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PROGRESSIVE DISCIPLINE <br /> ? Contracts and City policy call for progressive discipline. <br /> ? Generally discipline proceeds from oral to written to suspension to termination. <br /> ? If warranted by circumstances, higher level of discipline may occur without prior <br /> discipline. <br /> ? Other forms of discipline may be used, e.g., demotion, restriction from overtime <br /> ? May require training, such as anger management, as part of discipline. <br /> ~ PERFORMANCE MANAGEMENT/DISCIPLINE TERMS <br /> NON-DISCIPLINARY <br /> Coaching -Ongoing, informal performance feedback. A note should be placed in <br /> <br /> ~ supervisor's working file. <br /> Documented Counseling -Notice of policy or other violation or recurring performance <br /> problem; will be discipline if reoccurs. Use especially in cases where policy is not clear, <br /> employee may not have known policy, or it is a minor violation and the employee has a good <br /> record. Should be documented and placed in supervisor's working file and/or the personnel <br /> file. Send copy to Employee Relations. <br /> DISCIPLINARY <br /> Oral Reprimand -First step in formal discipline process; warning if problem/behavior <br /> continues will result in progressive discipline. Should be documented and placed in <br /> personnel file. Send copy to Employee Relations. <br /> ~ Written Reprimand -Second step in discipline process; used either when employee has <br /> received oral reprimand recently (within one to two years) or when the misconduct/problem <br /> warrants a higher level of discipline. Should be placed in personnel file. Send copy to <br /> Employee Relations. <br /> DISCIPLINARY -INVOLVES DUE PROCESS <br /> Suspension -Third step in discipline process; time off without pay; used either when <br /> employee has received a written reprimand within the last two years or when the <br /> misconduct/problem warrants serious discipline short of termination. Must receive due <br /> process first. Should place actual suspension notice in the personnel file. Send copy of due <br /> process notice, employee's response, and actual suspension notice to Employee Relations. <br /> Termination -Final step in discipline process used either when employee has received a <br /> suspension within the last five years or when the misconduct/problem warrants it. Must <br /> receive due process first. Should place termination notice in the personnel file. Send copy of <br /> due process notice, employee's response, and termination notice to Employee Relations. <br /> Note: Any discipline that takes away money or another property right requires due process <br /> notice. <br /> 7 <br /> <br />