Determination of Discipline. Discipline shall be commensurate and, except in cases of serious misconduct, progressive. The following factors may be considered in determining the exact penalty: • The nature and seriousness of the offense, or whether it wascommitted repeatedly; • The employee’s job duties and position, e.g., whether supervisory; • The employee’s prior disciplinary record; • The employee’s work record, including length of service, performance and dependability; • Consistency with the penalties imposed in similar situations; • The notoriety of the offense or its impact on the City’s reputation; • The extent to which the employee was aware of any rules that wereviolated or warned about the conduct in question; • The potential for the employee’s rehabilitation; • Mitigating or aggravating circumstances surrounding the offense; • The adequacy and effectiveness of alternative sanctions to deter theconduct.
Determination of Discipline. The Employer retains the right to determine appropriate discipline up to and including discharge for just cause. Generally, where appropriate, the Employer will follow a policy of corrective discipline, which is progressive in nature.
Determination of Discipline. After reviewing the investigative findings, the written response of the administrator, any supplemental report of the investigators, and any additional information needed for clarification, the Superintendent and the administrator’s immediate supervisor shall make a final determination as to whether the alleged conduct occurred, and, if so, the appropriate discipline. The decision regarding the misconduct and discipline shall be in writing and shall include:
