Discipline Policy
604.1 PURPOSE AND SCOPE
This policy provides guidance and outlines the procedures to be followed when imposing discipline
on employees. Any Executive Employee, Part-Time Employee, Temporary Employee, Stand-by Employee,
or Probationary Employee may be terminated at the will of the County. Such
employees have no expectation of continuing employment and have no expectation that they will
be subject to any notification prior to discharge. Additionally, no Executive Employee, Part-Time
Employee, Temporary Employee, Stand-by Employee, or Probationary Employee is entitled to
any progressive discipline unless these policies and procedures and/or applicable provisions of
federal, state, or local law expressly provides for such progressive discipline.
604.2 POLICY
It is the policy of Duchesne County to provide and enforce a system of progressive discipline to
employees. The goal of any progressive discipline is a modification of behavior.
604.3 PROCEDURES
(a)
Levels of Progressive Discipline
1.
The usual sequence of progressive discipline shall be oral warning, written
warning, suspension and termination. Demotion may also be used in the
progressive discipline process. Deviations from procedure may be justified
depending on the severity and circumstances of the action(s) to be
disciplined. If, in the judgment of the supervisor, the facts show serious or
repetitive misconduct, disciplinary action may proceed directly to suspension or
termination after the procedures in Section B are followed.
(a)
Behavior that includes, but is not limited to, those listed in Policy 101:
Standards of Conduct for all Employees may warrant discipline up to and
including termination.
2.
Oral Warning: A written record detailing the following information should be kept
as evidence that an oral warning was given. The record should be forwarded to
Human Resources to be kept in the employee's personnel file. An oral warning
is not considered a disciplinary action that can be grieved.
(c)
Date, time, place and type of violation
(d)
What action is required to correct the situation
(e)
Employee's response to violations communicated in the oral warning
3.
Written Warning: A copy of the written warning, including the following
information, should be given to the employee for signature and then forwarded