Book 1

278

H - Employee Relations

City of Greensboro Personnel Policy Manuał

Table of Contents A B C

the employee behavior(s) and/or performance that needs to improve

specific actions the employee needs to take to establish satisfactory performance or

behavior;

agreed upon commitments from both the employee and supervisor with input from

the employee on what he/she can do to correct his/her behavior/performance

specific timeframes allowed for employee improvement and review progress; and

obtain all signatures.

6.6 Suspensions, Demotions, and Dismissals

A. The City Manager, Deputy City Manager, Assistant City Managers, Department Directors

or designee, and the Director of Human Resources are the only positions authorized to approve

the suspension, demotion or dismissal of an employee. Typically the City Manager, Deputy

City Manager and Assistant City Managers will only approve the suspension, demotion, and

dismissal of employees that they directly supervise. Department Directors or designee, may

approve the suspension, demotion and dismissal of any employee employed in their respective

departments. The Human Resources Director may approve the suspension, demotion,

and dismissal of all employees other than the City Manager, Assistant City Managers, and

Department Directors.

B. A Pre-corrective Action Hearing must be conducted prior to any corrective action. The

purpose of the Pre-corrective Action Hearing is to allow the employee to confront the evidence

against him/her prior to the implementation of a corrective action. The supervisor must give

the employee written notice of the Pre-corrective Action Hearing. The written notice must

inform the employee of the type of corrective action being considered, the hearing time, date,

location and the facts that led to the recommendation. In most instances the Pre-corrective

Action Hearing should take place within seven (7) business days from the date that the Pre-

corrective Action Hearing Notice is given to the employee. See the appendix document,

In the event of rare and unusual circumstances, the

hearing manager may extend the hearing to a future date.

C. The Pre-corrective Action Hearing consists of: the hearing manager; the employee; the

employee’s supervisor or other departmental representative with personal knowledge of the

relevant issues; any other witnesses with personal knowledge of the relevant issues; and an

Employee Relations Consultant from the Human Resources Department. The employee is

allowed to call witnesses that have first hand personal knowledge of the relevant issues. The

employee has the opportunity to question witnesses against him/her and present an oral

argument. The Pre-corrective Action Hearing will be recorded by the City.

D. During the Pre-corrective Action Hearing, the hearing manager must: