a. An employee is subject to disciplinary action when, in the opinion of the city manager or the city manager's designee, disciplinary action is necessary for the good of the city service.

b. No officer or employee of the city has authority to grant or to offer to any employee any job security or job protection which is not provided for that employee by city ordinance.

c. The city may impose upon any employee any disciplinary action or form of discipline which the city manager or the city manager's designee finds is appropriate to given conduct of the employee. In determining such discipline, the responsible person shall consider the employee behavior involved, the employee's past record, length of service and surrounding circumstances as well as the good of the service. The responsible person shall give such weight to each of such factors as he/she finds in his/her discretion is appropriate. Generally employees are to be given time to correct problems of conduct before the employee is discharged; however, regardless of the circumstances, the city may discharge any employee at any time, consistent with the provisions of this chapter. There shall be no requirement that any specific number or sequence of disciplinary actions or warnings be imposed prior to suspension, demotion or discharge.

d. The personnel policies shall provide for appeals of disciplinary actions.

e. Prior to final decision to dismiss or suspend any employee, the person responsible for such decision shall offer to meet with the employee and to listen to his/her point of view as to the reasons for such possible discharge or suspension. (Ord. M-2850 §13, 1989)