Catalog of Sample Policies for Pennsylvania's Conservation Districts

Disciplinary Actions Policy
(Fulton Conservation District)

The Supervisor and the Board of Directors shall decide upon any matter not specifically mentioned below as to the necessary disciplinary action.

Oral Reprimands

• Continued abuse of work hours (i.e. late for work, too much time for lunch, absent without approval).
• Failure to present doctors statement when required to support sick leave.
• Failure to comply with dress code.

Written Reprimands

• Insubordination.
• Intentionally falsifying records or reports of information.
• Report for or being found in a condition unfit for the performance of the work involved.
• Disregard of safety and recognized safety practices.
• Abusive language, rude, or discourteous behavior or any act or practice not in accordance with accepted standards of moral or ethical conduct.
• Lack of professionalism when addressing clients and/or others.

Termination

• Striking, threatening, intimidation, coercing, or injuring Supervisor or other employees.
• Proven theft or dishonesty.
• Willful destruction, damage, or misappropriation of property belonging to Fulton County or on Fulton County Government work sites.

Action

• Two (2) oral reprimands will be, for disciplinary purpose, considered as the same as of one written reprimand.
• Each employee will be granted two (2) written reprimands without penalty. The second written reprimand will note that further violation will result in suspension without pay.
  " Each employee upon receiving a third written reprimand will be given a five (5) working day suspension without pay, and given a warning that further violations will result in immediate dismissal.
• Each employee upon receiving a fourth written reprimand will be terminated from employment with the County immediately.

Dismissal

• An employee who does not perform a satisfactory service in the opinion of the immediate Supervisor and/or District Board and/or County Commissioners shall be warned verbally and in writing of the deficiency. If the situation is not corrected within a reasonable time, the employee is subject to dismissal.
• An employee, who is guilty of any substantial violations of Federal, State, County, or Local Laws or regulations shall be subject to immediate dismissal by the Supervisor and/or District Board or County Commissioners.
• Employees of Fulton County who have acquired permanent status will not be subject to separations except for cause or such reasons as curtailment of work or lack of funds. Quality of performance and length of service will be the major considerations in the reduction of the work force.
• Each supervisor will review employee performance evaluation reports and other relevant materials and recommend a plan of action to the County Commissioners to implement a reduction in work force. The County Commissioners will make final approval. A one month lay-off notice, when possible, will be provided.
• When a complete re-organization of a department or unit is deemed necessary, all employees may be placed on lay-off status. A system of re-hire or call back will be utilized upon the successful re-organization of the department.
• Lay-off status will remain active for six month. If an employee is called back within this period he/she will regain all leave accumulated prior to lay-off and level of seniority.
  

Resignation

• A fifteen (15) day notice is recommended of anyone who is resigning from the position of Secretary at the Fulton County Conservation District. A one-month (30 day) notice is recommended of anyone who is resigning from the District Manager or Technician position of the Fulton County Conservation District.