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267City Of Anaheim Administrative Regulation CHAPTER 2 - EMPLOYMENT PROCEDURES Subject: Safety Warnings/Discipline A.R. 267 Issue Date: Mar. 14, 1988 Revised: Page (1) of (2) Purpose: The purpose of this regulation is to establish a Safety Warnings/Discipline Policy that gives direction and guidelines to be followed when there has been a violation of safety rules or regulations. It will be the policy of the City that safety shall be an integral part of every work function. The Safety Warnings/Discipline Policy is designed to impress upon all employees the need to exercise utmost caution in preventing injuries to themselves or others or in causing property damage. When an accident occurs, it shall be investigated. If it is determined that an unsafe act, failure to follow prescribed safety procedures, a safety violation or gross negligence caused the accident, the employee involved shall be subject to discipline as specified herein. Discipline must relate to infractions of rules of conduct; i.e., particular acts of misconduct or a series of such actions committed, not upon future events which may or may not be committed. Additionally, employees observed performing work in an unsafe manner, even though an accident has not occurred, are subject to the terms of this policy. Procedures: The following paragraphs provide guidelines for disciplinary action for violations of this policy. All disciplinary actions should be documented in writing. Documentation of written reprimands and higher levels of discipline should be placed in the employee's departmental personnel file. The level of discipline should be reasonably related to the seriousness of the offense and determined on a case -by -case basis. Discipline should be regarded as corrective, not punitive. When determining the level of disciplinary action, the facts and circumstances of the violation should be considered, as well as the employee's past work record and discipline record. The level of disciplinary action should be consistent with similar cases. City of Anaheim Administrative Regulation 267 Page (2) of (2) Supervisory personnel who choose not to correct observed unsafe acts; who fail to investigate, or have investigated, reports of unsafe acts or hazards and do not act upon them; or whose work groups have poor safety records may be deemed to be performing unsatisfactorily. Such an evaluation shall affect future merit increases and promotional considerations, and may also be deemed grounds for disciplinary action. Responsibility: Every employee will be responsible and held accountable for compliance with all safety precautions, rules and regulations for their own safety and the safety of others. Supervisory personnel who choose not to correct observed unsafe acts; who fail to investigate, or have investigated, reports of unsafe acts or hazards and do not act upon them; or whose work groups have poor safety records may be deemed to be performing unsatisfactorily. Such an evaluation shall affect future merit increases and promotional considerations. If an employee observes an unsafe condition, or another employee working in an unsafe manner or committing a safety violation, such employee shall immediately take action to correct it, or report it to his/her supervisor for corrective action. All levels of management are responsible and accountable for maintaining an environment free from recognized hazards causing, or likely to cause, injury or physical harm, and to assure that all safety precautions, rules, and regulations are adhered to. Failure to observe the aforementioned responsibilities may be considered a safety violation. Any violation of this policy by a City employee shall result in disciplinary action up to and including dismissal. Attachments: Attachment "A", Guide For Preparing A written Reprimand, ATTACHMENT "A" GUIDE FOR PREPARING A WRITTEN REPRIMAND (Date) TO: (Employee's Name) FROM: (Name of Supervisor) SUBJECT: WRITTEN REPRIMAND 1. Start out by stating in a brief and concise manner those events that have led up to the written reprimand. Example: As you will recall, on (date) , I talked to you regarding (situation) We again discussed this on (date) 2. Be sure to include specific situations with dates and times. As a result of the above situation(s), this memo shall serve as a written reprimand, a copy of which will be placed in your permanent personnel file. 3. Identify the specific expectations you have for the employee to change. 4. Depending on the nature of the situation, you may want to use one of the following where appropriate: Further actions of this nature could result in further disciplinary action up to, and including dismissal. Or Failure to correct this situation by (date) could result in further disciplinary action up to, and including dismissal. 5. It is suggested that the following two items be placed at the end of the memo: You have the right to appeal this action in accordance with the provisions of Article of the Memorandum of Understanding Grievance Procedure (bargaining unit employee) OR Personnel Rule 31 Grievance procedure (management/confidential employee). Should you wish to discuss this situation further, please arrange a meeting with me.