Chicago Park Disrict Human Resources Policy and Procedures ...

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"bump" such employees who appear lower than they do on the seniority and reemployment list for that other grade. In such case, the District, after first complying with sections a. and b. of this Section, shall conduct any necessary additional layoffs in compliance with the provisions of Section 4 of this Rule in order to make room for the employees who exercised their bumping rights. d. As provided in Rule VI, Section 3 f., a laid-off person who is offered another position pursuant to the provisions of this Section and who declines it shall be removed from the seniority and reemployment list for the grade in which he declined the offer of a position. e. If an employee laid off from a grade appears on the seniority and reemployment list in more than one other grade, he or she shall be offered the right to bump back only into the highest-paid grade in which he or she appears on such list and on which he or she has sufficient seniority so as to be entitled to bump another employee in that grade. If the employee refuses to exercise that bumping right, he or she shall be laid off and his or her name shall be eliminated from the seniority and reemployment list for the grade in which he or she declined to exercise the bumping right. The employee's name in such case shall remain on all other seniority and reemployment lists on which it appears and the employee shall retain any recall rights provided by these Rules to positions in such other grades that are filled subsequent to the layoff. In cases where the employee, through no fault of his or her own, would be prejudiced by having to accept a position in the grade into which he or she is entitled to bump under this section (e), the Director of Human Resources, on written request of the employee, may in his or her discretion allow the employee to bump into another grade on whose seniority and reemployment list the employee also appears. RULE VIII: TRANSFER OF PERSONNEL With the approval of the Director of Human Resources, an employee may be transferred for reasons promoting the efficiency of the service from one position to 16
another position in the same grade, whether within the same administrative unit of the District or a different unit. RULE IX: CONDUCT AND DISCIPLINE OF PERSONNEL Section 1. Employee Discipline Procedures. a. Introduction. The Rules of the Personnel Board provide that officers or employees are subject to discipline specified in the Code of Conduct. The Code of Conduct, Guidelines for Discipline, and the Alcohol and Drug Policy has been adopted by the Personnel Board (formerly the Civil Service Board). Failure to adhere to the Code of Conduct or to other applicable Park District rules, regulations or ordinances will result in disciplinary action. Except for employees exempted pursuant to State statute, the specific procedures outlined below apply to all non-probationary officers and employees who have career service status and to members of all collective bargaining units that have adopted the procedures by agreement. b. Methods of Actions. Disciplinary action can take one of three procedural paths. They are: 1. Oral Reprimand 2. Written Reprimand 3. Suspension or discharge c. Procedures. (1) Oral Reprimand. An oral reprimand requires no formal action. The employee should be advised that an oral reprimand is being given. Consistent with professional management techniques, the Human Resources Department expected to maintain disciplinary log. 17
Page 1 and 2: 1 Chicago Park District Department
Page 3 and 4: Section One Rules of the Personnel
Page 5 and 6: e. "Employee" means a person in the
Page 7 and 8: Section 4. Creation of New Grades f
Page 9 and 10: minimum qualifications of the posit
Page 11 and 12: she was appointed. During the perio
Page 13 and 14: highest on the seniority and reempl
Page 15: effective date of the layoff. A cop
Page 19 and 20: (3) Suspension or Discharge. In ord
Page 21 and 22: (a) order that the employee remain
Page 23 and 24: c. An employee shall obey the order
Page 25 and 26: 2. Alcohol & Drugs. a. An employee
Page 27 and 28: f. An employee shall not willfully
Page 29 and 30: advance, request for sexual favor,
Page 31 and 32: d. An employee shall comply with th
Page 33 and 34: d. An employee shall report to the
Page 35 and 36: the employee's qualification to ser
Page 37 and 38: (22) unauthorized use, removal or d
Page 39 and 40: (13) failure to report mechanical d
Page 41 and 42: Board's review. Notwithstanding all
Page 43 and 44: (ii) (iii) refuse to cooperate with
Page 45 and 46: ( i 1 ) No laboratory report or tes
Page 47 and 48: 47 Sexual Harassment Policy and Pro
Page 49 and 50: II. CONDUCT PROHIBITED A. As used i
Page 51 and 52: 51 D. Within ten (10) days after re
Page 53 and 54: 3. Mediation process Before beginni
Page 55 and 56: OPTION C - INTERVENTION The Deputy
Page 57 and 58: 57 Violence in the Workplace Policy
Page 59 and 60: handled appropriately and informati
Page 61 and 62: I. Duties of Personnel A. Each Regi
Page 63 and 64: Section Two Uniform Hiring Guidelin
Page 65 and 66: QUALIFYING SCREEENING CRITERIA Qual
Page 67 and 68:
Addendum TYPES OF SCREENING METHODS
Page 69 and 70:
These conditions should not be inte
Page 71 and 72:
HIRE FLOW CHART Department Head com
Page 73 and 74:
Resources Department. All applicati
Page 75 and 76:
UNPAID LEAVES: Prior to any employe
Page 77 and 78:
Chicago Park District Department of
Page 79 and 80:
Human Resource Separation of Employ
Page 81 and 82:
Section Three Employee Benefits Sum
Page 83 and 84:
Short-Term Disability Employees off
Page 85 and 86:
Deferred Compensation (Continued) A
Page 87 and 88:
CHICAGO PARK DISTRICT DOMESTIC PART
Page 89 and 90:
CHICAGO PARK DISTRICT DOMESTIC PART
Page 91 and 92:
Section Four Human Resources Guidel
Page 93 and 94:
OUR MISSION The mission of the Chic
Page 95 and 96:
SMOKING POLICY Smoking is prohibite
Page 97 and 98:
HOLIDAYS (H) There are twelve (12)
Page 99 and 100:
SAFETY RULES AND GUIDELINES GENERAL
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