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• Work Hours Policy

Subject: Discipline Policy                          Effective:                              

Supersedes:                                                  Revised:          

Author:                                                         Approved by:                            
                                                                                   Chair Board of Health  
__________________________________________________________________

Purpose:

The purpose of this policy is to foster consistent and fair application of corrective/disciplinary action throughout the Health Department.  Additionally, it establishes supervisory levels of authority with respect to disciplinary action, responsibility for approval of disciplinary action, the appeal process and establishes minimum documentation requirements for disciplinary actions.

Philosophy:

All disciplinary action will be for just cause.  In general, disciplinary action will be corrective and progressive in nature; however, the specific steps followed may vary depending on the nature and severity of the problem.

Policy/Procedures:

Disciplinary action will be for just cause.  In general, disciplinary action will be corrective in nature and be progressively applied as follows:

1.      Oral warning

2.      Written reprimand

3.      Termination

Specific instances may require more severe disciplinary action.  In such instances, the level of disciplinary action and degree of progressivity will be determined by the Health Department.

Oral warnings may be given, as deemed appropriate, at the division level or lower, as authorized by the Division Director.  A memo signed by the supervisor and employee documenting the oral warning will be placed in the employee's personnel file.  If problems persist, a work plan may be instituted with regular review until the problem is alleviated.

In general, if a problem(s) persists beyond a reasonable time frame or a serious cause for disciplinary action occurs, a written reprimand will be drafted after the facts are investigated.  The draft written reprimand will be reviewed and approved by the Deputy Administrator before being presented to the employee.  The written reprimand will be presented and discussed with the employee in a confidential meeting.  Following the meeting, a copy of the reprimand, signed by the employee and appropriate division personnel, will be placed in the employee's personnel file.  Any written comments the employee may wish to present will be included with the reprimand in the personnel file.

In general, disciplinary action more severe than a written reprimand is reserved for repetitive problem(s) or action/inaction that are deemed very serious in nature by the Health Department.  Such levels of disciplinary action shall require the approval of the Deputy Administrator and be the subject of a predetermination hearing.  After consultation with the Deputy Administrator, a Notice of Disciplinary Action will be presented to the employee.  The Notice of Disciplinary Action will include:

1.      A statement of the cause for the disciplinary action, including relevant charges and summary of facts.

2.      A statement of the disciplinary action contemplated.

3.      The time, date and place of the predetermination hearing, to allow the employee an opportunity to address the charges.

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Last Update : 10/07/2004 03:15 PM
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