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<br />When an employee is under investigation for a crime or official <br />misconduct, or is awaiting a hearing or trial in a criminal matter, the <br />employee may be suspended without pay for the duration of the <br />proceedings when such suspension would be in the best interest of the <br />City. If the investigation or proceedings clear the employee, he/she shall <br />be reinstated at the same position. <br /> <br />Employees on suspension shall not accrue any sick or vacation leave <br />during the suspension. If, after the review process, the suspension is <br />overturned, the employee's sick and vacation leave shall be adjusted <br />accordingly. <br /> <br />5. Involuntary Demotion - An employee may, with Department Director <br />approval, be demoted to a position in a lower salary range. Additionally, <br />the demoted employee's salary at the time of demotion may be reduced <br />by a factor of 15 percent. Involuntary demotions shall be made in written <br />form and shall include the reason(s) for the disciplinary action, the likely <br />consequence of further unsatisfactory performance and/or conduct, and <br />the review process. This document shall be signed by the employee and <br />the supervisor and placed in the employee's personnel file. A demoted <br />employee shall not be disqualified from consideration for later <br />advancement. <br /> <br />6. Termination - An employee may be terminated from employment with the <br />City as a final step in the progressive discipline process. Excepting those <br />types of policy or regulation violations that warrant immediate termination, <br />this disciplinary step will be employed as a final step that must be <br />approved by the Department Director, reviewed by the Human Resources <br />Manager, and approved by the City Manager. A letter of termination shall <br />be provided to the employee describing the performance deficiency and/or <br />policy or regulation violations. <br /> <br />Review of Disciplinary Actions <br /> <br />Following normal chain of command reviews, disciplinary actions are subject to <br />review by the City Manager if the employee so requests in writing within 5 <br />working days following notice of action. This written request must include the <br />disciplinary action taken, the circumstances surrounding the action, and the <br />reason(s) the action is invalid. The City Manager shall have the authority to <br />approve, disapprove, modify, or rescind any disciplinary action taken. The City <br />Manager shall be final and binding arbiter in these matters. <br /> <br />Employee Policies Handbook/Page 36 <br />