a. Tier 1 – Written Warning
i. A written warning is considered a corrective action.
ii. No pre-determination hearing is required before the issuance of a written warning. However, supervisors are encouraged to notify the employee of their intent to issue a written warning before it is issued.
b. Tier 2 – Suspension without Pay
For employees who work 8-hour shifts, an unpaid suspension of 2 days or less.
For employees who work shifts longer than 8 hours, an unpaid suspension of 1 or 2 shifts.
For employees in the police or fire department, an unpaid suspension of 24 hours or less.
i. Pre-determination hearing:
a. In order to provide the employee notice and an opportunity to respond to the issue(s) raised, a pre-determination hearing is required before Tier 2 discipline may be imposed. The employee will receive written notice of the pre-determination hearing, which will include the allegations against the employee; the date, time and place of the pre-determination hearing; and the employee’s right to bring a representative of their choice to the pre-determination hearing. The audio of the pre-determination hearing will be recorded.
ii. Appeal:
a. Unless the applicable provisions of a MOU provide otherwise, Tier 2 disciplinary action may be appealed to the department director or their designee by submitting an appeal form to the department director within ten (10) calendar days of the date of the action being appealed. The written appeal should specifically explain the employee’s reasons for submitting the appeal.
b. The department director or their designee will hear the employee’s appeal in an informal hearing. The audio of the hearing will be recorded and the employee may bring a representative.
c. The department director or their designee has the authority to uphold, rescind or modify the disciplinary action being appealed. The department director or designee’s decision is final and no further appeals are permitted unless specified by an applicable MOU.
c. Tier 3 – Suspension without Pay, Demotion and/or Termination
For employees who work 8-hour shifts, an unpaid suspension of more than 2 days.
For employees who work shifts longer than 8 hours, an unpaid suspension of more than 2 shifts.
For employees in the police or fire department, an unpaid suspension of more than 24 hours.
i. Pre-determination hearing:
a. In order to provide the employee notice and an opportunity to respond to the issue(s) raised, a pre-determination hearing is required before Tier 3 discipline may be imposed. The employee will receive written notice of the pre-determination hearing, which will include the allegations against the employee; the date, time and place of the pre-determination hearing; and the employee’s right to bring a representative of their choice to the pre-determination hearing. The audio of the pre-determination hearing will be recorded.
ii. Appeal:
a. For employees in the police or fire department, Tier 3 disciplinary actions may be appealed to the Salt Lake City Civil Service Commission. For all other employees, Tier 3 disciplinary actions may be appealed as follows:
b. Department Level Appeal
a. Unless the applicable provisions of a MOU provide otherwise, Tier 3 disciplinary action may be appealed to the department director or their designee by submitting an appeal form to the department director within ten (10) calendar days of the date of the action being appealed. The written appeal should specifically explain the employee’s reasons for submitting the appeal.
b. The department director or their designee will hear the employee’s appeal in an informal hearing. The audio of the hearing will be recorded and the employee may bring a representative.
c. The department director or their designee has the authority to uphold, rescind or modify the disciplinary action being appealed.
c. Final Appeal
a. A department director’s or designee’s decision to uphold a tier 3 disciplinary action may be appealed to the appropriate established body (i.e. an appeal board or hearing officer).
b. Unless the applicable provisions of a MOU provide otherwise, an employee may appeal a department director’s or designee’s decision by submitting a written appeal to the office of the city recorder within fourteen (14) calendar days of the date of the department director’s or designee’s decision.
c. The final appeal will be conducted in accordance with the established body’s applicable procedure and practice. The decision by the established body (i.e. appeal board or hearing officer) is final and no further internal appeals are permitted.