Disciplinary Action

Front 1

Wha is the intent for disciplinary action

Back 1

The purpose of the Rules and Regulations, and of disciplinary action for violation of the Rules and Regulations, is not to restrict the rights of anyone, but to insure the rights of all, and to secure cooperation and orderliness throughout the Fire District.

Front 2

Who retains the right to suspend any disciplinary action

Back 2

Th Fire Chief

Front 3

What is disciplinay action intended for

Back 3

to correct improper conduct or deficiencies.

Front 4

acceptable disciplinary actions may include:

Back 4

1. Formal Counseling;
2. Written reprimand;
3. Suspension without pay;
4. Demotion; or
5. Discharge.

Front 5

Who many types of groups of offenses

Back 5

3

Front 6

FIRST OFFENSE - FORMAL COUNSELING OR WRITTEN REPRIMAND

Back 6

GROUP I OFFENSES

Front 7

SECOND OFFENSE - UP TO 48 HOURS SUSPENSION – BARGAINING UNIT EMPLOYEES
- UP TO 40 HOURS SUSPENSION – NON- BARGAINING UNIT EMPLOYEES

Back 7

GROUP I OFFENSES

Front 8

THIRD OFFENSE - UP TO AND INCLUDING DISCHARGE

Back 8

GROUP I OFFENSES

Front 9

FIRST OFFENSE - UP TO 48 HOURS SUSPENSION –BARGAINING UNIT EMPLOYEES
- UP TO 40 HOURS SUSPENSION - NON- BARGAINING UNIT EMPLOYEES

Back 9

GROUP II OFFENSES

Front 10

SECOND OFFENSE - UP TO AND INCLUDING DISCHARGE

Back 10

GROUP II OFFENSES

Front 11

FIRST OFFENSE - UP TO AND INCLUDING DISCHARGE

Back 11

GROUP III OFFENSES

Front 12

When formal counseling is given, the supervisor shall document the formal counseling session and shall place the document in the employee’s Personnel File, with a copy to the Fire Chief and the employee

Back 12

FORMAL COUNSELING

Front 13

A written reprimand shall document the offense committed and the correction expected. The employee and the supervisor giving the written reprimand shall sign it. If the employee refuses to sign, a witness shall verify that the notice was given to the employee. A copy of the notice shall be given to the employee and the Fire Chief, to be forwarded to the employee’s Personnel File.

Back 13

WRITTEN REPRIMAND

Front 14

how long do you have to be given a written reprimand

Back 14

no more than seven shifts. Except: If the Fire Chief, or designee, during the aforementioned seven (7) shift period directs that an investigation be conducted, charges may then be filed up to ten (10) business days after the conclusion of this investigation.

Front 15

Either the Fire Chief, or designee, shall notify the employee and the Union of the commencement and conclusion of the investigation; except when the notification of the commencement of the investigation could compromise the investigation.

Back 15

*

Front 16

A suspended or demoted employee shall be notified by the Fire Chief, or designee, at the time of suspension or demotion of the specific reason for the action, of the correction expected and of one’s rights of appeal. Such notification shall be in writing, dated, and hand-delivered or delivered by certified mail to the employee’s last known address. An original of the suspension or demotion shall be forwarded to the employee’s Personnel File. The time limits for imposing a suspension or demotion shall be the same and those in Section 11.04 above.

Back 16

SUSPENSION OR DEMOTION

Front 17

Employees dismissed for just cause shall receive notification in accordance with the procedures established herein. The procedure and time limits for Section 11.05 will be followed, except that no notice of corrective action need be given.

Back 17

DISMISSAL

Front 18

Any Fire District employee, including positions now existing or hereafter created, who has achieved permanent status, shall have the right to appeal any suspension, demotion, or dismissal by the Fire Chief, or designee, or by the Fire Board.

Back 18

CIVIL SERVICE APPEALS BOARD