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18 Cards in this Set

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Wha is the intent for disciplinary action
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.
Who retains the right to suspend any disciplinary action
Th Fire Chief
What is disciplinay action intended for
to correct improper conduct or deficiencies.
acceptable disciplinary actions may include:
1. Formal Counseling;
2. Written reprimand;
3. Suspension without pay;
4. Demotion; or
5. Discharge.
Who many types of groups of offenses
3
FIRST OFFENSE - FORMAL COUNSELING OR WRITTEN REPRIMAND
GROUP I OFFENSES
SECOND OFFENSE - UP TO 48 HOURS SUSPENSION – BARGAINING UNIT EMPLOYEES
- UP TO 40 HOURS SUSPENSION – NON- BARGAINING UNIT EMPLOYEES
GROUP I OFFENSES
THIRD OFFENSE - UP TO AND INCLUDING DISCHARGE
GROUP I OFFENSES
FIRST OFFENSE - UP TO 48 HOURS SUSPENSION –BARGAINING UNIT EMPLOYEES
- UP TO 40 HOURS SUSPENSION - NON- BARGAINING UNIT EMPLOYEES
GROUP II OFFENSES
SECOND OFFENSE - UP TO AND INCLUDING DISCHARGE
GROUP II OFFENSES
FIRST OFFENSE - UP TO AND INCLUDING DISCHARGE
GROUP III OFFENSES
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
FORMAL COUNSELING
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.
WRITTEN REPRIMAND
how long do you have to be given a written reprimand
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.
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.
*
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.
SUSPENSION OR DEMOTION
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.
DISMISSAL
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.
CIVIL SERVICE APPEALS BOARD