Duchesne County

Discipline Policy

1. (a)

   The supervisor may place the employee on paid administrative leave until the pre-determination process is complete. Supervisors shall notify the Duchesne County Commission of the placement of any employee on paid administrative leave for a period longer than fourteen days with a detailed explanation of why the predetermination process could not be completed within fourteen days. Any period of paid administrative leave longer than 30 days must be approved by the Duchesne County Commission.

2. (b)

   The employee should be given a written notice of the claims against him or her and the notice should advise the employee of their opportunity to participate in a pre-determination meeting, along with the date, time and location of the meeting. The employee should indicate by signature that the information presented in the written notice is understood.

3. (c)

   The employee may obtain assistance of a personal representative, at the employee's expense, to advise the employee. The representative may attend the pre-determination meeting. However, the personal representative will not be permitted to speak during the meeting. During the meeting, the employee may request a recess to confer with the representative in another room.

4. (d)

   At the meeting, the employee will have the opportunity to present to the disciplinary committee any and all information or evidence, orally or in writing, which they feel may mitigate or explain their actions.

5. (e)

   After the employee and the disciplinary committee have completed a discussion on the claims and the employee's explanation for such, the meeting shall be adjourned without any decision concerning discipline being made.

6. (f)

   An audio recording of the pre-determination meeting will be made and kept by the Duchesne County Human Resources Department in accordance with county policy, ordinance or Utah State Code §63G-2-604.

7. (g)

   If, after reflection upon the claims against the employee and the employee's explanation for such, the disciplinary committee decides no discipline is warranted, or to impose discipline, this decision will be communicated either in person or in writing to the employee no later than five working days following the pre-determination meeting.

8. (h)

   If the claim is deemed unfounded or it results in no-disciplinary action, then no record will be kept in the offending employee's permanent personnel file. The Duchesne County Human Resources Department will document findings and lack of disciplinary action when Notices of Intent to Discipline are provided to employees but ultimately no action is taken. Said documentation will be stored in a file distinct and separate from any individual employee’s permanent personnel file.