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e e City of La Porte Personnel Policies 5. Involuntary Demotion - An employee may be demoted to a position whose salary range does not offer the same ultimate salary potential as the original salary range. Additionally, the demoted employee's salary may be reduced by a factor of fifteen (15) percent. Involuntary demotions shall be made in written, form and shall provided the reason(s) for the disciplinary action, the likely consequence of further unsatisfactory performance and/or conduct, and the review process. This document shall be placed in the employee's personnel file. A demoted employee shall not be disqualified from consideration for later advancement. 6. Termination - An employee may be terminated from further employment with the City as a final step in the progressive discipline process. Excepting those types of policy or regulation violations that warrant immediate termination, this disciplinary step will be employed as a final step that must be approved by the Department Director, reviewed by the Human Resources Manager, and approved by the City Manager. A letter of termination shall be provided to the employee describing the performance deficiency and/or policy or regulation violations as well as a reminding the employee of the Department Director and/or City Manager review option. SECTION 4 - REVIEW OF DISCIPLINARY ACTION This section applies to reviews by the City Manager after normal chain of command reviews (Supervisor, Division Head, Department Director) have been made. Disciplinary action taken may be reviewed by the City Manager if the employee so requests in writing within five (5) working days following notice of the action. This written request should include the disciplinary action taken, the circumstances surrounding the action, and the reason(s) the action is invalid. There shall be no review for introductory period employees except on the grounds of discrimination prohibited by law. After careful review of the situation, the City Manager shall have the authority to approve, disapprove, modify, or rescind any disciplinary action taken. The City Manager shall be final and binding arbiter in these matters. SECTION 5 - EMPLOYEE COMPLAINT PROCEDURES The City encourages employees who have any duty related complaints or problems, to take these problems to their immediate supervisor. Following these informal discussions, an employee remaining dissatisfied may submit a written complaint to his or her immediate supervisor, with a copy to the Human Resources Division, within fifteen (15) working days after the cause of the complaint arises or becomes known. 31