lorain county general health district employee personnel

5.1 Discipline
The Board of Health has adopted the following policy for discipline in order to
promote fairness and to minimize potential misunderstandings among employees as to
what is expected of them in their performance of their respective duties. This policy sets
forth a three-tiered progressive discipline system which categorizes unacceptable types of
conduct and which establishes penalties for violations of the rules of conduct.
Generally, an employee may be disciplined for incompetency, inefficiency,
dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the
public, neglect of duty, misfeasance, malfeasance, nonfeasance, or other failure of good
behavior. This discipline policy provides standard penalties for specific offenses. Examples
of specific offenses given in any rule shall serve merely as a guide for discipline. The list of
offenses shall not be deemed all-inclusive. Standard penalties provided in the policy do not
preclude the application of a more or less severe penalty for a given infraction. Further,
management retains the right to deal individually with the merits of each matter without
creating any precedent for the treatment of any future disciplinary matter.
Progressive Discipline
Under a progressive discipline policy, discipline is administered in successive steps
with each successive step becoming more severe. As a general rule, all policy infractions,
except Group III offenses for which immediate termination is authorized, will follow the
system of progressive discipline outlined in this policy. Unrelated offenses are progressive
in the Group in which they occur; however, related offenses are progressive regardless of
whether they are Group I or II violations and regardless of the order in which the Group
violations occurred.
The record of a disciplinary action shall remain effective in the employee=s personnel
file for eighteen (18) months after issuance. Thereafter, the record will be removed from
the file providing another offense has not occurred within that period of time. It shall be the
responsibility of the affected employee to monitor such time period and to request the
removal of such disciplinary record.
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