Supervisors are responsible for reviewing and approving employee time records in accordance with established payroll procedures and deadlines. Employees who need assistance with their time records should contact their supervisors or the Finance Department.

Section 5.8 – Responsibility to Notify. Each employee is responsible for promptly reporting changes in family status and other factors affecting payroll withholdings or benefits. Appropriate forms are available through the Finance Department or from the Personnel Officer.

ARTICLE 6 - DISCIPLINE, PERSONNEL APPEALS BOARD

The tenure of every officer or employee in the classified service of the city shall be during good behavior and efficient service, but any such employee may be removed or disciplined for incompetency; inefficiency; dishonesty; being under the influence of or consuming alcoholic beverages while at work; use or possession of mind altering drugs; possession of firearms unless duly authorized in writing; substance abuse; immoral conduct; insubordination; discourteous treatment of the public; neglect of duty; misuse or abuse of city property; workplace harassment; violation of the ordinances of the city or the laws of the State of Ohio or of the United States of America; violations of these Personnel Regulations, any other failure of good behavior or any act of misfeasance, malfeasance, and/or nonfeasance. Nothing in this section shall be construed to limit the right of the City to lay off or separate from the service any officer or employee in the event his or her position is abolished or the employee is laid off as a reduction in the work force.

Section 6.1 - Types of Discipline. The City practices a policy of progressive discipline to provide employees an opportunity to correct deficiencies in their performance by providing notice, setting goals and providing feedback. Progressive disciplinary action shall consist of one or more of the following, subject to the appropriate collective bargaining agreement:

  1. a) informal reprimands which do not constitute a part of the employee's record;
  2. b) formal written reprimands which become a part of the employee's record;
  3. c) suspension from duty without pay;
  4. d) suspension from duty with pay;
  5. e) reduction in salary;
  6. f) demotion; and
  7. g) discharge.

The above list is not intended to present a required sequence of disciplinary actions. The City may administer any of the above listed disciplinary actions as initial discipline and may skip levels of discipline as circumstances warrant.

The head of the department concerned shall be primarily responsible for the discipline of employees within the department, and may take disciplinary action as provided in (a) and

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