Policy # 1: Recruitment and Selection
It is the policy of the City of Colorado Springs to attract and retain quality employees through national, regional, and local recruitment and effective selection processes.
Recruitment Process
- Application Process: To be considered for a posted job announcement, applicants must submit their application electronically for regular and special full-time and part-time positions through the City of Colorado Springs’ (City) online applicant tracking system. Information regarding City employment may be found at www.coloradosprings.gov. Applicants with a disability may request an accommodation by contacting Human Resources or by sending an email to City.Recruiting@coloradosprings.gov.
- Job Posting: Jobs are posted for a minimum of 5 working days. An online employment application must be submitted to Human Resources by the closing date on the job announcement. Any exceptions must be approved by Human Resources.
- Open Competitive Job Postings: City employees (regular, probationary, special, and hourly employees) who apply for jobs that are posted as open competitive will be considered along with external applicants.
- Job Postings: The City supports career development, and encourages internal transfers and promotions to support employee growth. Employees are eligible to apply for positions outside their department posted either internally or externally after one (1) year in their position (this period may be waived with the approval of the Chief Human Resources Officer). Employees may apply for internal or external postings within their department at any time.
- Internal Candidates: Prior to making a job offer to an internal candidate, the hiring department manager must communicate with the current department manager about the potential hiring decision.
- Reemployment: A former employee may be considered for reemployment at the sole discretion of the hiring department head should a vacancy exist in the classification held by the employee prior to separation without a full recruitment process. However, the employee must have successfully completed probation (or a special/at-will employee who has completed a minimum of one year of continuous city service); and voluntarily resigned from the vacant position in good standing within the last six months and had been performing at a meets expectations level or better at the time of their resignation. Employees who previously separated under a City voluntary attrition program must comply with the vacancy requirements of the program prior to reemployment.
- Rehire: Any former employee who was discharged from City employment shall not be eligible for rehire into a regular or special position without prior approval of the Chief Human Resources Officer or designee.
- Drug Testing: When an applicant is hired into positions covered by Commercial Drivers License (CDL) requirements, he/she must pass an initial DOT drug test. Certain safety sensitive positions may also be required to complete post-offer/pre-employment drug screening. Applicants will receive a Drug Testing Authorization Form to take to the drug testing facility along with instructions on where and when to complete the drug test.
- Physical Examinations: Some positions may require a post-offer physical examination. Contact Human Resources for additional information.
- Reference Checks: The Human Resources Department will be responsible for ensuring that employment references for applicants selected for a regular or special position are conducted. If the applicant is a current City hourly/temporary employee, references should be checked when offered a regular position if not done when the employee was initially hired. If a degree is required for the position, the Human Resources Department will verify educational requirements during the background check process.
- Background Checks: Background checks are conducted by Human Resources or the hiring department for all new employees and current employees (as designated by Human Resources) on all new employees. Background checks may include a criminal background check and may also include (depending on the position) a motor vehicle check, verification of degree, credit check, credentials verification, verification of employment, or other information deemed relevant by the City. All background checks conducted by a third party for the City are in conformity with the Federal Fair Credit Reporting Act and state and federal privacy and anti-discrimination laws.
Notification
The Human Resources Department or a designated representative is responsible for contacting the candidate selected for the position and making a job offer that may be contingent upon the candidate’s successful completion of a drug test, a review of the background checks, and any other applicable pre-employment assessments. Following the verbal offer, the Human Resources Department sends a conditional offer letter to the candidate.
Benefits Orientation
All benefit eligible employees will be provided benefits information prior to beginning work. Benefits enrollment will be conducted by Human Resources.
Relocation Expense Reimbursement
Payment of relocation expenses may be used to help attract candidates for technical, professional, supervisory, management, and hard to fill positions. The hiring manager must obtain approval from Human Resources prior to offering or including relocation in the job offer. The hiring manager and/or department head must approves the relocation reimbursement, complete necessary paperwork with the candidate, and reimburses the candidate for this expense out of the department’s budget.
Recruitment and Selection Record Retention
All records, materials, interview questions/responses, and/or examinations relating to the employment process shall be retained by the Human Resources Department or a designated representative for a minimum of two years from the date the position is filled in compliance with the requirements of the Colorado Municipal Records Retention Schedule. Any information subject to legal hold shall be retained in accordance with the legal hold. If any legal or compliance action concerning the process has been filed, all documents must be retained by the hiring authority and Human Resources until such action is resolved but not less than two years in compliance with the requirements of the Colorado Municipal Records Retention Schedule.
