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LEGAL REQUIREMENTS RELATED TO DISCIPLINE <br /> I, <br /> DUE PROCE <br /> SS <br /> The constitutions of the United States and the State of Oregon prohibit the City from <br /> 'i depriving any citizen of property or liberty without due rocess. State and federal court <br /> P <br /> decisions have declared that a regular, non-probationary employee's job is considered a <br /> property right. Thus, supervisors are required to afford due process to an employee prior to <br /> depriving an employee of any monetary benefit or his/her job. Several steps must be taken in <br /> conjunction with any suspension without pay, demotion, or discharge... <br /> 1. Determine and communicate to the employee in writing the factual allegations or <br /> charges and cite any rules violated. <br /> 2. Conduct apre-disciplinary investigative meeting with the employee, if necessary, to <br /> determine the employee's side of the story. <br /> <br /> i <br /> 3. Allow the employee, if requested, to have a union or other representative present at <br /> this meeting. <br /> 4. In writing, inform the employee of the disciplinary action proposed to be taken prior to <br /> the effective date of the action. <br /> 5. Give the employee an opportunity to respond to the allegations in writing or orally prior <br /> to the effective date. <br /> 6. Provide post discipline process which allows for hearing with right to present evidence <br /> and question witnesses (grievance process). <br /> 7. Maintain confidentiality in all disciplinary matters involving only those individuals <br /> necessary to assure proper disposition of the matter. <br /> 3 <br /> <br />