(b) immediately above. In addition, the head of the department shall be primarily responsible for disciplinary action as provided in item (c) above if that suspension entails five or fewer eight-hour work days, with the condition that any suspension must be approved in writing by the City Manager prior to it becoming final and enforceable. Any such disciplinary action taken by a Department Head shall be promptly reported to the Personnel Officer.

The Personnel Officer may also recommend to the City Manager that any disciplinary action in steps (a) through (g) be taken as to an employee. The City Manager as appointing authority shall have the ultimate duty to take disciplinary action under all the above numbered items. He or she shall be the final judge of the necessity of discipline up to and including suspension from duty without pay for a period of five days or less. As to discipline greater than suspension for a period of five days without pay, the City Manager shall have the right to take such action subject to the review by the Personnel Appeals Board as hereinafter provided.

Section 6.2 – Disciplinary Action. Before executing a reduction in salary, a demotion, or discharge, the employee shall be advised in writing of the alleged behavior and that disciplinary action is being contemplated. A meeting between the department head and employee shall be scheduled as soon as possible following the event and issuance of the written notice of contemplation of disciplinary action. The employee may have a representative present if he or she desires. Upon completion of the investigatory phase and if discipline is declared appropriate then the disciplinary action will proceed.

Section 6.3 - Personnel Appeals Board.

1. The Personnel Appeals Board shall hear appeals from City employees in the nonexempt, classified service who are not part of a grievance procedure under a labor contract and who have been suspended, demoted in a position or compensation, or discharged. In all cases of suspension, demotion or discharge, the City Manager as appointing authority shall furnish the employee with a copy of the order of suspension, demotion or dismissal together with the reasons for such action. This written order must be supplied prior to the effective time of the discipline, and copies thereof shall be filed with the Personnel Officer and with the Personnel Appeals Board. The order may be made effective immediately or from a later time and date set forth in the order. It shall explain that the employee has five (5) days from his receipt of the written order in which to make and file with the Personnel Officer and with the Personnel Appeals Board a written explanation of the situation. This written explanation shall be for informational purposes only, and the effective date of any such disciplinary action shall not be affected by the filing date of such written explanation.
2. Any employee who wishes to appeal to the Personnel Appeals Board under paragraph 1 immediately above may do so by written request. Such request must be filed with the clerk of the Personnel Appeals Board or the Personnel Officer or with a member of said board within five (5)calendar days from the date when such officer or employee is given a written order of suspension, demotion or dismissal.