Common use of Disciplinary Proceedings Clause in Contracts

Disciplinary Proceedings. 38.1. The City Manager, Department Head, or designee may take disciplinary action against an employee. 38.2. The considerations used in determining the type of disciplinary action shall be considered on a case-by-case basis. Such considerations shall include, but not be limited to: the employee’s work history and performance record; the nature and severity of the infraction; degree of orientation; and any extenuating factors. 38.3. The types of disciplinary action that may be taken shall include but not be limited to oral reprimands, written reprimands, demotions, suspensions, reductions in pay and dismissal from employment. 38.4. The City of Lodi practices a progressive disciplinary process. The process is subject, but not limited to the considerations listed in 38.2, and shall be implemented on a case-by-case basis. As a general guideline, the process of disciplinary action shall be in the following order: X. Xxxxxx counseling or oral reprimand to determine the cause(s) or origin(s) for lacking performance, and to encourage the employee to raise/maintain performance at an acceptable level. B. Written reprimand, which, if applicable, will include the performance level the employee is expected to achieve/maintain. C. Demotion, suspension, reduction in pay, and dismissal may be used separately, concurrently, or in succession to other disciplinary actions. 38.5. A written notice shall be given to the employee of the following: A. The reasons for the disciplinary action including what rules, regulations or policies have been violated; B. The effective date(s) of the disciplinary action; and C. Any rights of appeal. 38.6. The following may be causes for disciplinary action. The purpose of specifying these causes is to alert employees to the more common types of disciplinary issues. However, this list is not all inclusive and other instances of unacceptable behavior may arise that are to be included in this list. A. Improper or unauthorized use or abuse of sick leave. B. Inability to maintain regular and consistent attendance, which prevents reasonable availability for assigned duties. X. Xxxxxxx without authorized leave; repeated tardiness to assigned work station; leaving assigned work without authorization; failure to report to work after a leave of absence has expired, or after a leave has been disapproved or revoked. D. Misconduct; willful or negligent violation of any City rule or policy.

Disciplinary Proceedings. 38.1. 37.1 The City Manager, Department Head, or designee may take disciplinary action against an employee. 38.2. 37.2 The considerations used in determining the type of disciplinary action shall be considered on a case-by-case basis. Such considerations shall include, but not be limited to: the employee’s work history and performance record; the nature and severity of the infraction; degree of orientation; and any extenuating factors. 38.3. 37.3 The types of disciplinary action that may be taken shall include but not be limited to oral reprimands, written reprimands, demotions, suspensions, reductions in pay and dismissal from employment. 38.4. 37.4 The City of Lodi practices a progressive disciplinary process. The process is subject, but not limited to the considerations listed in 38.2, and shall be implemented on a case-by-case basis. As a general guideline, the process of disciplinary action shall be in the following order: X. Xxxxxx counseling or oral reprimand to determine the cause(s) or origin(s) for lacking performance, and to encourage the employee to raise/maintain performance at an acceptable level. B. Written reprimand, which, if applicable, will include the performance level the employee is expected to achieve/maintain. C. Demotion, suspension, reduction in pay, and dismissal may be used separately, concurrently, or in succession to other disciplinary actions. 38.5. 37.5 A written notice shall be given to the employee of the following: A. The reasons for the disciplinary action including what rules, regulations or policies have been violated; B. The effective date(s) of the disciplinary action; and C. Any rights of appeal. 38.6. 37.6 The following may be causes for disciplinary action. The purpose of specifying these causes is to alert employees to the more common types of disciplinary issues. However, this list is not all inclusive and other instances of unacceptable behavior may arise that are to be included in this list. A. Improper or unauthorized use or abuse of sick leave. B. Inability to maintain regular and consistent attendance, which Excessive absenteeism that prevents reasonable availability for assigned duties. X. Xxxxxxx without authorized leave; repeated tardiness to assigned work station; leaving assigned work without authorization; failure to report to work after a leave of absence has expired, or after a leave has been disapproved or revoked. D. Misconduct; willful or negligent violation of any City rule or policythe personnel rules, resolutions, and other related ordinances including written departmental rules, regulations, and policies.

