Employee Manual 2023 - Flipbook - Page 27
IV. DISCIPLINARY PROCEDURE
The City of Plymouth supports the use of and may utilize progressive discipline to address conduct
issues and to encourage employees to become more productive workers and conform their
behaviors to the City’s standards and expectations. The City may discipline employees for reasons
including, but not limited to:
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Neglect of duty;
Insubordination;
Violation of any of the City's policies or rules of conduct;
Taking or fraudulently using City property;
Unsatisfactory performance of duties or work assignments;
Infractions of any ordinances, rules, and/or policies of the City;
Violation of federal, state or local laws.
The normal types of disciplinary action are described below. However, the City reserves the right,
at its sole discretion, to alter the disciplinary steps or impose other discipline based on the severity
of the circumstances. Factors that will be considered in determining the appropriate disciplinary
action will include but are not limited to: the nature of the offense; the employee's past
performance; and/or the frequency and nature of previous disciplinary action.
Verbal Reprimand: The employee will receive verbal notice that their behavior and/or
performance are unacceptable. The verbal reprimand will define the improvement or
corrective action required and provide notice to the employee that failure to comply with
the verbal reprimand will result in further disciplinary action. A record of the verbal
reprimand, including the date, nature of the offense, and required corrective action, will be
recorded in the employee's personnel file.
Written Reprimand: The employee will receive written notice that their behavior and/or
performance are unacceptable. Such notice shall contain a statement of the reason for the
action, the corrective action required, the time frame for completion of the corrective
action and the possible results if the employee fails to comply. A written reprimand will be
placed in the employee's personnel file.
Suspension: Suspension without pay shall be implemented when other disciplinary
measures have been taken without success and it is believed that suspension will result in
the necessary improvement in the employee's conduct and/or performance or when
warranted based on the severity of the offense. The decision to suspend an employee will
be made by the city manager. Prior to suspension, the employee will be provided with
written notice of the charge(s), along with any supporting evidence, and be given an
opportunity to respond. The length of the suspension shall be determined by the city
manager based on the severity of the offense and shall not exceed ten (10) workdays.
Termination: Termination of employment will be used when other means of improving the
employee's conduct and/or performance have been unsuccessful or when warranted based
City of Plymouth Employee manual - Page 27 – March 2023