References
Drug and Alcohol Testing Manual, Sample Offer Letter on Intranet Page under Human Resources
Policy # 2: Employment
Types of Employment
Regular Full-Time Employee: An employee who has satisfactorily completed the original probationary period and regularly works a minimum of 40 hours per week.
Regular Part-time Employee: An employee who regularly works less than 40 hours a week, but 20 hours or more.
Probationary Employee
- A new employee who is serving the original probationary period with the City in a regular position.
- An existing employee who is serving a probationary period as a result of promotion, transfer to a position in a different classification, transfer to a position in the same classification with different duties and responsibilities and in a different Department, or demotion (voluntary) to a position in a different classification.
- All probationary employees are considered to be at-will until the successful completion of their probationary period.
Hourly Employee: A supplemental at-will employee who is employed for an indefinite period of time and receives no benefits except for those required by law.
Special Employee: A budgeted at-will full-time or part-time position established for an interim period and eligible for benefits.
Probationary Period
- The probationary period shall be utilized for closely observing the employee's work to determine the employee's fitness for the position.
- Exempt and non-exempt regular employees will serve a probationary period, not to exceed 12 months of active employment, as a result of original hire to a City position.
- Regular and probationary employees will serve a new probationary period as a result of promotion or transfer to a position in a different classification, a reclassification, or in the same classification if the duties and responsibilities are different from the previous position and the position is in a different Department.
- The Chief Human Resources Officer, or designee, at the written request of the Department Head, may approve an extension of the probationary period when the original probationary period is not a sufficient length of time to determine the employee's fitness for the position; however, the maximum length of probationary period, including any extensions, shall not exceed 18 months of active employment for both exempt and non-exempt employees.
- Specific classifications may require extensive training prior to the commencement of measurable job performance. In these cases, the probationary period may be extended to provide an additional six months of probationary employment with approval of the Chief Human Resources Officer. The combined training and probationary period should not exceed the extension periods referenced above.
Conditions of Probation
- Probationary employees may be dismissed at any time with or without notice or cause.
- Probationary employees do not have appeal or grievance rights.
- Probationary employees who fail to satisfactorily perform during the probationary period shall be terminated.
- Hourly or special employment may not be credited toward completion of a probationary period.
- Regular employees who fail to complete the probationary period in the new classification and/or position may be transferred back to a position in the former class if a vacancy is available and the former Department Head approves.
- Regular probationary employees may voluntarily return to their former position or to a position in the same classification, providing such a position is vacant and the transfer is approved by the former Department Head.
Benefits Upon Reemployment:
Upon reemployment as defined in Policy #1 – Recruitment and Selection, benefits shall be reinstated as follows:
- Prior service credit will be used to determine vacation accrual rates.
- Available sick leave balance at time of resignation will be reinstated, unless previously paid out due to prior separation being a retirement. However, employees rehired after January 1, 2011 will not be eligible for sick leave payout upon retirement.
- Personal day will be reinstated, unless resignation and reemployment occur in the same calendar year and the employee previously used the personal day.
- Regular employee’s prior service credit will be counted towards all City service for purposes of service awards.
Benefits Upon Transfer from Sworn to Civilian
The employee will retain any accrued sick leave balance earned while a Sworn employee. Such balance will be transferred for use by the employee in accordance with policy. Accrued vacation earned while a Sworn employee will be paid off effective the date of transfer. The employee’s vacation accrual rate will be based on total years of continuous civilian employment with the City. Service awards will be based on original hire date with the City. Retirement eligibility will be as prescribed by the State of Colorado Public Employees’ Retirement Association (PERA).
Length of Service for Service Awards
The City periodically recognizes employees for length of service. Length of service for the purpose of determining service awards includes all periods of active City employment in a regular position. Employees in a special position may be recognized after 5 years of active service at the discretion of the Appointee or Department Director. Awards for special employees will be purchased out of their respective Department’s budget.
Employment Restrictions
- An employee may not hold simultaneous positions with the City, or any entity that is owned by the City and/or operates under the auspices of the City Council, if the combined hours exceed 40 hours per week. An exception, as defined by the Fair Labor Standards Act, is occasional, sporadic part-time employment. Examples of this type employment are sports officials or instructors. The part-time employment cannot be in the Department/Division of the employee's regular assignment.
- An individual under contract with the City or Colorado Springs Utilities may not become or remain an employee of the City or the Colorado Springs Utilities.
