sec.280Types of disciplinary action

### sec.280 Types of disciplinary action The disciplinary action taken by the chief executive officer against a local government employee may be 1 or more of the following— dismissal; demotion, including a reduction in remuneration; a reduction in the classification level of the local government employee’s employment and a corresponding change in the employee’s duties a reduction in the local government employee’s level of remuneration within the classification level of the employee’s employment a written reprimand or warning. If the disciplinary action to be taken is dismissal, the dismissal must comply with the requirements that apply in relation to the local government employee under the Industrial Relations Act 1999 , chapter 2A or 3 . A written reprimand or warning— must state the following— the employee’s conduct that is disapproved of; the remedial action needed to rectify the conduct; the period within which the remedial action is to be taken; the possible consequences for a repeat of the conduct by the employee; and is part of a local government employee’s employment record. s 280 amd 2013 SL No. 260 s 20 ; 2024 SL No. 75 s 10 (sec.280-ssec.1) The disciplinary action taken by the chief executive officer against a local government employee may be 1 or more of the following— dismissal; demotion, including a reduction in remuneration; a reduction in the classification level of the local government employee’s employment and a corresponding change in the employee’s duties a reduction in the local government employee’s level of remuneration within the classification level of the employee’s employment a written reprimand or warning. If the disciplinary action to be taken is dismissal, the dismissal must comply with the requirements that apply in relation to the local government employee under the Industrial Relations Act 1999 , chapter 2A or 3 . (sec.280-ssec.2) A written reprimand or warning— must state the following— the employee’s conduct that is disapproved of; the remedial action needed to rectify the conduct; the period within which the remedial action is to be taken; the possible consequences for a repeat of the conduct by the employee; and is part of a local government employee’s employment record. - (a) dismissal; - (b) demotion, including a reduction in remuneration; Examples of demotion of a local government employee— • a reduction in the classification level of the local government employee’s employment and a corresponding change in the employee’s duties • a reduction in the local government employee’s level of remuneration within the classification level of the employee’s employment - • a reduction in the classification level of the local government employee’s employment and a corresponding change in the employee’s duties - • a reduction in the local government employee’s level of remuneration within the classification level of the employee’s employment - (c) a written reprimand or warning. - • a reduction in the classification level of the local government employee’s employment and a corresponding change in the employee’s duties - • a reduction in the local government employee’s level of remuneration within the classification level of the employee’s employment - (a) must state the following— (i) the employee’s conduct that is disapproved of; (ii) the remedial action needed to rectify the conduct; (iii) the period within which the remedial action is to be taken; (iv) the possible consequences for a repeat of the conduct by the employee; and - (i) the employee’s conduct that is disapproved of; - (ii) the remedial action needed to rectify the conduct; - (iii) the period within which the remedial action is to be taken; - (iv) the possible consequences for a repeat of the conduct by the employee; and - (b) is part of a local government employee’s employment record. - (i) the employee’s conduct that is disapproved of; - (ii) the remedial action needed to rectify the conduct; - (iii) the period within which the remedial action is to be taken; - (iv) the possible consequences for a repeat of the conduct by the employee; and