Handling of Disciplinary Actions. The Department will discipline an employee in a private manner so as to avoid embarrassing the employee. Results of disciplinary action shall not be published via Departmental e-mail, or otherwise released to any other person other than RPD Command Staff and RPD supervisors, the employee, union officials and the Board. Provided that the Employer may maintain a department, disciplinary history log which may contain the following information – rule infraction, brief factual synopsis and final disciplinary action. Log entries shall be given to the Union five (5) days prior to being put on the log. The disciplinary history log shall not contain any personal information or other identifying information that would conflict with the first sentence of this paragraph.
Handling of Disciplinary Actions. When it becomes necessary for the CITY to discipline an officer, it shall be done in such a manner so as to not unnecessarily embarrass the officer before other officers, CITY employees or the public. In every type of disciplinary action, officers shall be provided with a written notice officially informing them of the disciplinary action and setting forth the reasons for the disciplinary action.
Handling of Disciplinary Actions. If the City has reason to discipline an employee, it shall normally be done in a manner that will not embarrass the employee before other City employees or the public. If an employee's Supervisor contemplates imposing an oral or written reprimand upon an employee, and if the Supervisor determines that the best interest of the City and/or the employee would be served by conducting a pre-disciplinary meeting, then the Supervisor may schedule and conduct such a meeting. The City will advise the employee that he or she has the right to have a Union representative present during any such pre-disciplinary meeting. If a suspension, demotion, or discharge may be imposed upon an employee, then the employee's Division Head or Department Head shall contact the Human Resources Director to schedule a pre- disciplinary meeting. Either the Human Resources Director or his/her designee will conduct the pre- disciplinary meeting. The pre-disciplinary meeting shall not be a "full blown" evidentiary meeting, but shall serve to determine whether reasonable grounds exist to believe the allegations against the employee are true and whether the grounds support the proposed action. At that meeting the employee will be advised of the suspected misconduct or unsatisfactory job performance. The Department Head will attend the pre-disciplinary meeting. The employee will be informed that the consequences of the misconduct or unsatisfactory job performance may result in his or her suspension, demotion, or discharge. The employee will be provided with a detailed statement of the charges which led the Division or Department Head to the conclusion that suspension, or discharge may be warranted, and the employee will be given the opportunity to respond to the charges presented. Upon notifying the employee that a pre-disciplinary meeting is to be held, the City will advise the employee that he or she has the right to have an Union representative present during the pre-disciplinary meeting. Notification of a pre-disciplinary meeting shall normally occur at least three (3) calendar days prior to the pre-disciplinary hearing, provided that nothing contained in this Article shall prevent or preclude an employee's supervisor, after observance or notification of the violation, from immediately suspending the employee with pay pending the pre-disciplinary hearing. In every type of disciplinary action, employees shall be provided with a written notice officially informing them of disciplinary action...
