A. It is the responsibility of all Borough directors and supervisors to assure that work rules and generally accepted standards of conduct are complied with by the Borough workforce in order to maintain efficiency and order. This shall be accomplished through the process of uniform and equitable administration of discipline. Disciplinary action shall range from verbal admonishment, letters of reprimand, and suspension from duty without pay to dismissal for just cause, all to be administered according to the accepted principles of proper management. However, no executive/administrative/professional (FLSA exempt) employee shall be subject to suspension without pay of less than full day increments.

B. For all but major breaches of work rules, discipline should be administered in increasingly progressive severity; and be appropriate for the offense or incident. The Borough subscribes to the accepted management principle that the purpose of a system of discipline is to rehabilitate employees.

C. All forms of disciplinary action, excluding verbal admonishments, must be in writing, state the full circumstances surrounding the incident (e.g., incident, date, time, and the precise discipline administered), and contain a notation requesting the employee’s comments. A copy of the action shall be given to the employee, and a copy placed in the employee’s personnel file, after the individual has acknowledged receipt by signature. Disciplinary actions shall be removed from the personnel file after two years (or a lesser time if mutually agreed to by the parties) of issuance if there have been no further incidents. Files for terminated employees shall be preserved at the date of termination and any disciplinary action in the employee’s file at the time of termination will remain. (Ord. 2018-13 § 5, 2018; Ord. 2015-34 § 11, 2015; Ord. 2012-39 § 5, 2012; Ord. 2004-76 § 2, 2005; Ord. 2003-58 § 12, 2003; Ord. 98-009 § 12, 1998; Ord. 96-047 § 4, 1996; Ord. 85-137 § 4, 1985; Ord. 84-102 § 2, 1985. 2004 Code § 2.24.311.)