Common use of PERFORMANCE AND DISCIPLINE Clause in Contracts

PERFORMANCE AND DISCIPLINE. Section 1. No employee who has successfully completed his/her probation period or extended probationary period as a Police Sergeant or Police Lieutenant shall be demoted, suspended or dismissed without just cause. All discipline will be for just cause and consistent with due process. Employees have a right to Union representation at any time they believe a meeting may lead to disciplinary action. Section 2. An employee may also be issued a non-disciplinary “Employee Notice” by his/her Division Head. Prior to an Employee Notice being placed in an employee's file, a Police Sergeant will have the right to confer with the Division Head and a Police Lieutenant will have the right to confer with the Deputy Chief regarding the proposed Employee Notice. The Employee Notice will be retained in the employee’s Department file. At the end of two (2) years, if there is no reoccurrence, the Employee Notice will not be used for any future disciplinary action. The Employee Notice will be maintained and/or removed form the file in accordance with the State of Florida public records law. Section 3. Performance, behavior management, and disciplinary procedures shall be found in the current Police Department SOP’s and General Orders 211, 212, and 213. The City will notify the Union of any proposed change to the system of discipline or performance management. The Union will within a reasonable amount of time notify the City in writing of the specific impact of the proposed change and the intent of the Union to bargain the impact of the change to the system. Proposed changes will be consistent with sound personnel practice and may be implemented by the City provided that mandatory and permissive bargaining requirements have been met. Section 4. The City will continue its current practice of allowing the affected employee to give a brief oral statement to an accident review board.

PERFORMANCE AND DISCIPLINE. Section 1. No employee who has successfully completed his/her probation period initial or extended probationary period as a Police Sergeant or Police Lieutenant shall be demoted, suspended suspended, or dismissed without just cause. New hire employees in the initial probationary period have no right of appeal of disciplinary action under this Agreement. All discipline will be for just cause and consistent with due process. Employees have a right to Union representation at any time they believe a meeting may lead to disciplinary action. The City, the Union or the employee may use any work history material as evidence to support or oppose a suspension or dismissal. Section 2. An employee may also be issued a non-disciplinary “Employee Notice” by his/her Division Head. Prior to an Employee Notice being placed in an employee's file, a Police Sergeant the employee will have the right to confer with the Division Head and a Police Lieutenant will have the right to confer with the Deputy Chief regarding the proposed Employee Notice. The Employee Notice will be retained in the employee’s Department file. At the end of two (2) years, if there is no reoccurrence, the Employee Notice will not be used for any future disciplinary action. The Employee Notice will be maintained and/or removed form the file in accordance with the State of Florida public records lawlaws. Section 3. Performance, behavior management, and disciplinary procedures shall be found outlined in the current Police Department SOP’s and General Orders 211, 212, and 213Orders. The City will notify the and Union of agree that any proposed change to the system of discipline or performance management. The Union will within a reasonable amount management should be continually reviewed for its effectiveness and may be modified from time to time to better meet the needs of time notify the City in writing of the specific impact of the proposed change and the intent of the Union to bargain the impact of the change to the systemits employees. Proposed Any changes will be consistent with sound personnel practice and may be implemented practice. The Union will have the opportunity to provide input when changes are being considered by the City provided that mandatory and permissive bargaining requirements have been metCity. The Union’s refusal to participate in meetings or to provide input does not alter the City’s right to change the process. Section 4. The City will continue its current practice of allowing the affected employee to give a brief oral statement to an accident review board.