Kinds of Punishments - Industrial Relations Management

Depending on the nature and circumstance(s) of an incident, discipline shall generally be progressive and shall bear a reasonable relationship to the violation.

Types of Punishment in Organization

The types of discipline that may occur are as follows in general order of increasing seriousness:

  1. Oral Reprimand: An oral statement by the supervisor to a subordinate employee, usually pointing out an unsatisfactory element of job performance, and is intended to be corrective or cautionary. An oral reprimand informally defines the area of needed improvement, sets up goals for the achievement of improvement, and informs the employee that failure to improve may result in more serious actions.
    1. The oral reprimand shall, when reasonably possible, be delivered confidentially and not in the presence of other persons. The supervisor will record the date and content of the oral reprimand, but no record shall be placed in the employee’s personnel file.
    2. The employee receiving an oral reprimand shall be given the opportunity, at the time of the reprimand, to voice objections to the reprimand and/or offer evidence in mitigation of the actions leading to the reprimand.
  2. Written Reprimand: This is the first level of formal discipline. The written reprimand is issued by the supervisor with approval of the department head and copies are sent to the city manager and director. The director’s copy shall be placed in the employee’s personnel file.
  3. Salary Reduction: A department head may recommend a salary decrease of one or more steps within the limits of the pay range established for a class as a disciplinary measure, for a period of at least one pay period and not more than one year. The city manager’s approval is required. Salary reductions shall be processed in accordance with Sections 3.16.050 and 3.16.060 of this chapter.
  4. Disciplinary Demotion: A department head may recommend the movement of an employee from one class to a class of work having lower responsibilities, skills, performance requirements and maximum rate of pay. However, no employee shall be demoted to a position for which the minimum qualifications are not possessed. The city manager’s approval is required. Disciplinary demotions shall be processed in accordance with Sections 3.16.050 and 3.16.060 of this chapter.
  5. Suspension: A department head may suspend an employee without pay at any time for cause up to the equivalent of five consecutive working days or two and one-half work shifts for 24-hour assignments. Suspensions of a longer duration require prior approval by the city manager. Suspensions without pay shall not exceed 30 consecutive working days or 15 shifts.
    1. Short Term. An employee suspended for up to five working days, or up to two and one-half shifts for 24-hour shift employees, shall be notified in writing, by first class mail to the employee’s last known address or in person, at least three business days/shifts prior to the effective date of the action.
    2. Long Term. An employee suspended for six or more working days or three or more 24-hour shifts must be notified in writing at least five business days prior to the action.
    3. Emergency Suspension. Under certain circumstances, it may be necessary to immediately restrict an employee from performing duties at the work site. The circumstances usually involve potential danger to the employee, coworkers, or the public, or the employee’s inability to discharge assigned duties satisfactorily. Because of the need for immediate action, the decision to suspend an employee is typically the responsibility of the supervisor. In these situations, the following procedure shall be followed:
    4. The supervisor taking the action to suspend an employee will immediately notify the department head and, as soon as possible, prepare a written statement of the action taken and the reasons for such action.
    5. The department head shall notify the director of the action, and schedule a conference for the purpose of evaluating and preparing the statement of charges and documenting supporting evidence.
    6. As soon as possible after the initial action, but not later than three business days, the department head shall prepare written notification to the affected employee.
    7. In no event shall the use of paid leave be allowed during a period of suspension without pay. Should a paid holiday occur during a period of suspension without pay, the suspension period shall be extended by the number of holidays occurring during the suspension period.
  6. Leave Reduction:
    1. A department head may reduce an employee’s vacation, compensatory time and/or holiday time for up to 40 hours, or 60 hours for 24-hour shift personnel, as a method of disciplinary action. Reductions of time in excess of the limits stated above may be imposed with the approval of the employee. Absent employee approval, the department head may choose another form of discipline to supplement the leave reduction.
    2. An employee who has suffered a leave reduction may substitute other forms of accumulated time off to enable him or her to take any previously scheduled time off.
  7. Dismissal:A department head may recommend the dismissal of a regular employee from city service at any time for cause. The city manager’s approval is required. Dismissal shall be processed

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