DISCIPLINARY ACTION CHECKLIST - IAFC

SEVEN TESTS OF “JUST CAUSE” FOR TERMINATION
[ ] Did the Department give the employee forewarning or foreknowledge of
the possible or probable disciplinary consequences of the employee's
conduct? Is the existence of a policy or SOP sufficient?
[ ] Was the Department’s policy reasonably related to:
[ ] the orderly, efficient, and safe operation of the Department’s
business, and
[ ] the performance that the Department might properly expect of the
employee?
[ ] Did the Department, before administering discipline to the employee,
make an effort to discover whether the employee did in fact violate or
disobey a policy?
[ ] Was the Department’s investigation conducted fairly and objectively?
[ ] Did Investigator obtain substantial evidence or proof that the employee
violated policy or engaged in inappropriate conduct?
[ ] Has the Department applied its rules, orders and penalties evenhandedly
and without discrimination to all employees?
[ ] Was the degree of discipline administered by the Department in a
particular case reasonably related to:
[ ] the seriousness of the proven offense, and
[ ] the record of the employee’s service with the Department?
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