Chicago Park Disrict Human Resources Policy and Procedures ...

and document all oral reprimands issued. Oral reprimands may be grievable
pursuant to the terms of the applicable collective bargaining agreement, which
should be consulted for appropriate procedures regarding procession.
( 2 ) Written Reprimand.
STEP 1: Any immediate supervisor or superior officer may initiate discipline by
submitting a written narrative to the Human Resources Manager detailing the alleged
infraction.
STEP 2: The Human Resources Manager reviews the narrative and determines if
disciplinary action shall be taken. If the Human Resources Manager determines
that the discipline should be written reprimand, the written reprimand form will
be returned to the immediate supervisor. The immediate supervisor obtains the
Region/Division Department Head signature will present the reprimand form to the
employee in question and will obtain the employee's signature acknowledging
receipt. If the employee refuses to sign, the immediate supervisor will note such
refusal on the form. The yellow copy of the form will be given to the employee. The
white copy of the form will be retained by the immediate supervisor. The pink copy of
the form will be returned to the department/division head. Upon receiving the
completed form, the Human Resources Manager will send a photocopy to the
employee.
STEP 3: The Human Resources department will forward a copy of the written
reprimand to the appropriate union representative. The employee, if covered by a
collective bargaining agreement, may appeal the issuance of a written reprimand by
filing a grievance within fifteen business days after the employee is served with the
reprimand. The terms of the collective bargaining agreement governing grievance
procedures will apply to bargaining unit members. Non-bargaining unit
members may request review by the department/division head.
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