Chicago Park Disrict Human Resources Policy and Procedures ...

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6. In the case of an employee being terminated, a. The Human Resources representative will notify the hiring department, Payroll Depart, Security Department, Law Department and IT Department prior to the employee being notified of termination. b. The hiring department will be responsible for scheduling a date and time as soon as possible in which all items belonging to the Chicago Park District can be retrieved. c. Payroll will be responsible for paying any monies owed to the employee at the appropriate time. d. IT will be responsible for denying the employee access to log in on the computer and access to voice mail. e. Security should be called if there is reason to believe the employee may be a threat to himself or others, or there is a possibility he/she may cause trouble. f. Law Department will be responsible for preparing for a possible Appeal. 7. Human Resource representative notifies the Union of the employee termination. 8. Human Resource representative notifies the employee of the decision to terminate. 9. Human Resources representative mails employee a copy of determination and appropriate appeal forms. 10. Employee personnel action form is generated. 11. Employee is terminated in the personnel system. 80
Section Three Employee Benefits Summary Domestic Partnership Health Benefits Policy 81
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1 Chicago Park District Department
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Section One Rules of the Personnel
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e. "Employee" means a person in the
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Section 4. Creation of New Grades f
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minimum qualifications of the posit
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she was appointed. During the perio
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highest on the seniority and reempl
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effective date of the layoff. A cop
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another position in the same grade,
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(3) Suspension or Discharge. In ord
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(a) order that the employee remain
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c. An employee shall obey the order
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2. Alcohol & Drugs. a. An employee
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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: Human Resource Separation of Employ
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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