1. PURPOSE.

To provide a formal mechanism for the correction of employee discipline and behavior problems.

2. SCOPE.

This policy shall apply to all firefighters.

3. PROCEDURE

Discipline

Employees are expected to abide by departmental policies and procedures. It is the responsibility of the fire chief to communicate policies to employees, to administer policies fairly, and to investigate employee violations of policy when necessary before disciplinary action is taken. Disciplinary action will bear a reasonable relationship to the violation and will usually, but not always, be progressive.

The department reserves the right, at its sole discretion, to utilize forms of discipline less severe than termination in differing circumstances in order to correct employees' performance problems or unacceptable behavior. Although one or more of the following procedures may be taken, no formal order or system is necessary, and the department may terminate employment at any time.

Informal Actions

Instruction Periods/Counseling Sessions

Instruction periods/counseling sessions are usually the first step in correcting employees' work performance/behavior problems. During this stage, employees are instructed about rules, policies, and proper procedure for carrying out these rules and policies. Normally a record would not be kept of such sessions.

Oral Warnings/Reprimands

When determined to be necessary and appropriate, oral warnings/reprimands may follow. The oral warning/reprimand should specify the problem(s) and the action(s) necessary to correct the problem(s). The officer who issues the oral warning should maintain notes of the date, time, and contents of the discussion and shall advise the employee that a written record is being maintained and future similar performance/behavior may result in more severe disciplinary action.

Formal Actions

Written Warnings/Reprimands

Written warnings/reprimands should advise the employee of the nature of the problem(s), the action(s) necessary to correct the problem(s), the timeliness within which the problems(s) should be corrected, and the consequences of the failure to correct the problems(s). A copy of the written warning shall be included with the employee's personal folder. The written warning should include a statement at the bottom which the employee must sign indicating that the employee has been advised of the problem(s). Failure to sign will result in an additional reprimand. The employee shall also be informed that failure to correct the performance/behavior problem may result in more serious disciplinary action.

Disciplinary Probation

Following a written warning, employees may be placed on disciplinary probation for a period of not less than one month or more than three months, during which time the employees' work performance will be closely monitored. The purpose of the disciplinary probation period is to give employees an opportunity to correct the problem behavior/performance. While the length of the probationary period implies continued employment through the end of the probationary period, immediate discharge may occur if new problems arise or if significant declines in performance occur. The written notification of disciplinary probation to the employee must include the following information: the nature of the problem(s) resulting in probation, the action(s) necessary to correct the problem(s), the consequences of the failure to correct the problem(s), and the inclusive dates of the probationary period. A copy of the written notification of disciplinary probation shall be included with the employee's personal folder.

Discharge

Discharge occurs when an employee's employment is ended by the department. Employees must be notified in writing of the effective date of discharge.

4. EFFECTIVE DATE

4/18/2000