In order to insure that all employees are treated fairly, the following standard procedure for imposing disciplinary action on employees guilty of minor infractions shall be followed. This procedure shall apply to all disciplinary infractions except theft, embezzlement of public funds, being under the influence of alcoholic beverages or abusive drugs during work hours, physical violence, offenses involving gross misconduct, or gross insubordination.
Level A
Reprimand
Step One:
An employee who commits a minor infraction within twelve (12) months of issuance of a verbal warning shall be given a written reprimand and be placed in Step One of this procedure. Reprimands shall be discussed with the employee privately. The union steward shall be present and informed so that the Union can be afforded an opportunity to discuss the matter with the employee. A copy of the reprimand will be furnished to the Department of Human Resources, the Union Steward and the Union office.
Level B
Suspension
Step Two: Suspension--One to ten days
An employee found guilty of a minor infraction within twelve (12) months of issuance of a reprimand shall: Be suspended without pay for up to ten (10) days depending upon the investigation of the cause of the rule infraction, the employee's work record and the seriousness of the infraction.
Step Three: Suspension--Eleven to twenty days
An employee found guilty of another minor infraction within sixteen (16) months thereafter shall be suspended without pay for from eleven (11) to twenty (20) work days, depending upon the investigation of the cause of the rule infraction, the employee's work record and the seriousness of the infraction. In lieu of suspension at this level, the Hearing Officer may at his/her discretion temporarily remove the employee frm any alternative appointment lists, subject to the following limitations:
(1) The Division has recommended temporary removal from the alternative list in lieu of suspension and specifies a period comparable to a period of suspension available at this level;
(2) The Union has had an opportunity to respond to the request and to its comparability to the suspension;
(3) The alternative disqualification is for a period of two (2) to a maximum of eight (8) months.
Level C
Discharge
Step Four: An employee found guilty of another minor infraction within twenty-one (21) months thereafter may be discharged.
The designee of the City shall have the final say as to the severity of the penalty to be imposed as long as the penalty does not exceed the above procedure. The Hearing Officer may in his/her discretion order repetition of a prior penalty rather than advancement to the next penalty level.