53 and the Department Director. The employee shall have the opportunity to respond to the proposed Corrective Action, provide physical evidence, and provide any mitigating or exculpatory information. After hearing and considering all evidential information provided by the employee, the City Administrator shall render his decision in writing within three (3) working days of the conclusion of the hearing. POST-DISCIPLINARY APPEAL PROCEDURE A Regular Employee who has successfully completed the Introductory Period and has received a Notice of Discharge and who believes that mitigating facts may not have been fully considered before the discharge was administered shall have five (5) days after the date the City Administrator's Pre-Determination Hearing letter was issued, to appeal the action in writing to the City Administrator. Temporary and Appointed Employees may not use the Post-Disciplinary Appeal Procedure. Only the issues raised and presented originally for resolution shall be considered on appeal. The City Administrator will conduct a Post-Disciplinary Appeal Hearing. The City Administrator shall act as Hearing Officer. The appellant employee shall have an opportunity to present witnesses and physical evidence for further consideration and question the City's witnesses before the Hearing Officer. The Hearing Officer shall duly consider the testimony and evidence presented at the Hearing and render a decision within ten (10) working days following the close of the PostDisciplinary Hearing. The Hearing Officer's decision shall be final. Nothing in this Corrective Action policy changes the at-will status of any employee nor does it create any additional rights, remedies by law or expectations of continued employment.
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