O-1991-1798 - Laserfiche WebLink

Browse Search

City of La Porte Personnel Policies . e CHAPTER 8 DISCIPLINE, REVIEWS, AND COMPLAINTS SECTION 1 - BASIS FOR DISCIPLINARY ACTION It shall be the City's policy to correct employee job deficiencies when they occur. Supervisors shall deal directly with employee performance deficiencies and employees shall be treated fairly and consistently. In implementing the disciplinary procedures outlined below, a supervisor shall consider such factors as the type and severity of the offense, the employee's work record, and any mitigating circumstances surrounding the particular offense. Any disciplinary action taken with which the employee disagrees may be reviewed by the Department Director and/or the City Manager The City shall consider the following as constituting a basis for disciplinary action up to and including discharge. This list is not all inclusive and is not intended to be limited to the following: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Misconduct Illegal, unethical, abusive, or unsafe acts Violation of any portion of the personnel policies Violation of other City department rules and/or regulations Absenteeism and/or repeated tardiness Insubordination Work performance inefficiency Abuse of leaves provided Falsification of official documents or records Being under the influence or use of drugs or alcohol while on duty Unauthorized use of City records, material, or equipment SECTION 2 - TYPES OF DISCIPLINARY ACTION Formal disciplinary action taken shall be consistent with the nature of the deficiency or infraction involved and the work history of the employee. The recommended steps of progressive discipline are as follows, but should not be interpreted as a certain chain of events as the City reserves the right to administer any disciplinary action up to and including discharge, depending on the nature, scope, and severity of the offense and totality of the circumstances surrounding such events: oral reprimand, written reprimand, probation, suspension, demotion, and termination. The City will attempt to follow progressive steps of disciplinary action whenever possible to provide reasonable opportunity for performance correction but ultimately reserves the right to employ any of the aforementioned actions for a particular deficiency or infraction depending upon the exact circumstances of the deficiency or infraction. An employee may be formally advised at any time that he or she may be dismissed or otherwise disciplined for further unsatisfactory performance and/or conduct. 29