2.27 Disciplinary Procedures - Laserfiche WebLink

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i Guidelines for Disciplinary Actions • Discipline of regulaz employees should be corrective, progressive, lawful and applied in a fair and consistent-manner. • 'Corrective means that supervisors work with the employee to identify the problem, correct it, and -I restore the employee to a productive and positive employment status. • Progressive means that discipline normally begins with encouraging appropriate behavior and+progresses through oral warning or reprimand, written reprimand, suspension from work, demotion, or dischazge. (See pages 10 and 11 for examples of oral and written reprimands.) More serious offenses may warrant a suspension, demotion, or even dismissal for the first occurrence. • Lawful means that the discipline and procedures used do not violate the collective bargaining contract, the employee's civil rights, or established City policy. i • Disciplinary actions are subject to review. Grievance procedures for unionized employees are set forth in the collective bargaining contracts. Exempt employees may use the grievance rocedure identified in P the employee handbook. II • All disciplinary actions more severe than an oral warning should be reviewed with de ent management. P~ • No employee may be discharged, demoted, or suspended without pay without notification and review by HRRS. • Disciplinary actions must be treated with the strictest confidence. It is the supervisor's responsibility to protect the employee s good name, re rtation honor and inte Pl gnty. Applying Discipline • Supervisors must have a thorough knowledge of both departmental. and City-wide rules. • Supervisors must understand the reasons for each of the rules. • It is the supervisor's responsibility to make sure that employees know and understand the rules. • The rules should be administered fairly and uniformly for all employees in the supervisor's area. Oral Warnings and Reprimands Infrequent violation or bending of rules can generally be handled successfully by a frank, private discussion with the employee. In giving a warming, though, the supervisor must fit the warning to the individual and the situation. A warning should be given cahuly and in a constructive manner. In applying constructive and progressive discipline, supervisors should strive to be fair, firm, and helpful. The following actions by the supervisor will assist in this regard. • Get all the facts about the incident as soon as possible. • Discuss the problem with the employee in private, never in front of others. Supervisor's Guide January, 1996 Employee RelaAOns Page 6