Chicago Park Disrict Human Resources Policy and Procedures ...

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c. Repeat Offenses. An offense is considered a prior offense for determining the penalty to be imposed if the prior misconduct is of the same nature as the more recent misconduct, except that any Group A misconduct that does not result in termination shall be considered a prior offense for any other type of misconduct and any Group B misconduct shall be considered a prior offense for the purposes of any Group B or C misconduct. For a prior offense to be counted, it must have resulted in a written reprimand signed by the employee's department or division head or a Notice of Disposition issued subsequent to a pre-suspension meeting and signed by the department representative, the Director of Human Resources and the General Counsel. No Group C misconduct shall be counted as a prior if more than five years have passed from the issuance of the Notice of Disposition or written reprimand. However, no Group B or C misconduct that resulted in a written reprimand shall be counted as a prior offense if it occurred more than three years before the more recent offense. Any prior offenses regardless of when they occurred or the type of misconduct, or the fact that an employee was under supervision resulting from a prior offense may be considered as an aggravating circumstance by the department supervisor, the hearing officer and the Personnel Board. However, the entire personnel record of the employee shall be considered in imposing a penalty, including the positive aspects of the record. d. Ethics Code Violations. Any alleged violation of any Ethics Ordinance now or hereafter adopted by the Chicago Park District Board of Commissioners shall first be referred to the Ethics Panel or its equivalent. The Ethics Panel shall recommend its own disciplinary schedule contained in the rules and Regulations of the Ethics Panel, its recommendations in the particular case, or both. The Personnel Board may deviate as it sees fit from the Ethics Panel recommendation provided it or its hearing officer explains the reasons for the deviation in the decision or at the 40
Board's review. Notwithstanding all of the above, a violation alleging either acceptance of a bribe for official misconduct with regard to Park District business or a criminal conviction for taking a bribe in connection with the Park District business shall be classified as Group A Misconduct subject to termination from employment. Section 4. Drug and Alcohol Policy. The Chicago Park District's essential mission is to provide services to its citizens in a safe and economic manner. Furthermore, the economic cost of providing health care services to employees who abuse drugs and alcohol has put an increasing burden on the Chicago Park District's finances. To maintain a workplace, which provides a safe and healthy work environment for all employees, the following drug and alcohol program is established. Definitions (a) Alcohol: Ethyl alcohol. (b) Prohibited Items & Substances: All illegal drugs and controlled substances, alcoholic beverages, and drug paraphernalia in the possession of, being used by, an employee on the job or the premises of the Chicago Park District. (c) Employer Premises: All property, facilities, land, buildings, structures, automobiles, trucks and other vehicles owned, leased or used by the Chicago Park District as job sites or work locations and over which the Chicago Park District has authority as employer. (d) Employee: means a person in the active service of the District or who, although on layoff, appears on a seniority and reemployment list for one or more grades within the District. 41
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 and 18: another position in the same grade,
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: (13) failure to report mechanical d
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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