leave with pay. The appropriate action will be taken upon the employee's return to work. <br /> <br />46 <br /> <br />Rev. 10/27/04 <br />