introduction to the eeo strategic plan - Ohio Bureau of Workers ...

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Attachment F: 22 Discipline Practices Disciplinary Policy and Grid The philosophy of the Ohio Bureau of Workers' Compensation (BWC) is to recognize employees as the greatest resource. Each employee is urged to see himself/herself as an important member of the BWC Team delivering the requisite services to our customers and assuring appropriate stewardship of the revenues provided by Ohio businesses and citizens. Therefore, employees are expected to observe all BWC rules and policies and faithfully adhere to the BWC Code of Ethics avoiding any appearance of impropriety. In the course of the employment relationships, sometimes it becomes necessary to discipline an employee for an infraction of a rule or policy. Supervisors/Management shall recommend discipline that is fair, consistent and commensurate with the offense. Likewise, Supervisors/Management shall follow the principles of progressive discipline when making the determination with regard to the appropriate level of discipline. The following disciplinary options are available to Supervisors/Management: 1) Verbal Reprimand 2) Written Reprimand 3) Suspension • Minor Suspension: • Medium Suspension: 1 Day Suspension 2-4 Day Suspension 5 Day Suspension • Major Suspension: a) Working Suspension b) Non-working Suspension c) Leave Reduction (Personal, Vacation, Compensatory) d) Fine** **Pursuant to respective collective bargaining agreement, a working suspension that is grieved and the grievance is denied or partially granted, shall convert to a fine/leave reduction. 4) Demotion (Exempt Only) 5) Decrease or Elimination of Longevity Pay (Exempt Only) 6) Removal When the appropriate level of discipline is a Removal, the BWC possesses discretion to offer the employee the ability to enter into a Last Chance Agreement. 48 | Page
These disciplinary guidelines are provided to aid Supervisors/Management in properly administering employee discipline. These guidelines outline suggested disciplinary action for all BWC employees who violate this disciplinary policy; however, Supervisors/Management, in consultation with the Labor Relations Office, may pursue any appropriate level of discipline based upon the nature of the offense. INSUBORDINATION VIOLATION 1st 2nd 3rd 4th 5th 6th a. Refusal to carry out a direct order/work assignment Determination based upon severity of incident b. Failure to follow supervisor direction and/or failure to follow a written policy of the employer c. Interfering with, failing to cooperate with or providing false information in conjunction with an official investigation or inquiry Determination based upon severity of incident Suspension/ Removal Removal NEGLECT OF DUTY VIOLATION 1st 2nd 3rd 4th 5th 6th a. Neglect of Duty- General Determination based upon severity of incident b. Carelessness with agency information (e.g., mail, warrants, claims files, Law Enforcement Automated Data System –LEADS) and/or agency equipment Determination based upon severity of incident c. Failure to perform the duties of position or performance at substandard levels Written Minor Suspension Medium Suspension Major Suspension/ Removal d. Sleeping on duty Written/ Minor Suspension Medium Suspension/ Major Major Suspension/ Removal 49 | Page
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OHIO BUREAU OF WORKERS’ COMPENSAT
Page 3 and 4:
ATTACHEMENT H: DIVERSITY INATIATIVE
Page 5 and 6:
SECTION B: AGENCY OVERVIEW EEO PROG
Page 7 and 8:
Please explain. The EEO Manager is
Page 9 and 10:
24. Does your agency participate in
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35. At what point in the employment
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Yes ________ No ___X_____ Please ex
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Please explain. An EEO/Legal meetin
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73. Who is responsible for updating
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88. Please provide the classificati
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Checklist: Have you posted notices
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must check for compliance with the
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interpreter or hard copy transcript
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Have you reviewed your public servi
Page 29 and 30: Do you administer services, program
Page 31 and 32: If you answered no to any of the ab
Page 33 and 34: 34 | Page
Page 35 and 36: and/or Sexual Harassment Policies.
Page 37 and 38: Provide a copy of the year-end repo
Page 39 and 40: ATTACHMENT A: 2 Table of Organizati
Page 41 and 42: BWC ADMINISTRATION 7 99580 - Admini
Page 43 and 44: Internal Audit This division provid
Page 45 and 46: 64422 - Public Information Officer
Page 47 and 48: Field Operations This division hous
Page 49 and 50: 66791 - WC Underwriter 11 63124 - A
Page 51 and 52: 69952 - Database Administration Spe
Page 53 and 54: ATTACHMENT B: 5 EEO Manager Duties
Page 55 and 56: POSITION DESCRIPTION DIVISION OR IN
Page 57 and 58: Attachment B: 8 Agency EEO Policies
Page 59 and 60: No reprisal, retaliation, or other
Page 61 and 62: A. Analyze the employee’s informa
Page 63 and 64: ANTI-HARASSMENT POLICY PURPOSE: To
Page 65 and 66: Attachment B: 9 EEO Discrimination
Page 67 and 68: Attachment B: 11 - EEO Strategic Pl
Page 69 and 70: Attachment B: 12 EEO Complaint Summ
Page 71 and 72: Attachment B: 13 (EEOSP) EEO Compla
Page 73 and 74: Attachment C: 15 & C: 16 Diversity
Page 75 and 76: Attachment D: 18 Adverse Impact Stu
Page 77 and 78: Attachment E: 20 EEO Orientation Ag
Page 79: AGENDA EEO & Diversity at BWC 2009
Page 83 and 84: g. Immoral or indecent conduct h. D
Page 85 and 86: (See Drug Free Workplace Policy) c.
Page 91 and 92: Attachment G: 24 Year End Report -
Page 93 and 94: Attachment G: 25 Corrective Action
Page 95 and 96: Attachment I: 27 ADA Reasonable Acc
Page 97 and 98: easonable in a particular situation
Page 99 and 100: Attachment I: 28 Agency Reasonable
Page 101 and 102: Explanation: 69 | Page
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