- Individuals employed by the City must be at least 16 years of age, unless the position is seasonal. In certain seasonal positions, individuals who are 14 or older may be hired.
- The City will not employ individuals who cannot establish proof of their legal right to work within the United States.
Other Employment
No employee shall engage in any employment or activity, which creates a conflict of interest or appearance of conflict of interest with their duties as a City employee.
If an employee holds a second job in addition to the City position, the employee must immediately notify their Department Director or Council/Mayoral Appointee in writing. (In the case of the Police Department, approval by the Chief is required.) The employee shall consider the City position as primary and take appropriate steps to avoid jeopardizing the commitment to the primary position. The employee must ensure that the employment does not violate the Business Code of Ethics (Conflict of Interest) Policy # 39 and that no relationship exists between the second employer or activity, and any inspections, supervision, or contracts which are part of the employee's normal job with the City. The second job or self-employment may not be conducted during working hours, in City Buildings, nor may supplies or equipment be used to conduct such business.
Policy # 3: Employment Changes
An employee may be voluntarily or involuntarily promoted, transferred, or demoted.
Definitions
- Promotion: Assignment to a higher classification.
- Transfer: Assignment to a classification in the same Band and Zone.
- Demotion: Assignment to a classification in a lower Band and/or Zone.
- Approval Process
- Employment changes within a department must be approved by the Director. If the change is to another department, the employee's current Director and the new Director must approve the change.
- The action taken in regard to all requests for transfers/ demotions will be determined by the operating needs of the City.
Compensation Upon Change
- Promotion will result in an increase in compensation commensurate with the skills and experience of the employee within the band/zone of the new class.
- Voluntary transfer to a position in the same classification will result in no compensation change.
- Voluntary demotion to lower classification or involuntary transfer or demotion for operational requirements will result in a change of salary appropriate for the employee's skills and qualifications within the new salary range.
- Involuntary demotion for disciplinary reasons or unsatisfactory performance will result in a salary reduction.
Due Process Hearings
Involuntary demotions may be appealed in accordance with Policy and Procedure #47, Disciplinary Appeal and Post-Term Hearings.
Policy # 4: Separation
Types of Separation
- Resignation: A resignation is a voluntary separation from employment. An employee is expected to provide written notice a minimum of 10 working days prior to the effective date of the resignation.
- Retirement: Retirement is a voluntary separation from employment for reasons of age and service or medical condition for which the employee receives an immediate annuity. To be considered retired an employee must have made application for retirement prior to the date of separation.
- Termination: A termination is an involuntary separation from employment. If a supervisor/manager is considering termination of a regular employee, a pre-termination meeting must be held in accordance with Policy and Procedure #46, Pre-Termination Meeting. If it is determined by the immediate supervisor that an employee is not suited for a position during the initial probationary period, the employee may be terminated with approval of the Department Director. At the discretion of Department Director/Division Manager or Council/Mayoral Appointee, regular employees, who are in a probationary period as a result of a change in classification or transfer to another position in the same classification, may be placed in a vacant position in the former classification with the commensurate salary.
- Reduction in Force: If for any reason, including but not limited to, budget or operational considerations, the City determines that it is necessary to have a reduction in workforce, policies and procedures, appropriate for the circumstances, will be developed and distributed at the time. Employees identified in the reduction in workforce will be considered under the policies and procedures promulgated at the time.
Out-Processing
| VACATION | SICK LEAVE | COBRA | SPECIAL PROCEDURE |
Resignation | Pay for all accrued, unused vacation at base salary rate | No payment | Notice mailed within 14 days of date of separation | See steps listed below |
Retirement for those employees eligible for sick leave accrual on or before 12/31/10 | Pay for all accrued, unused vacation at base salary rate | Pay ½ of accrued sick leave hours in excess of 480 hours* to the RHS plan | Notice mailed within 14 days of date of separation | Notify PERA 60 days in advance of retirement; see steps listed below |
Retirement for those employees hired or rehired after 12/31/10 | Pay for all accrued, unused vacation at base salary rate | No payment | Notice mailed within 14 days of date of separation | Notify PERA 60 days in advance of retirement; see steps listed below |
Termination | Pay for all accrued, unused vacation at base salary rate | No payment | Notice mailed within 14 days of date of separation | See steps listed below |
*Employees in the At-Will Senior Manager Benefit program should refer to Policy #62.
