Authority to Take Disciplinary Action. At the University, all disciplinary action will be taken under the authority of the Department Head and/or his/her designee. In disciplinary matters, including but not limited to written reprimands, increment withholding, suspension, demotion or dismissal, the Department Head and/or his/her designee will consult with Human Resource Services prior to taking any disciplinary action.
Authority to Take Disciplinary Action. Each Appointing Authority is authorized to take a disciplinary action. The Personnel Officer shall be notified in advance by any Appointing Authority who is contemplating taking a disciplinary action. Once the Personnel Officer approves a proposed disciplinary action as to form, it shall be served on the Employee.
Authority to Take Disciplinary Action. The Department Head has authority to take disciplinary action. His/her action is subject to ratification by the City Manager.
Authority to Take Disciplinary Action. Any Department Head in the City shall have the authority to institute disciplinary action against an employee in his or her Department.
Authority to Take Disciplinary Action. The City Manager, any Department Director or supervisor may initiate disciplinary action against an employee. Immediate supervisors and division manager/supervisors may initiate disciplinary action at the levels of counseling, oral reprimands, or written reprimands. Such discipline may be grieved in writing to the department director within ten (10) calendar days of counseling or disciplinary action being taken. The grievance shall state the reason why the employee believes the discipline was unwarranted or unfair. The department director may meet with the employee, and the supervisor or manager imposing discipline, before making a decision on the grievance. The decision of the department director is final and not grievable to a higher level. In addition to initiating disciplinary action at the levels of counseling, oral reprimands, or written reprimands, department directors may initiate disciplinary actions at the level of suspension, demotion or termination. The department director shall make a recommendation of discipline at this level to the City Manager that sets forth the reasons for the discipline and the reasons for the recommended sanction. A copy of the department director’s recommendation, as well as any investigation file or other documents created in connection with the recommendation, shall be served on the employee. The City Manager shall meet with the employee and his/her union representative (if applicable) before making a final decision on the recommendation. Unless the employee may grieve the decision pursuant to a collective bargaining agreement, or appeal the decision to a Civil Service Commission, the decision of the City Manager is final and not grievable to a higher level.
