HR RULES 5.01 DISCIPLINE

What Is Not Bullying, Disrespectful or Discourteous behavior: 1) Reasonable ___________________________________, disciplinary, or job performance ____________________________________ actions, including ___________________________ and _______________________________ criticism of an employee's conduct or work performance 2) Differences of ______________________________, and ______________________-_________________________________ conflicts and problems in working relations 3) A ____________________________ and ______________________________ management style, including high workplace expectations 4) ____________________________________ management responses to situations that require __________________________________ action

1) COUNSELING / EVALUATION/ CONSTRUCTIVE AND FAIR 2) OPINION / NON-AGGRESSIVE 3) DIRECT AND ASSERTIVE 4) LEGITIMATE/ IMMEDIATE

Bullying or Mobbing Occurs in Many Ways: 1) Among _____________________________ 2) Manager(s) targets an ____________________________ or another ___________________________ 3) Employee(s) targets a ______________________________ 4) Employees and manager target an __________________________________

1) EMPLOYEES 2) EMPLOYEE / MANAGER 3) MANAGER 4) EMPLOYEE

Prohibited Actions: The following actions are examples of behavior that may be considered as bullying, disrespectful or discourteous: 1) Harmful ____________________________________ ( rumor and innuendo based on incomplete facts or fiction spread with the intent or impact of causing turmoil or discrediting certain individuals or institutions) 2) Behavior that ____________________________, humiliates, or ____________________________________ others in the workplace 3) Deliberate _________________________________ from another employee from work assignments or networks that is not due to legitimate business reasons 4) Unnecessary and unwelcome _________________________________ into the _________________________________ life of an employee 5) Threats of ______________________________ or _____________________________________ violence. ( See HRAR 4.12 Workplace Violence Prohibited) 6) Verbal or physical behavior that is _________________________________ or ______________________________

1) GOSSIP 2) DEMEANS / INTIMIDATES 3) EXCLUSION 4) INTRUSION / PERSONAL 5) EMOTIONAL OR PHYSICAL 6) DEROGATORY OR ABUSIVE

Cause for disciplinary action shall include but not be limited to the following: 1) ____________________________________, inadequate performance or nonperformance of assigned duties 2) _______________________ of ___________________________ or negligence in performance of duty causing substantial risk of personal injury or damage to property 3) The use of __________________________, or illegal use or possession of ________________________________________ __________________________________ on the job; reporting for work under the influence of intoxicants; or the use of drugs which create a substantial risk of ______________________________ to self or others or which impair work performance 4) Habitual or excessive __________________________________ or ______________________________________, or the abuse of __________________________ leave privileges 5) Absence from duty without ______________________________________ or failure to notify one's supervisor when unable to ________________________________ to work on time 6) Conviction of a _______________________________, or conviction of any _________________________________ where the conviction would tend to _____________________________________ effectiveness as a City employee or tend to bring _______________________________ or __________________________________ upon the City or bureau involved 7) Violation of ______________________________ rules or policies 8) Violation of the provisions of ___________________________ , or ______________________________ law, or he City __________________________________, ordinances or any City rules or regulations including bureau-specific policies 9) _____________________________________ treatment of the Public or other employees, offensive conduct or conduct unbecoming of a City employee 10) _________________________________________, willful disobedience or failure to follow a lawful supervisory directive 11) Inappropriate or unauthorized _________________________________________ use of City resources, including, but not limited to tools and equipment, materials, and supplies, vehicles, facilities and grounds, work time and information resources and technologies 12) Unauthorized ______________________________ or _________________________________ of restricted or confidential information. ( See Attachment to HRAR 11.04 Protection of Restricted and Confidential Information) 13) _______________________________________ 14) ___________________________ in securing employment 15) Falsification of ____________________________________ 16) __________________________________ ______________________________________, including engaging in acts of bodily harm or threatening to inflict bodily harm, physical intimidation, verbal or written threats of violence 17) Bullying and ________________________________________ ( see attached guidance)

1) INCOMPETENCE 2) NEGLECT OF DUTY 3) INTOXICANTS / CONTROLLED SUBSTANCES / INJURY 4) ABSENCE OR TARDINESS / SICK 5) AUTHORIZATION / REPORT 6) FELONY / CRIME / IMPAIR / DISCREDIT OR REPROACH 7) SAFETY 8) FEDERAL / STATE / CHARTER / 9) DISCOURTEOUS 10) INSUBORDINATION 11) PERSONAL 12) USE OR DISCLOSURE 13) DISHONESTY 14) FRAUD 15) TIMESHEETS 16) PHYSICAL VIOLENCE 17) HAZING

