Conduct
Conduct cases are those where an employee fails to comply with work rules, policies, and procedures such as arriving for work on time; treating clientsRead More →
How does the supervisor know what to do next, and when to do it?
If the misconduct still continues, or if the first instance of misconduct is serious in nature, contact Employee & Labor Relations for consultation on theRead More →
How the Non-Punitive Discipline Program Works
The Non-Punitive Discipline Program is designed to help correct conduct and attendance problems by serving as a step in progressive discipline. Normally, the Non-Punitive DisciplineRead More →
Non-Punitive Discipline Program Description
All County employees are covered by the Non-Punitive Discipline Program. The Sheriff’s Office reserves the right to impose unpaid suspensions on law enforcement employees whenRead More →
Non-Punitive Discipline Program Overview
The Non-Punitive Discipline Program replaces unpaid suspensions with a disciplinary letter which fully equates to a suspension of a specified length (e.g., one day, three days, etc.)Read More →
Objectives of the Non-Punitive Discipline Program
The overall goal of the Non-Punitive Discipline Program is to improve public service and productivity in the workplace by: Correcting conduct problems promptly, rationally andRead More →
Overview of Traditional Discipline Program
The County practices the concept of progressive discipline. When an employee’s conduct warrants corrective action, the supervisor/manager takes the lowest level of disciplinary action which:Read More →
Sample Counseling Memo for Discourtesy
DATE: Day following Interview TO: Employee, Classification FROM: Name, Supervisor SUBJECT: Counseling on Discourtesy As a result of my meeting with a client yesterday, IRead More →
Sample Letter of Reprimand for Discourtesy
– PRINT ON DEPARTMENTAL LETTERHEAD – Date: To: Supervisor From: Manager Subject: Letter of Reprimand This is an official Letter of Reprimand for Discourtesy. OnRead More →
Sample Letter of Warning for Waste Of County Time
– PRINT ON DEPARTMENTAL LETTERHEAD – Date: July 31, 2010 To: Janine Jones, Legal Office Services Supervisor From: Alan Smith, Legal Office Services Manager IIRead More →
Sample Skelly Decision Letter – Conduct (Non-Punitive Discipline)
– PRINT ON YOUR DEPARTMENTAL LETTERHEAD – Date Employee Name Classification (Hand-delivered) Dear Ms Employee: Please take notice that you are issued this disciplinary letterRead More →
Sample Skelly Decision Letter – Dismissal
– PRINT ON YOUR DEPARTMENTAL LETTERHEAD – Date Employee, Classification Home Address OR Hand-delivered Whenever Possible Home Address Dear Mr. Employee: Please take notice thatRead More →
Sample Skelly Intent Letter – Conduct (Non-Punitive Discipline)
– PRINT ON YOUR DEPARTMENTAL LETTERHEAD – Date Employee Name Classification (Hand-delivered) Dear Ms. Employee: Please take notice that it is the intent of thisRead More →
Sample Skelly Letter of Intent – Dismissal
– PRINT ON YOUR DEPARTMENTAL LETTERHEAD – Date Employee, Classification Home Address OR Hand-Delivered whenever Possible Dear Mr. Employee: Please take notice that it isRead More →
What is progressive discipline?
When an arbitrator decides whether to sustain or overturn a disciplinary action, he/she considers a number of factors. One of those factors is whether theRead More →
What is the supervisor’s responsibility regarding employee conduct?
First, you must clearly communicate your expectations. Employees must know that they are expected to arrive for work on time, return promptly from breaks, followRead More →
What should be done if an employee does not adhere to conduct expectations?
The first step is to conduct an investigation. If you have personally observed the misconduct (e.g. an employee arrives late for work), the investigation mayRead More →