Chicago Park Disrict Human Resources Policy and Procedures ...

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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. 18
(3) Suspension or Discharge. In order to formally suspend an employee without pay or to discharge him or her, the following procedures apply: STEP 1: A Human Resources Manager or Superior Human Resources Officer may propose suspending or discharging an employee. STEP 2: If Human Resources Manager or Superior Human Resources Officer decides to act upon the suspension or discharge proposal, the Human Resources Manager or Superior Human Resources Officer will submit the matter to the Law Department designate for legal review and comment. As a result of information presented in a Corrective Action Meeting a Law Department representative, functioning in an advisory capacity to the Human Resources Manager or Superior Human Resources Officer, will assist the Human Resources Manager or Superior Human Resources Officer in preparing for a Corrective Action Meeting (CAM), formerly the Pre-Suspension Meeting. STEP 3: A CAM will be held at a time, date and location stipulated in the notice. The Human Resources Manager or Superior Human Resources Officer or his/her designee, the employee, a representative of the employee's choice (which may include the union representative if represented by a collective bargaining unit), and a legal and/or labor representative of the Park District will attend. Ordinarily, witnesses will not attend this meeting. The purpose of the CAM is to give the employee an informal opportunity to respond to the charges before any decision to impose disciplinary action is made. STEP 4: After evaluating the information obtained in the CAM, the Human Resources Manager or Superior Human Resources Officer in consultation with the Law Department will decide what disciplinary action, if any, will be imposed. STEP 5: The employee will be notified of the charges and that a suspension or discharge has been proposed by a CAM/Discharge Notice, which will be served on the employee. Except where necessary (see Part IV below), all proposed suspensions or discharges must be processed through a CAM. 19
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 and 16: effective date of the layoff. A cop
Page 17: another position in the same grade,
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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Chicago Park Disrict Human Resources Policy and Procedures ...

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