The supervisor should complete the following steps when an employee is separating:
- Complete the Personnel Action Form and send to Payroll as soon as possible to ensure timely preparation of final paycheck. The final paycheck for separating employees shall be available for pickup the next regularly scheduled payday.
- Collect all City property including, but not limited to credit cards, tools, keys, laptop computers, files, pagers, identification badge, etc.
- Verify whether repayment to the City is required because of educational assistance reimbursement.
Payment if Employee is Deceased
Any payment due to a deceased employee will be paid to the employee’s estate.
Exit Program
All regular employees separating due to resignation or retirement and all probationary or special employees separating due to resignation or termination will be given the option to complete an exit questionnaire and attend an exit interview with a member of Human Resources staff.
- The Human Resources Contact from the separating employee’s department is responsible for providing the employee with the Exit Questionnaire and information on how to schedule the Human Resources Exit Interview
- The departing employee should be granted duty time to complete the Exit Questionnaire and Exit Interview if operational needs allow,
- Employee questionnaire and interview results will be compiled in a management report wherein employees are not identified; and
- If information received suggests a violation of policy or law, the situation will be looked into and, if necessary, corrective action taken.
References
Policy and Procedure #46, Pre-Termination Meeting; #2, Employment, Conditions of Employment, PERA Retirement Brochures
Policy # 5 Personnel Records
Official employee personnel records shall be maintained in Human Resources. The employee shall receive a copy of all material that is forwarded for inclusion in the employee's record.
Employees may review their personnel records. By submitting a request to Human Resources employees may receive a copy of any information in their personnel record at no cost, with charges per page for additional copies at the same rate as Colorado Open Records Act (CORA) requests per the City’s CORA Policy.
Internal Accessibility
Only administrative, management, supervisory personnel with a need to know may review an employee's personnel record, with Human Resources approval.
All other requests for personnel records will be released in accordance with CORA.
Information provided pursuant to a request for an employee reference shall be limited to the dates of employment, classification history, and salary information. Any requests for additional information should be directed to Human Resources.
Changes in Personal Information
Employees are responsible for notifying Human Resources within five (5) working days of any change in name, address and/or telephone number. Employees are encouraged to also update any changes in their personal information through the Employee Self-Service System.
References: Policy and Procedure # 52, Open Records Act Compliance
Last revised: 01/2021 – 20-662
Policy # 6: Position Classification
The City of Colorado Springs maintains a classification plan which groups like or similar positions in broad classifications which are linked to the appropriate labor markets for the purpose of establishing salaries.
Definitions
Position (job): A grouping of specific duties and responsibilities, assigned by management, to be performed by one employee. Each employee is assigned to a position which is in one of the following categories:
- Regular: A budgeted, full-time position which receives full benefits
- Regular, Part-Time: A position budgeted for a minimum of 20 hours per week, but no more than 39 hours per week, which receives pro-rated benefits
- Hourly: A full-time or part-time supplemental position that only receives federal and state mandated benefits and is budgeted with temporary funds
- Special: A budgeted full-time or part-time position established for an interim period and eligible for benefits.
Class: A group of positions that are sufficiently similar with respect to the type of work performed, level of difficulty or responsibility and qualifications to warrant like treatment for purposes of salary administration, recruitment and other human resource management activities.
Classification Plan: All the classes representative of the work performed by the City of Colorado Springs.
Reclassification: A change in the assigned duties and responsibilities which results in a change in the position's class. The change may be to a class of a lower, equal, or higher band/zone assignment.
- Non-Exceptional Reclassification Requests
Non-exceptional reclassification requests are those that represent a normal or typical progression within a classification series. An example of a non-exceptional reclassification would be from an Analyst I to an Analyst II. - Exceptional Reclassification Requests
Exceptional reclassification requests are not part of a normal progression within a series or represent movement from one major employee classification band to a different band. An example of an exceptional request would be Senior Analyst to Principal Analyst or moving from a paraprofessional classification into a professional classification. Manager and Department Director concurrence is mandatory.
General Reclassification Procedures
If an employee believes that their duties and responsibilities have significantly changed and are not covered by their current classification, then the employee shall complete and submit to their supervisor a Request for Reclassification Form. An employee will receive a response within 90 days of submittal.
The immediate supervisor and/or Division Manager shall complete the Reclassification Request Form and make recommendations for approval or denial to the Department Director who shall, after consulting with Human Resources, determine the appropriate classification action within the City Classification System and notify the employee.