Disciplinary Proceedings. 38.1. 38.1 The City Manager, Department Head, or designee may take disciplinary action against an employee. 38.2. 38.2 The considerations used in determining the type of disciplinary action shall be considered on a case-by-case basis. Such considerations shall include, but not be limited to: the employee’s work history and performance record; the nature and severity of the infraction; degree of orientation; and any extenuating factors. 38.3. 38.3 The types of disciplinary action that may be taken shall include but not be limited to oral reprimands, written reprimands, demotions, suspensions, reductions in pay and dismissal from employment. 38.4. 38.4 The City of Lodi practices a progressive disciplinary process. The process is subject, but not limited to the considerations listed in 38.2, and shall be implemented on a case-by-case basis. As a general guideline, the process of disciplinary action shall be in the following order: X. Xxxxxx counseling or oral reprimand to determine the cause(s) or origin(s) for lacking performance, and to encourage the employee to raise/maintain performance at an acceptable level. B. Written reprimand, which, if applicable, will include the performance level the employee is expected to achieve/maintain. C. Demotion, suspension, reduction in pay, and dismissal may be used separately, concurrently, or in succession to other disciplinary actions. 38.5. 38.5 A written notice shall be given to the employee of the following: A. The reasons for the disciplinary action including what rules, regulations or policies have been violated; B. The effective date(s) of the disciplinary action; and C. Any rights of appeal. 38.6. 38.6 The following may be causes for disciplinary action. The purpose of specifying these causes is to alert employees to the more common types of disciplinary issues. However, this list is not all inclusive and other instances of unacceptable behavior may arise that are to be included in this list. A. Improper or unauthorized use or abuse of sick leave. B. Inability to maintain regular and consistent attendance, which Excessive absenteeism that prevents reasonable availability for assigned duties. X. Xxxxxxx without authorized leave; repeated tardiness to assigned work station; leaving assigned work without authorization; failure to report to work after a leave of absence has expired, or after a leave has been disapproved or revoked. D. Misconduct; willful or negligent violation of any City rule or policythe personnel rules, resolutions, and other related ordinances including written departmental rules, regulations, and policies.

Disciplinary Proceedings. 38.1. 38.1 The City Manager, Department Head, or designee may take disciplinary action against an employee. 38.2. 38.2 The considerations used in determining the type of disciplinary action shall be considered on a case-by-case basis. Such considerations shall include, but not be limited to: the employee’s 's work history and performance record; the nature and severity of the infraction; degree of orientation; and any extenuating factors. 38.3. 38.3 The types of disciplinary action that may be taken shall include but not be limited to oral reprimands, written reprimands, demotions, suspensions, reductions in pay and dismissal from employment. 38.4. 38.4 The City of Lodi practices a progressive disciplinary process. The process is subject, but not limited to the considerations listed in 38.2, and shall be implemented on a case-by-case basis. As a general guideline, the process of disciplinary action shall be in the following order: X. Xxxxxx A. Verbal counseling or oral reprimand to determine the cause(s) or origin(s) for lacking performance, and to encourage the employee to raise/maintain performance at an acceptable level. B. Written reprimand, which, if applicable, will include the performance level the employee is expected to achieve/maintain. C. Demotion, suspension, reduction in pay, and dismissal may be used separately, concurrently, or in succession to other disciplinary actions. 38.5. A 38.5 Pre-disciplinary proceedings 38.5.1 Prior to issuance of any discipline, a written notice of intent to discipline shall be given to the employee of employee, which shall include the following: A. The reasons for the disciplinary action including what rules, regulations or policies have been violated; B. The effective date(s) of the ofthe disciplinary action; and C. Any rights of appeal. 38.638.5.2 Employees shall have pre-disciplinary rights in accordance with those established in Skelly v. State Personnel Board (1975) 15 Cal. 3d 194 ("Xxxxxx")to present counter evidence to the allegations in the notice of intent to discipline. The employee shall request CITY OF LODI AND INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS- MOU 2025 - 2028 the Xxxxxx meeting within 15-days following the issuance of the notice of intent to discipline. The Xxxxxx Officer shall then issue his or her determination within_ 15-days of the Xxxxxx meeting. 38.5.3 The City Manager, Department Head, or designee shall then accept or reject the Xxxxxx Officer's determination and issue the employee notice of the final discipline. Should the employee contest the final discipline, employee shall then have the ability to appeal the final discipline in accordance with Sections 38.7-38.8 below. 38.6 The following may be causes for disciplinary action. The purpose of specifying these causes is to alert employees to the more common types of disciplinary issues. However, this list is not all inclusive and other instances of unacceptable behavior may arise that are to be included in this list. A. Improper or unauthorized use or abuse of sick leave. B. Inability to maintain regular and consistent attendance, which prevents reasonable availability for assigned duties. X. Xxxxxxx C. Absence without authorized leave; repeated tardiness to assigned work station; leaving assigned work without authorization; failure to report to work after a leave of absence has expired, or after a leave has been disapproved or revoked. D. Misconduct; willful or negligent violation of any City rule or policy. Insubordination.