O-1991-1798 - Laserfiche WebLink

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. . City of La Porte Personnel Policies SECTION 3 - STEPS IN THE DISCIPLINARY PROCESS One or more of the following disciplinary measures may be taken depending on the particular circumstances surrounding an offense. An employee shall be provided with a warning with time to improve performance. whenever possible. prior to suspension or termination. 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 depending on the nature. scope. and severity of the offense: 1. Oral Reprimand - For the first violation of a particular policy or regulation. an oral reprimand may be given identifying any violation(s) and indicating needed improvement. A written record of this warning shall be placed in the employee's personnel file. 2. Written Warning - In the interest of a more formal type of disciplinary action. an employee may receive a written reprimand. This written reprimand shall describe the deficiency or infraction, cite the violated policy or regulation, and state the likely consequences of further unsatisfactory performance or conduct. The written warning shall be signed by the employee and their supervisor and placed in the employee's personnel file. 3. Disciplinary Probation - An employee may be placed on disciplinary probation for a specified period of time in order to allow the employee to show improvement regarding the problem specified. The written document placing an employee on disciplinary probation must include identification of the problem area. the required necessary improvement. the specific length of introductory status and the further disciplinary action which could result from failure to show satisfactory improvement. This document shall be placed in the employee's personnel file. 4. Suspension - A supervisor may, with the Department Director's approval. suspend an employee without pay for a maximum of fifteen (15) calendar days in one calendar year. The written suspension notice must contain the reason for the suspension. other examples of policy or regulation violations. if any. the consequences of a recurrence of the violation or infraction, the period of suspension, and the review procedure. This document shall be placed in the employee's personnel file. When an employee is under investigation for a crime or official misconduct. or is awaiting a hearing or trial in a criminal matter. they may be suspended without pay for the duration of the proceedings when such suspension would be in the best interest of the City. If the investigation or proceedings clear the employee, they shall be reinstated at the same position. Employees on suspension shall not accrue any sick or vacation leave during the suspension. If, after the review process, the suspension is overturned, the employee's sick and vacation leave shall be adjusted accordingly. 30