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i <br /> <br /> i <br /> City of Eugene <br /> Human Resource and Risk Services Policies <br /> <br /> i <br /> 3-920 DISCIPLINARY PROCESS <br /> 3-921 Discipline of Regular and Temporary Employees <br /> 3-921.1 Regular Employees (Revised 11/01/99) <br /> Regular full-time and part-time employees have property interests in <br /> employment after their probationary period has been completed. No <br /> regular employee who has completed the initial probationary period shall <br /> be subject to discipline or discharge without just cause. Regular <br /> employees are normally disciplined in a progressive manner, beginning <br /> with an oral reprimand and proceeding to written reprimand, suspension <br /> or discharge. Alternate forms of discipline may be used when deemed <br /> more appropriate. If warranted by circumstances, higher level disciplines, <br /> including suspension or discharge may occur without prior discipline. <br /> 3-921.2 Temporary, Limited Duration and Probationary Employees <br /> (Revised 09/16/02) <br /> Temporary, limited duration and probationary employees are employees <br /> at will which means they have no property interest in City employment and <br /> may be terminated without prior disciplinary warning. <br /> 3-922 Disciplinary Process for Regular Employees: Authority and <br /> Confidentiality (Revised 10/31/97) <br /> 3-922.1 Disciplinary Authority (Revised 10/31/97) <br /> The City.. Manager, `as' appointing authority, has the .:ultimate authority to <br /> hire and #ire employees. This authority has been delegated o department <br /> managers and Human Resource and° Risk Services. To ensure consistent <br /> decision-making, all disciplinary actions should be reviewed with an <br /> appropriate level of department management and Human Resource and <br /> Risk Services prior #o being issued. While disciplinary decision-making is <br /> a res onsibilit of su ervisors no re ular em to ee ma be dischar ed <br /> p Y P , <br /> g p Y <br /> Y 9 <br /> suspended without pay, demoted, or deprived of .any other monetary <br /> benefit or property ~ right without consultation and approval of the <br /> department manager and notification and review of Human Resource and <br /> Risk Services. Depending on the nature of the allegation, this may <br /> require that the supervisor place the employee on leave with pay until the <br /> necessary consultation can take place and the necessary procedural <br /> Human Resource and Risk Services <br /> Revised: 09/16!02 <br /> <br />