Investigation Procedure: Consistent with applicable rules and collective bargaining agreements, the responsible manager will consider a variety of factors when determining the appropriate corrective action including: 1) The ___________________________ of the conduct 2) __________________________ and __________________________ of the "bully" 3) ____________________________ of the complainant 4) _______________________________ of the bullying behavior 5) Effects of the action on the ____________________________________ 6) Effects of the action on the __________________________________ _________________________________ ( this will be particularly relevant in a complaint alleging hazing or mobbing behavior)

1) SEVERITY 2) POSITION AND AUTHORITY 3) CONDUCT 4) FREQUENCY 5) COMPLAINANT 6) WORK ENVIRONMENT

Reporting Process: 1) Report bullying, mobbing or hazing to your _______________________________ 2) If you do no feel comfortable reporting the behavior to your supervisor, report it to your ____________________________________ _____________________________ or to your ________________________________ _____________________________ 3) If you are not comfortable reporting the behavior within your bureau, report it to the _______________________________ __________________________ Business Partner (HRBP) assigned to your bureau

1) SUPERVISOR 2) SUPERVISOR'S MANAGERS / BUREAU DIRECTOR 3) HUMAN RESOURCES

Bureau Directors may place an employee on administrative leave for up to ____________________________________ __________________________________ days to remove an employee from the workplace due to concerns about workplace safety or during an investigation that may lead to _________________________________________. Bureau Directors may approve administrative leave for up to ____________________________________ _________________________________ days during the seven day notice period prior to the effective date of a proposed termination. Administrative leave shall not be _________________________________________ unless approved by the Director of ____________________________________ _________________________________ and the Commissioner-in-Charge or other elected official. Under some limited circumstances, administrative leave may also be ____________________________________. Any unpaid administrative leave must be approved by the Director of _____________________________________ ________________________________. Placement of an employee on administrative leave is not a ____________________________________ action

60 CALENDAR / TERMINATION / 10 CALENDAR / EXTENDED / HUMAN RESOURCES/ UNPAID / HUMAN RESOURCES/ DISCIPLINARY

The City recognizes the negative impact that _______________________________ and disrespectful and discourteous behavior have on the workplace environment. The City will not ____________________________ such behavior

BULLYING / TOLERATE

It shall be the responsibility of each ________________________________ to ensure that all employees are advised of the City's Human Resources Administrative Rules and that violation of these rules may result in discipline up to and including ________________________________ and/or _____________________________________ for a _________________________________ violation

BUREAU / SUSPENSION/ DISCHARGE / FIRST

Investigation Procedure: The full report will be sent to the __________________________________ ___________________________________. If the complaint is substantiated, appropriate _______________________________ _________________________________________ will be taken

BUREAU DIRECTOR / CORRECTIVE ACTION

Any employee within the ___________________________________ service is subject to disciplinary action for cause. Such discipline may include but is not limited to an oral reprimand, written reprimand, demotion, loss of pay, suspension or discharge

CLASSIFIED

Unless otherwise provided by a ______________________________________ ______________________________ agreement, any permanent employee in the classified service who is suspended without pay, demoted, or discharged shall have the right to _________________________________ the action with the civil service board. See Civil Service Board Administrative Rule for procedure

COLLECTIVE BARGAINING / APPEAL

Reporting bullying, Mobbing or Hazing Behavior: Employees are ________________________________ to report bullying, mobbing or hazing behavior, generally to their ______________________________. If their supervisor is the person believed to be engaging in the inappropriate behavior employees are encouraged to report bullying, mobbing or hazing to __________________________ _________________________________ Business Partner assigned to their bureau

ENCOURAGED / SUPERVISOR / HUMAN RESOURCES

______________________________ employee has a ______________________________ and _________________________________ in creating a positive and constructive working environment, where all employees are treated in a respectful manner

EVERY / ROLE AND RESPONSIBILITY

Investigation Procedure: If there is a __________________________ investigation, it will be conducted similar to an investigation under ___________________________. Witnesses will be interviewed and a ________________________________ written. You will be notified of the result in writing as to whether the complaint is _____________________________________, but not of any specific _____________________________ _________________________ to be taken

FORMAL / 2.02 / REPORT / SUBSTANTIATED / CORRECTIVE ACTION

Investigation Procedure: The person who received the complaint will meet with the bureau's assigned _________________________ to determine whether the allegations are also a complaint under HRAR ______________________. If so, the compliant will be handled under that rule

HRAR / 2.02

A Discipline _______________________________ ___________________________ must be recorded at the time the _________________________ copy of the notice of discipline is submitted to Labor Relations for inclusion in the discipline log

