My WebLink
|
Help
|
About
|
Sign Out
Home
Browse
Search
02 Personnel Policies
City-of-Paris
>
City Council
>
Agenda Packets
>
2001-2010
>
2005
>
01 January
>
2005 01-20
>
02 Personnel Policies
Metadata
Thumbnails
Annotations
Entry Properties
Last modified
11/17/2005 11:15:09 AM
Creation date
1/14/2005 6:41:23 AM
Metadata
Fields
Template:
AGENDA
Item Number
02 Personnel Policie
AGENDA - Type
MISCELLANEOUS
Description
Personnel Policies Draft
AGENDA - Date
1/20/2005
There are no annotations on this page.
Document management portal powered by Laserfiche WebLink 9 © 1998-2015
Laserfiche.
All rights reserved.
/
83
PDF
Print
Pages to print
Enter page numbers and/or page ranges separated by commas. For example, 1,3,5-12.
After downloading, print the document using a PDF reader (e.g. Adobe Reader).
View images
View plain text
<br />DRAFT <br />I. Using tobacco or tobacco products in City facilities or in City vehicles. <br />J. Unauthorized use or disclosure of official information; <br />K. Unauthorized or improper use of official authority; <br />L. Engaging in non-work related outside activities while on duty; <br />M. Failure to comply with safety procedures or failure to report any hazardous conditions actions <br />or practices. <br />Theft, waste, damage, reckless, unauthorized or improper use of City property, equipment or <br />supplies; <br />Failure to follow a reasonable request made by the supervisor. <br /> <br />N. <br /> <br />O. <br /> <br />SECTION 16.04 - Administration <br /> <br />Department heads in consultation with the Human Resources Office and legal have the responsibility <br />and the authority to take disciplinary actions including demotion, suspension and discharge as is <br />appropriate. Any disciplinary action that results in a reduction in the employees salary requires <br />approval from the City Manager. <br /> <br />Although the Human Resources Office does not maintain a copy of a verbal warning, each <br />department head maintains a record showing the date and substance of verbal warnings given <br />employees in his/her department. <br /> <br />SECTION 16.05 - Standard Disciplinary Action <br /> <br />Disciplinary actions will be consistent with the nature of the offense or performance deficiency after <br />consideration of relevant factors. The employee's previous work history will be taken into <br />consideration in determining appropriate disciplinary action. <br /> <br />SECTION 16.06- Disciplinary Action Procedures <br /> <br />Supervisors/department heads should ensure that all staff are properly trained and informed of City <br />policies. During the probationary period the supervisor shou1d identify for the employee, what the <br />expectations are for performing the job. Once employees are properly trained and the supervisor <br />identifies that there is a problem with performance or violation of City policies, it should be brought <br />to the attention of the employee immediately. Employees should be given an opportunity to identify <br />what is causing the problem. If the causes identified by the employee are related to training, or <br />having appropriate equipment or supplies, the supervisor should make every effort to remove the <br />obstacles. If reasons are personal, the employee should be referred to the Employee Assistance <br />Program. Warnings should be given to the employee of consequences of not performing the job <br />properly. This information should be documented in conference notes including what the supervisor <br />has done to alleviate any obstacles to the employee performing his or her job assignment. <br /> <br />45 <br /> <br />Rev. 10/27/04 <br />
The URL can be used to link to this page
Your browser does not support the video tag.