Agda Pkt 2025.03.10 Joint SA PFA

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CITY OF REDWOOD CITY SUMMARY OF COMPENSATION AND TERMS OF EMPLOYMENT FOR THE CONFIDENTIAL EMPLOYEE GROUP Page 33 of 34 • Notice of the employee’s right to respond to the Department Head regarding the charges within five (5) calendar days from the date of the Notice, either by requesting an informal conference (the “Skelly Conference”), or by providing a written response, or both; • Notice of the employee’s right to have a representative of their choice at the Skelly Conference, should they choose to respond orally; and • Notice that the failure to respond at the time specified shall constitute a waiver of the right to respond prior to the imposition of discipline. 3. Employee’s Response and the Skelly Conference If the employee requests a Skelly Conference to respond orally to the charge(s), the conference will be scheduled within a reasonable time after the date of the Notice. The Skelly Conference will be an informal meeting with the Department Head, at which the employee has an opportunity to rebut the charges against them and present any mitigating circumstances. The Department Head will consider the employee’s presentation before any final disciplinary action. The employee’s failure to make an oral response at the arranged conference time, or the employee’s failure to cause their written response to be delivered by the date and time specified in the notice, constitutes a waiver of the employee’s right to respond prior to the imposition of the discipline. In that case, the proposed disciplinary action will be imposed on the date specified. 4. Final Notice of Discipline After receipt of the employee’s timely written response or after the Skelly Conference, the Department Head will; a) dismiss the notice of intent and take no disciplinary action against the employee, b) modify the intended disciplinary action, or c) impose the intended disciplinary action. In any event, the Department Head shall prepare and provide the employee with a notice that contains the following: • The level of discipline, if any, to be imposed and the effective date of the discipline. • The specific charges upon which the discipline is based; • A summary of the facts upon which the charges are based; • A copy of all written materials, reports, or documents upon which the discipline is based; and • A statement of the nature of the employee’s right to appeal. C. Post-Disciplinary Appeal: In the event an employee feels that the discharge, suspension, demotion or pay reduction is unjust, the employee shall have the right to appeal the discipline in an evidentiary hearing before the City Manager. 6.I. - Page 97 of 119 511