Town Of Duxbury Verbal Warning Form Page 5
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10others, the department head and immediate supervisor may suspend and provide a written
warning or place the employee on paid administrative leave pending the results of an
investigation.
B.
A suspension is a designated absence from work in non-pay status, which may be
imposed for a serious violation(s) of rules, policies, regulations, operating standards,
administrative directives or for breaches of good order and discipline.
C.
Suspensions that are recommended as part of this progressive discipline policy and
procedure are subject to approval from the department head, human resources, labor
counsel, and the town manager based on information/observation or review of
incident(s), the related investigation, and proof of charges.
D.
The duration of the suspension is tied to the seriousness of the charge. Short-term
suspensions are those that are 1, 2, 3, 4 or 5 days long. Long-term suspensions run from
6 to 60 days.
Depending on the seriousness of the infraction, the employee may be
suspended without pay in full-duty increments consistent with federal, state, and local
wage-and-hour employment laws.
Pay may be restored to the employee if an
investigation of the incident or infraction absolves the employee. A suspension may only
be administered by the department head, board or committee, or town manager.
Step 4 (a) - DEMOTION
A.
A demotion is a reduction in classification, which may be imposed for a single serious
violation or series of violations of the
department's
policy
rules,
regulations,
operating standards, or administrative directives.
B.
A demotion may be administered by the town manager, board of selectmen, board, or
committee. It must be based on, information/observation or review of a report of an
incident(s) and recommendations, based on investigative proof of another's charges.
Step 4 (b) - DISMISSAL
A.
The last and most serious step in the progressive discipline procedure is a
recommendation to terminate employment. Generally, the town will try to exercise the
progressive nature of this policy by first providing verbal and written warnings and/or
suspension from the workplace before proceeding to a recommendation to terminate
employment.
However, the town reserves the right to combine and/or skip steps
depending on the circumstances of each situation and the nature of the offense.
Furthermore, employees may be terminated without prior notice or disciplinary action if a
singular serious act or behavior justifies dismissal. Additionally, dismissal may be
precipitated because the employee has failed to modify behavior or conform to rules and
policy after having been progressively disciplined by less severe means.
B.
A pre-discharge hearing before the town manager is to be held prior to discharge, to
review the recommendation to discharge (even is situations that involve probationary
employees who are not subject to the progressive discipline policy). The final decision to
discharge will be made by the town manager in conjunction with the department head,
board of selectmen, board, or committee in accordance with the hearing's findings.
Page 5
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