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CITY OF REDWOOD CITY <br />SUMMARY OF COMPENSATION AND TERMS OF EMPLOYMENT <br />FOR THE CONFIDENTIAL EMPLOYEE GROUP <br /> <br />Page 32 of 34 <br /> <br />X. DISCIPLINE <br />A. Reasons for Discipline: The City may discharge, suspend, demote, and/or reduce the pay <br />of any employee who has completed the probationary period for cause, including but not <br />limited to the following, any violation of the City’s Personnel Rules and Regulations or <br />Administrative Policies, or any other cause deemed proper by the City Manager: <br />• Dishonesty; <br />• Insubordination; <br />• Intoxication or being under the influence of a controlled substance while on duty; <br />• Incompetence or inefficiency; <br />• Willful negligence or willful damage to public property or waste of public supplies or <br />equipment; <br />• Failure to perform work as required or failure to comply with or violation of the City's <br />reasonable rules regarding safety, conduct and operations; <br />• Unauthorized absence; <br />• The commitment or conviction of any criminal act; <br />• Conduct unbecoming a management employee in the public service; <br />• Disorderly or immoral conduct; <br />• Incapacity due to mental or physical disability; <br />• Neglect of duty. <br /> <br />B. Pre-Disciplinary Procedures <br />1. Pre-Disciplinary Procedure For Suspension, Demotion, Reduction In Pay, Or Discharge <br />This pre-disciplinary procedure applies to for-cause employees who are subjected to <br />disciplinary suspension, demotion, reduction in pay, or discharge. Probationary <br />employees are “at will” and have no rights to any of the pre or post disciplinary <br />policies and procedures in this policy. If the reason for the release of a probationary <br />employee is for misconduct that stigmatizes their reputation such that it is more <br />difficult to obtain future employment, and the reason has been provided to the <br />employee or made public, the employee may be entitled to a “name clearing” meeting <br />with the appointing authority before the date of release. <br />2. Notice of Intent to Discipline: The employee will be provided a written notice of intent <br />to discipline which contains the following: <br />• The level of discipline intended to be imposed; <br />• The specific charges upon which the intended discipline is based; <br />• A summary of the facts upon which the charges are based; <br />• A copy of all written materials, reports, or documents upon which the intended <br />discipline is based; <br />6.I. - Page 96 of 119 <br />510