Common use of Progressive Discipline Steps Clause in Contracts

Progressive Discipline Steps. The usual progressive discipline steps are: A. Oral Reprimand or Warning - This is the first disciplinary step taken by a supervisorwhich puts an employee on notice that the employee’s behavior or performance is not acceptable in specific and identifiable areas and that further unacceptable behavior or performance in the same area may result in more severe disciplinary action. The intent is for the supervisor to give the employee a clear notice that the specific behavior or performance should be corrected. Oral reprimands are to be documented in memo form with the supervisor and employee each signing and keeping a copy for their record. Copies of the memo are not to be placed in the employee’s Department or Human Resources personnel file. Oral reprimands are valid for a period of up to nine (9) months. B. Written Reprimand - This is the first level of discipline which is documented and which may be placed in the employee’s personnel file. Supervisor shall document the violation and corrective action as identified in 1 above, on an Employee Interview form. The employee who is the subject of the disciplinary action will be allowed to read the Employee Interview form, may make any comments desired, and will then sign the form and may prepare a response to the allegations contained therein. That response, if prepared, shall be attached as a permanent part of the written reprimand. However, the failure of the employee to respond or deny the charges on the form shall not be interpreted as a waiver of any of the employee’s rights under the agreement or as an admission that the allegations are true. C. Suspension - Suspension may be used after a written reprimand has apparently not corrected the specific unacceptable performance or behavior or rule violations. Documentation is done on an Employee Interview form, as described in paragraph 2, above. Suspensions in excess of 40 hours must have the approval of the City Manager or designee.

Progressive Discipline Steps. The usual progressive discipline steps are: A. Oral Reprimand or Warning - This is the first disciplinary step taken by a supervisorwhich supervisor which puts an employee on notice that the employee’s behavior or performance is not acceptable in specific and identifiable areas and that further unacceptable behavior or performance in the same area may result in more severe disciplinary action. The intent is for the supervisor to give the employee a clear notice that the specific behavior or performance should be corrected. Oral reprimands are to be documented in memo form with the supervisor and employee each signing and keeping a copy for their record. Copies of the memo are not to be placed in the employee’s Department or Human Resources personnel file. Oral reprimands are valid for a period of up to nine (9) months. B. Written Reprimand - This is the first level of discipline which is documented and which may be placed in the employee’s personnel file. Supervisor shall document the violation and corrective action as identified in 1 above, on an Employee Interview form. The employee who is the subject of the disciplinary action will be allowed to read the Employee Interview form, may make any comments desired, and will then sign the form and may prepare a response to the allegations contained therein. That response, if prepared, shall be attached as a permanent part of the written reprimand. However, the failure of the employee to respond or deny the charges on the form shall not be interpreted as a waiver of any of the employee’s rights under the agreement or as an admission that the allegations are true. C. Suspension - Suspension may be used after a written reprimand has apparently not corrected the specific unacceptable performance or behavior or rule violations. Documentation is done on an Employee Interview form, as described in paragraph 2, above. Suspensions in excess of 40 hours must have the approval of the City Manager or designee.