HomeMy WebLinkAboutRES 1983-42 - Board AW
RESOLUTION NO. 83 42
OF THE
TRUCKEE DONNER PUBLIC UTILITY DISTRICT
AMENDING RESOLUTION NO, 8222
AND ADOPTING A REVISED PROCEDURE
REGARDING DISCIPLINE OF EMPLOYEES
WHEREAS, on May 3 . 1982 , at a regular meeting of the Board
of Directors of the Truckee Donner Public. Utility District the
Board, by adoption of Resolution No. 8222 , adopted and
established a Civil Service System and Disciplinary Procedure;
a n d
WHEREAS, after the adoption of Resolution 8222 ,
representatives of the District and representatives of Local
Union 1245 IBEW net and conferred with respect to various
proposed amendments to the Disciplinary Procedure; and
WHEREAS, the Board, of Directors has considered those changes
tentatively agreed to by the District and by the Union; and
WHEREAS, a revised Disciplinary Procedure has b4Zen drafted
and attached hereto, and incorporates those tentative agreements
arrived at between the District and the Union; and
WHEREAS , no changes to the Civil Service System has been
agreed to by the District and the Union;
NOW, THEREFORE, BE IT RESOLVED by the Board of Directors of
the Truckee Donner Public Utility District 1---hat that Portion of
11 J. 1- a
Re solution 8222 dealing wltl the D4 strict T) '-sciplinary Procedure
4 (.;
J-1 hereby rescinded; and
BE IT FURTHER RESOLVED that- that portior, of the Resolution
8222 dealing with the Civl*.,1 Service System is not amended in any
way; and
BE IT FURTHER RESOLVED that the attached Discplinary
Procedure is adopted as the Disciplinary Procedure of the
District,
PASSED AND ADOPTED by the Board of Directors of the Truckee
Donner Pub-16-ic Utility district at a meetinq held within said
District on the 5th day of Juiy, 1983 by the following roll call
vote .
AYES: Hamilton,, Kuttel , VanLandingham and Corbett.
NOES* None.
A13SENT: a(ass.
TRUCKEE DONNER PUBLIC UTILITY DISTRICT
By :
OHN CORBETT, President
ATT.-F,ST:
"WWI
Susan M. Craig,
Deputy District Clerk
DISCIPLINARY PROCEDURES
Subject: Disciplinary Procedure
Object. The principal objectives of this policy are to
(1) promote orderly job conduct and the longer range deve lopment
of a goal-oriented and productive personnel team; (2) help ensure
compliance with state and federal laws prohibiting discriminatory
practices relating to sex, race,, etc. , and, (3) establish the
procedural means of protecting employment rights of employees .
0
Scopeo This policy applies to all permanent employees,
except those positions listed in §16111 of the Public Utility
District Act, to wit, the clerk/ex officio secretary of the
Board, the accountant, the treasurer, and the general manager.
It is recognized that- this policy applies to call employees
represented by T
A-*B*EoW* Local Union 1245 ("Bargaining Unit
Employees") as well as certain management level and confidential
employees ("Non-Bargaining Unit Employees" ) The coverage of
Non-Bargaining Unit Employees by this policy shall in no manner
create any legal or other obligation of I.B.E.VT, Local Union 1245
toward Non-Bargaining Unit Employees., L.B.E.W., Local Union 1245
shall have no obligation whatsoever to provide a defense , provide
advice, or otherwise represent Non-Bargaining Unit Employees,
Policv:
19 Definition. The term discipline will be understood
as meaning "a state of orderliness" such as in. a "disciplined
team" or i.n. a "disciplined performance" . Therefore, disciplinajry
action i.s action taken to maintain an orderly way of doing
-
things. The following provisions are generally confined to
negative actions or sanctions to be invoked in the event of
unacceptable employee performance. It is well to recognize that
they are no substitute for positive or constructive actions (such
as counseling and goalsetting) .
1)
A" 0 Grounds for Discipline. The following are examples
of conduct for which discipline may be imposed. This list is not
exclusive and discipline may be 'imposed -.,,F-or conduct not set forth
below:
(a) Fraud in securing employment,
(b) Incompetency,
(c) Inefficiency.
page
(d) Lnexcusable neglect of duty,.
(e) Insubordination,
(f) Dishonesty.
(g) Intoxication on duty.
(h) Illegal use of narcotics or other
controlled. substances.
(i) Inexcusable absence without leave*
(j ) Conviction of a felony or conviction of
a misdemeanor involving the following
criminal offenses against persons such as
homicide and assault, and against
property, such as arson, burglary, and
theft.
A - plea or verdict of guilty, or a
.A
conviction following a plea of no to
contendere, to any of such criminal
offenses is deemed to be a conviction
within the meaning of this section,
(k) Inappropriate treatment of the public or
other employees.
(1 Willful disobedience.
(r � Misuse of District property,
(n) Theft.
(o) Tardiness.
