§ 12. Employee discipline.

A.

(1)

Subject to R.S. 33:404(A)(3), the mayor may reprimand, verbally or in writing; suspend with or without pay; demote; dismiss; or deny a salary increase to an employee for any of the following reasons:

(a)

Behavior that interferes with the efficient performance of duties by other employees or that is detrimental to the municipality.

(b)

Performance which falls below the municipality's standards.

(c)

Failure to abide by any requirement of this ordinance or any rule or policy of the municipality.

(d)

Other good cause.

(2)

For any cause set forth in (1), an employee's department head may reprimand him, verbally or in writing. In addition, for any cause set forth in (1), an employee's department head may recommend to the mayor that the employee be suspended with or without pay, demoted, dismissed, or denied a salary increase.

(3)

Before any disciplinary action referred to in paragraph (1) is taken, each reason for the action must be compiled in a written statement. The mayor or the employee's department head shall present a copy of the statement to the employee or mail a copy of it to the employee at his last known address. At the request of the employee, the mayor may conduct an informal meeting concerning each reason for the disciplinary action. The informal meeting may be attended by the mayor, the employee's department head, the employee, and any other person who has direct knowledge and whom the mayor has asked to attend.

(4)

When a disciplinary action referred to in (1) is taken, the written statement concerning each reason for the action, any written statement the employee submits in connection with any reason for the action and a notation describing the action taken shall be made a part of the employee's personnel file.

(5)

Subject to R.S. 33:404(A)(3), the mayor may dismiss an employee and terminate his employment immediately. If the employee is not available, written notice shall be sent to the employee's last known address.

B.

During the investigation, hearing, or trial of an employee on any criminal charge, or during the course of any civil action involving an employee, when suspension would be in the best interest of the municipality, the mayor may suspend the employee without pay for the duration of the proceedings as a non-disciplinary measure. Back pay shall not ordinarily be recoverable; but where the suspension is terminated by full reinstatement of the employee, the mayor may authorize full recovery of pay and benefits for the entire or for any lesser period of the suspension.

C.

An employee whose performance is unsatisfactory shall be notified how his work is deficient and what he must do if his work is to be satisfactory. If the employee's work continues to be below standard, the mayor shall demote or dismiss the employee subject to R.S. 33:404(A)(3).