DISCIPLINARY ACTION CHECKLIST - IAFC

DUE PROCESS RIGHTS CHECKLIST
[ ] Follow M.O.U. or other Union contract agreements
[ ] Issue pre-disciplinary notice (Letter of Intent to Discipline)
[ ] State all reasons for intended disciplinary action
[ ] Indicate intended action and associated timing
[ ] Provide opportunity for employee to respond to the charges prior to
implementation of discipline
[ ] State required timing of response, along with notification of result of
failure to respond
[ ] Pre-Disciplinary Hearing -- Allowing employee to respond
[ ] Who may attend?
[ ] Any limitation on participation?
[ ] Loudermill hearing
[ ] Employer must inform employee of his rights to union
representation
[ ] Union representative may speak on behalf of the employee
[ ] Consider employee’s response
[ ] Review facts, policies, past practices
[ ] Make final disciplinary action determination
[ ] Issue Letter of Disciplinary Action
[ ] Reference Letter of Intent to Discipline
[ ] State that information presented was considered
[ ] Uphold/modify/revoke original intended action
[ ] State timing of implementation of action
[ ] Provide notice of right to appeal under policy
[ ] Consider fallout within the department
[ ] Consider fallout in the community
[ ] Prepare for Post-Disciplinary Due Process
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