- Prior to initiating any disciplinary action, the supervisor and/or manager will conduct investigatory interviews with the employee and any witnesses to determine the facts involved.
- Should the above interviews indicate that discipline is warranted, the Skelly Intent Letter will be written and signed by a manager who has reviewed the facts and supports the proposed discipline.
- A Skelly officer will be appointed to hear the employee’s response. He/she can be the Department Head, the Assistant Department Head, or any other manager not involved in the decision to issue the Skelly Intent Letter. This same reviewer would also consider any written statement submitted by the employee.
- Following the above hearing, the Skelly officer will make a recommendation to the Department Head or designee to either sustain the discipline proposed in the Skelly Intent Letter, impose a lesser discipline, or impose no discipline at all. This recommendation, and the decision of the Department Head or designee, must be based on: 1) the information contained in the Skelly Intent Letter and the associated materials relied on; 2) the information provided in the employee’s written response; and 3) the information provided in the hearing.
- The Department Head or designee will decide what, if any, disciplinary action to impose. If the decision is to impose discipline, the Department Head or designee will issue a Decision Letter. Note that this letter should also address issues raised by the employee in the hearing. If an employee with pending disciplinary action against him/her is represented by AFSCME or SEIU at the Skelly hearing, the applicable union will be sent a copy of the Decision Letter, if one is issued.