- Non-Exceptional Reclassifications are submitted to Human Resources using the Standard Reclassification Request Form. Supporting documentation may be attached. Department Directors and Division Managers must approve the reclassification.
- Exceptional Reclassification Requests are submitted to Human Resources and approved by the Reclassification Review Committee. The purpose of this committee is to maintain consistency and integrity within the City's classification system. The committee does not hear appeals. Human Resources makes the final determination of which requests are Non-exceptional or Exceptional. Contact Human Resources with questions, or review the procedure on the intranet.
- Minimum Qualifications: An employee whose position is reclassified must meet the minimum combined requirements for education and experience of the new classification.
- Pay Upon Reclassification: The pay of an employee whose position is assigned to either a higher-level or lower-level classification shall be paid within the band/zone of the new class. Pay shall be commensurate with the employee's applicable education, skills, qualifications and experience.
For reclassifications implemented during a budget year, pay increases will be absorbed in the Unit's budget without future increases to the baseline. To obtain increases in the baseline, Unit reclassification requests should be included in the next year's budget request and implemented upon approval of funding. - Effective Date: Salary increases shall be effective the date the change in duties and responsibilities occurred, retroactive no more than 60 days.
Loss of License or Certification: An employee who is no longer qualified for the current classification because of the loss of, or failure to obtain, a required license or certification must immediately cease to function under the authority of such license or certification. The employee must provide immediate notice to their supervisor within 24 hours and may be subject to disciplinary action, up to and including termination.
Role of Human Resources
Human Resources shall provide advice and consultation to the departments/divisions on classification of positions. Human Resources is responsible for the design and maintenance of the classification system including, but not limited to the following:
- The establishment of new classes of work to be added to the classification plan.
- The assignment of classifications to appropriate bands/zones, taking into consideration organizational structure, level of responsibility, nature and scope of duties, relationship to existing classes and market survey data.
- The preparation of an annual report identifying all classification changes requested and approved during the year.
- The periodic review of positions assigned to a job family in order to assure the integrity of the classifications.
Role of the Department Director/Division Manager or Council/Mayoral Appointee
The Department Director/Division Manager or Council/Mayoral Appointee is responsible for maintaining the appropriate classification of the positions assigned to the organization. This involves the following:
- Assignment of duties and responsibilities to a position.
Review, approval, coordination and implementation of changes in position classification, when the reclassification is to either an existing classification or a new classification, to ensure consistency of classification actions. Department Directors shall be responsible for approving the Request for Reclassification, which shall be evaluated and approved/denied according to reclassification procedures described above.
Policy # 44: Discipline
It is the policy of the City of Colorado Springs to provide a system of discipline for regular (not at-will) employees which affords an opportunity for the resolution of unsatisfactory employee performance or conduct. The system includes an appeal procedure.
Coverage
Types of Offenses or Grounds for Discipline
- Inappropriate conduct (see Policy and Procedure # 35, Standards of Conduct; # 36, Workplace Harassment; # 37, Drugs or Alcohol in the Workplace; # 38, Criminal Charges; # 39, Business Code of Ethics; # 40, Gratuities, Honorariums and Gifts; # 41, Smoking and Sale of Tobacco Products; and # 42, Political Activity).
- Violations of verbal or written City or Department policies and procedures.
- Failure to take corrective action in response to prior discipline or a performance improvement plan.
- Unsatisfactory job performance.
Role of Supervisors/Management
The appropriate level of supervisor and/or manager, as indicated in the chart below, is responsible for the following actions:
- Informing their HR Business Partner of violations of verbal or written City or Department policies or procedures.
- Determine whether employee actions warrant discipline in consultation with Human Resources.
- Determine the appropriate level of discipline in consultation with Human Resources.
- Notify employees in writing of disciplinary action, including documented verbal reprimands.
- Prepare, in conjunction with the employee, the performance improvement plan, as appropriate.
- Coordinate and conduct disciplinary appeal meetings.
- Conduct the pre-deprivation and pre-termination meetings (Department Heads or Chiefs) in accordance with Policy and Procedure # 46, Pre-deprivation and Pre-Termination Meetings.
Role of Human Resources
Human Resources shall provide the following support:
Advise supervisors and managers concerning appropriate investigative methodology and disciplinary alternatives.
- Consulting on items listed above.
- Maintain the record of disciplinary action in the employee’s official personnel file.
- Conduct inquiry into allegations and determine level of investigation, as appropriate.
- Coordinate and facilitate the disciplinary process and meetings.
