Town Of Duxbury Verbal Warning Form Page 3
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1023.
Violation of town rules, regulations, policy, or directives not specifically mentioned
herein.
RESPONSIBILITIES
The department head and supervisors are charged with the responsibility of assigning, reviewing,
and checking the work of subordinates. They are also responsible for maintaining proper
conduct and discipline among employees of their department.
Department heads and supervisors:
A.
Keep all employees informed of rules, regulations, policies, standards, and directives.
B.
Take all possible steps to prevent situations, which may lead to disciplinary action.
C.
Address employees individually and in private whenever possible.
D.
Treat all employees impartially without favoritism or discrimination in the assignment
of duties or tasks. No employee shall be discriminated against based on characteristics
considered "Protected Classes" by State or Federal law.
E.
Supervisors may when circumstances warrant, initiate, and issue a verbal or written
warning or may recommend to the department head more severe disciplinary action.
Department heads and supervisors are expected to maintain confidentiality, discipline, and
administer disciplinary actions equitably. A primary responsibility is to determine that all
employees know the rules, regulations, administrative instructions, and conditions of
employment, which they must observe.
Administration of discipline in an equitable fashion does not imply that the discipline for each
violation of a rule will be the same. Each individual violation is different and each case is
different. It is the totality of the circumstances in each case, which must be considered in the
determination of discipline.
PROGRESSIVE DISCIPLINE PROCESS
Investigation- Every employee is required to participate in any workplace investigation fully and
honestly. Refusal to participate is grounds for discipline or insubordination up to dismissal.
When a concern becomes known that the department head or supervisor determines warrants an
investigation, an individual must be assigned to conduct the investigation. This individual must
keep the matter confidential, observe, gather, analyze and document all facts and carefully
considering the circumstances before taking disciplinary action, especially action more severe
than warnings. All employees are required to participate in any workplace investigation, fully
and honestly. Refusal to participate is grounds for discipline for insubordination up to and
including dismissal. Meet with the employee, offer Weingarten rights (relative to union
representation), provide a truthfulness warning (explain that you are going to ask questions and
the employee and witnesses are obligated to tell the truth and provide complete answers).
Disciplinary Hearing – Provide the employee, and union representative if applicable, with a
factual and written notice of the charges. Allow the employee and their representative to caucus
privately before responding to the changes. Inform the employee that you will be recording the
process, walk through the evidence relative to the charges.
Page 3
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