(1) In the event a supervisor desires to terminate an employee, the employee (other than probationary employees) shall be provided with a notice of the recommendation for termination. The notice shall include an explanation of the charges on which the recommendation is based, and the time and date for a pretermination hearing. If the employee fails or refuses to appear, the termination may proceed.

(2) Pretermination hearings will be presided over by the mayor or a designated representative.

(3) At the hearing, the employee may show cause why he/she should not be terminated. The employee may bring one person to the hearing as an observer who is not allowed to participate in the hearing or interfere with its orderly process.

(4) Within two working days after the pretermination hearing, the mayor will usually issue a decision on whether there are reasonable grounds to believe the charges against the employee are true and support termination. A longer review period may be required in more complex situations. If the decision finds the charges credible, the termination may proceed. If the decision finds the charges questionable or insufficient for termination, the matter returns to the supervisor for further investigation or other disciplinary action short of termination. (Ord. 518 § 2, 2009)