LOG ENTRY / FINAL

Bullying, _________________________________ and ______________________________________ in the Workplace: Bullying is intentional _____________________________ and _______________-_______________________ conduct by an individual ( or groups of individuals, known as "____________________________") against another individual over a period of time. Hazing is any action taken or any situation created intentionally that causes ___________________________________, harassment or _____________________________________ and risks emotional and/or physical harm to individuals or members of a group or team, whether new or not, regardless of the person's willingness to participate. As noted below, this can consist of an employee ____________________________________ another employee or manager, a manager targeting an employee or another manager. Bullying behavior is the ________________________________________ and __________________________________________ conduct that may intimidate, threaten or offend another employee. Conduct will only be defined as bullying if a __________________________________ person would consider the behavior to be threatening, intimidating, or offensive as described below

MOBBING / HAZING / VERBAL AND NON-VERBAL / MOBBING / EMBARRASSMENT / RIDICULE / TARGETING / CONTINUOUS AND SYSTEMATIC / REASONABLE

Confidentiality will be ______________________________________ to the ___________________________________ possible while 1 conducting a thorough and fair investigation

MAINTAINED / EXTENT

Discipline of permanent (__________________-________________________________) employees in the classified service is normally ___________________________________, beginning with an ________________________________ or _______________________________ warning and proceeding to suspension, demotion or discharge. Disciplinary action may also take other forms such as withholding privileges. Serious offenses such as stealing, workplace violence, conviction of a _____________________________ crime, unwelcome sexual touching, refusal to obey a legitimate order or other causes in which the employee's performance or behavior will not be improved through __________________________________ measures may justify discharge without the necessity of prior warnings or attempts at corrective discipline. In all cases, the level and degree of penalty shall be in keeping with the seriousness of the offense, taking into account the circumstances ____________________________________ to the incident

NON-PROBATIONARY / PROGRESSIVE / ORAL OR WRITTEN / BIAS / CORRECTIVE / RELEVANT

If an appointed authority initially determines there is just cause for discipline, demotion or suspension of permanent classified service employee, the appropriate supervisory authority shall provide the employee with _____________________________________ of proposed disciplinary action. Such notice shall be at least _____________________________________ calendar days, or at least _____________________________ day for suspensions of __________________________ day or less, prior to the effective date of the proposed disciplinary action. The notice shall include _______________________________ for such action, the effective ________________________________ of the proposed action, and the right to respond either ____________________________ or in _________________________________, prior to the final determination of discipline

NOTICE / SEVEN (7) / ONE (1) / ONE (1) / GROUNDS / DATE / ORALLY OR IN WRITING

Employees designated by the City of Portland as exempt from Fair Labor Standards Act (FLSA) generally are not subject to disciplinary suspension of less than ________________________________ _________________________________. However, FLSA exempt employees may be suspended ____________________________ pay for _____________________________ or ______________________________ full days for major safety violations or violations of significant workplace conduct rules

ONE WEEK / WITHOUT / ONE OR MORE

Investigation Procedure: Where appropriate, the person who received the complaint may also discuss ________________________ with you for ________________________________ __________________________________ the complaint

OPTIONS / INFORMALLY RESOLVING

Retaliation for reporting a complaint or ______________________________________ in an _____________________________________ is prohibited

PARTICIPATING / INVESTIGATION

Sometimes a complaint of bullying, mobbing or hazing will occur during the discipline ____________________________________. The outlined complaint investigation _________________________________ will be followed but the discipline matter will still ___________________________________. If a complaint of bullying, mobbing or hazing arises during the discipline process, the intake _______________________________ and _____________________________________ ( if merited ) will be assigned to individuals who are not involved in the discipline

PROCESS / FORMAT / PROCEED / INTERVIEW AND INVESTIGATION

For less serious infractions which warrant _______________________________________ discipline, the ultimate goal is to put the employee on __________________________________ of unacceptable conduct and to give the employee a reasonable opportunity to __________________________ their behavior. It is not the purpose of this rule to promote or require some "____________________-_______________________" progression of disciplinary measures to every disciplinary action involving permanent, non-probationary employees in the classified service

PROGRESSIVE / NOTICE / MODIFY / LOCK-STEP

Any represented employee shall be entitled to ______________________________ at any meeting which might result in ___________________________________ action. Unless withdrawn or otherwise amended, the disciplinary action shall become effective as __________________________________ in the disciplinary document. A copy of the notice, written response, if any, and final action shall be filed with the Director of _____________________________ __________________________________ and become part of the employee's official employment record

REPRESENTATION / DISCIPLINARY / SPECIFIED / HUMAN RESOURCES

Investigation Procedure: A decision will be made concerning who will __________________________________ the complaint and an ___________________________________ interview scheduled. This is a __________________________________ interview to obtain specific facts from you related to the bullying complaint. After that interview, a decision will be made about whether the allegations merit investigation. You will be notified of that decision

REVIEW / INTAKE / FORMAL