At-Will Employees
At-will employees are not entitled to pre-deprivation, pre-termination, or appeals. At-will employees are subject to termination at any time without notice or cause.
Disciplinary Actions
Authority: The City reserves the exclusive right to determine the type and level of disciplinary action.
Discipline |
Type of Offense |
Terms |
Subject to Appeal |
---|---|---|---|
Verbal Reprimand |
|
|
No |
Written Reprimand |
|
|
No. Response to reprimand may be prepared by employee and placed in personnel file within 10 days of issuance. |
Suspension Without Pay |
|
|
Yes-To the Department Head |
Involuntary Demotion |
|
|
Yes- To the Deputy Chief of Staff, Chief of Staff, or Police Chief or Fire Chief depending on department |
Termination |
|
|
Yes- To the Deputy Chief of Staff, Chief of Staff, or Police Chief or Fire Chief depending on department |
Last revised: 4/23 23-120
Policy # 45: Appeal Procedure
The appeal procedure is available to all regular City employees who have been disciplined in accordance with Policy and Procedure # 44, Discipline, and are dissatisfied with the disciplinary action. Since some disciplinary actions may not be appealed, Policy and Procedure # 44, Discipline, should be reviewed prior to initiating any appeal.
Time Limits for Appeal
An employee who wants to exercise their appeal rights must complete the City of Colorado Springs Appeal Form and submit it to the appropriate party within 10 working days from the date the employee was informed in writing of the disciplinary action.
Appeal Options
Appeal options are available in the chart under Policy #44, Discipline.
Attendance
- The employee may be accompanied by another regular employee.
- Employees may be requested to appear as witnesses. If so requested, employees must attend the hearing.
- An employee attending the hearing shall receive their normal pay.
- The City of Colorado Springs will not tolerate reprisal against any employee involved in a hearing.
Management Appeal Hearing Procedure
The hearing is administrative in nature and the Colorado Rules of Evidence are inapplicable.
- The decision maker of the discipline should be prepared to present the facts relating to the decision.
- The employee shall have the opportunity to present evidence and the reasons the disciplinary or termination decision should be changed.
- The employee may be represented by an attorney.
- Either party may call witnesses who can provide relevant information.
- Names of employee witnesses should be provided to the Human Resources Department in sufficient time to arrange attendance at the hearing.
- Both parties may present their positions utilizing witnesses, cross-examination, arguments, rebuttal, documents, or other evidence.
- All hearings will be recorded and kept in Human Resources.
- The employee shall be notified in writing within the prescribed time limits of the result of the hearing.
Hearing Record
Decisions
The decision-making authority hearing the appeal may affirm, deny, or modify (increase or decrease) the previously imposed disciplinary action. All decisions are final and binding and will be rendered in writing within 14 working days of the proceeding.
Records
If the appealed disciplinary action is reduced or overturned, the related documentation in the employee's personnel records will be adjusted accordingly.
Last revised: 4/23 23-120
Policy # 46: PRE-DEPRIVATION AND PRE-TERMINATION MEETINGS
Management Responsibility
Notice Requirements
The employee shall be provided advance written notice of the meeting that shall include the following:
- Purpose of the meeting.
- General statement of allegations.
- Proposed action to be taken.
- Assurance that the employee will have the opportunity to respond to the allegation and the evidence.
Procedure
The meeting is an internal matter to be determined by the City.
- The employee’s manager should be prepared to state the facts relating to the possible deprivation or termination.
- The employee shall have the opportunity to respond to the allegations and present evidence and the reasons the recommendation should not be finalized.
- Either party may submit a list of individuals who have relevant information.
- All pre-deprivation or pre-termination meetings will be recorded.
Attendance
- The employee may be accompanied by another regular employee.
- An employee attending the meeting shall receive their normal pay.
- The employee may have an attorney present, but the attorney may not participate in the proceeding.
Meeting Record
Decision
Following the pre-deprivation or pre-termination meeting, the Department Head, Assistant/Deputy Director or equivalent may conduct further investigation and request additional information from any or all of the parties. After consideration of the evidence, the decision-maker will make one of the following decisions:
- Uphold or decline to uphold the recommendation
- To change or reduce the recommendation
- To accept resignation
The decision shall be communicated in writing to the employee with a copy to Human Resources for inclusion in the employee's personnel file. The City of Colorado Springs will not tolerate reprisal against any employee involved in a pre-deprivation or pre-termination meeting.
Last revised: 4/23 23-201