(p) Other failure of good behavior either
during or outside of duty hours which is
of such a serious nature that it reflects
directly upon and causes discredit to the
D.istrict or his employment .
3 " Progressive Penalties , In general , a supervisor' s
approach to matters requiring disciplinary action will consist of
the following:
Offense Action Pena
Pirst Verbal warninq none
page 2
1�econd Written report in n o i i
employee ' s file
Third . 11ritten report in suspension
employee ' s file without pay
4
Four F) 1
th Written report in -scharge
employee ' s file
The seriousness of the offense shall be taken into account
by the supervisor, and the supervisor need not necessarily
proceed to the next level of disciplinary action up on the
repetition of the offense. In order for a supervisor to proceed
to the next level of disciplinary action, the offense need not be
a repetition of a prior offense,
4e Exceptions to Pro2ressive Penalties.
tk
A supervisor need not always follow the progressIve
penalty schedule contained in paragraph 3.
a. Instances in which supervisors -may proceed
directly to the third step include , but are not limited to, the
following:
4�doom
Serious violation of District safety regulations ,
procedures, and/or a supervisor' s instructions,
bo Instances in which supervisors may proceed
directly to the fourth step include , but are not limited to, the
followin.q*
Intentional refusal to follow a supervisor' s
instructions; gross insubordination,
Violations of the basic rules of conduct such as
intoxication or theft.
Action affecting probationary or temporary
employees.
5* Notice and Post-DisciplinaryReview. (To be conducted
in any case involving a written report and a penal ty amounting
to an employee' s loss of not more than five (5) da s pay during a
twelve month period - e.q. , 3 days suspension without pay. No
review is required in cases involving only a verbal warning. )
a , In the case of a written report without any
suspension, the written report shall immediately be placed in the
employee' s file. In the case of suspension without pay, a
page 3
written report shall immediately be placed in the employee' s
file , the employee shall be suspended immediately , and the
employee shall not be paid for the period of suspension. At the
time that the discipline is initiated, the supervisor shall
deliver to the employee a written notice containing the
following,
(1) a. notice of the disciplinary action to be
taken;
(2) the reason or -reasons for the act.ion;
(3) the charges and the materials upon which the
disciplinary action is based, including dates and
specific incidences;
(4) a notification that the employee has the
right to a
post-disciplinary review, and that the
employee may initiate a -disciplinary review by
post
utilizing the procedure contained in Title 14
Grievance Procedure of the current Memorandum of
Understanding between the District and the Union.
be If the employee elects to initiate a post-disciplinary
review by utilizing the grievance procedure , then the em ployee
and the District shall be bound by all the terms , 'Including the
time limits, of the grievance procedure. The grievance procedure
shall be the sole method of obtaining a post-disciplinary review
for Bargaining Unit Employees and Non-Bargaining Unit Employees,
alike.
6. Notice and Pre- disci. Review. (To be conducted
when imposing a penalty which exceeds an employee ' s loss of more
than f ive (5) days pay during a twelve month per iod 9
lengthy suspens 'ion or discharge) .
a. At the time that the discipline is proposed, the
supervisor shall deliver to the employee , and place in the
employee' s -.1.Eile, a written notice containing the -FL-ol lowing
:
(1) a notice of the disciplinary action
proposed to be taken;
(2) the reason or reasons for the action;
(3) the charges and the materials up on which
the proposed disciplinary action is based, including
dates and specific incidences;
(4) a notification that the employee has the
right to a pre-disciplinary review at which he may
page 4
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AML
Rob Fitzgerald
June 27 , 1983
Page 2
Operation and maintenance of the existing pump system,
spring system and distribution systems to conform to
-y and State requirements,
Count
of present flat rzit-e. water charge to offset
maintenance and operation costs ,
3 Application for grants/loans i-.o reconstruct the sotirce ,
storage and distribution system,,
4* S(---_1t interim rates as requir ed to pay for construct i.on
of syst(._-jMS0
We understand that you will fu-l..Iy cooperate with the
be in District during this interim operation period by be' ing &vai lable
ater system and making all
-
for questions concerning the w,
documents, maps , charts, and other written material , available for
use key . District. personnel ,
Kindly date and sign the enclosed copy of this letter
returninq it to us, acM1r)w1_.edqing your agreement with the, Norms
set forth herefn*
Very truly yours,
woor), FORTER, SIM()N AID GRAHAM
Prof Corporat)-on
JP_9711,1 s. ERNEST SIMON
JES:Cjg DI' RICT COUNSFIj
cc: Board of Directors
I HEREBY ACKNOWLEDGE MY UNDERSTANDING AND AGRE�,t4ENT WITH THE
TFRMS OUTLINED ABC 110 VIT- Tli REFERENCE TO ANNI--:XATION OF THE
CS L
HIP OCHDAL E WATE�R SYSTF14 1110 THE TRUCKEE DONNER PUBLIC UTILITY
DISTRICT, �: fl
Dated 0
4-
-ROB FITZ iLD