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ORDINANCE NS-2232 321 <br />Page 27 <br /> <br />sec. 9-118.4. Exceptions to the notice period and opportunity to <br /> answer. <br /> <br /> Advance written notice and opportunity to answer are not <br />necessary in the case of suspension, dismissal or demotion of an <br />employee for any reason other than those grounds for disciplinary <br />action that are specified in Section 9-118. <br /> <br />Sec. 9-118.5. The duty status during notice period. <br /> <br /> Except as otherwise provided herein, an employee against whom <br />disciplinary action is proposed is entitled to be retained in an <br />active duty status during the notice period. When circumstances are <br />such that the retention of the employee in an active duty status in <br />his or her position may result in damage to city property or may be <br />detrimental to the interests of the city or injurious to the <br />employee, other workers or the general public, the appointing <br />authority may temporarily assign the employee to duties in which <br />these conditions do not exist or place him or her on administrative <br />leave. <br /> <br />Sec. 9-118.6. Notice of adverse decision. <br /> <br /> Each employee against whom disciplinary action is pending is <br />entitled to notice of the appointing authority's decision at the <br />earliest practicable date. The appointing authority shall deliver <br />the notice of decision to the employee at or before the time when <br />the action will be effective. The notice shall be in writing, be <br />dated, and inform the employee of the following: <br /> <br />(1) Which of the reasons in the notice of proposed adverse <br /> action have been sustained and which have not been <br /> sustained. <br /> <br />(2) The right to appeal to the personnel board. <br /> <br />(3) The time limit for appealing to and requesting a hearing <br /> from the personnel board. <br /> <br />Sec. 9-118.7. Reasonable and sufficient cause. <br /> <br /> For purposes of section 1000 of the Charter of the city of <br />Santa Ana, the term ''reasonable and sufficient cause'' for <br />suspension, demotion or dismissal shall include, but not be limited <br />to, each of the following causes: <br /> <br />(a) Fraud in securing appointment. <br /> <br />(b) Incompetency. <br /> <br />27 <br /> <br /> <br />