O-2009-3129 approving updated Employee Policy Handbook

Browse Search

5.03 Types of Disciplinary Actions 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 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. 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 is given identifying any violation(s) and indicating needed improvement. There will be written documentation of the oral reprimand that shall be signed by the employee and the supervisor and 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, not to exceed 90 days, in order to allow the employee enough time 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 disciplinary probation status and the further disciplinary action that could result from failure to show satisfactory improvement. This document shall be signed by the employee and the supervisor and 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 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 of infraction, the period of suspension, and the review procedure. This document shall be signed by the employee and the supervisor and placed in the employee's personnel file. 35