§ 1-168. Types of disciplinary action.

(a)

Formal disciplinary action taken shall be consistent with the nature of the deficiency or infraction involved, and the record of the employee. Formal disciplinary action shall include written reprimand, probation, suspension, reduction in pay, demotion and dismissal. An employee may be formally warned at any time that he or she may be dismissed or otherwise disciplined for further unsatisfactory performance and/or conduct. Nothing herein shall prohibit the administration of informal disciplinary action for just cause, such as oral reprimands.

(b)

In such formal actions, a written notice shall be given the employee which shall include a written description of the deficiency or infraction involved and, except in dismissal cases, a statement of the likely consequences of further unsatisfactory performance and/or conduct.

(c)

In such formal actions, a copy of the written notice shall be filed in the parish personnel office within ten (10) days of issuance to the employee. In review of an employee's personnel record, only such formal actions as are evidenced by the written record on file shall be considered; oral warnings or reprimands shall not be so considered.

(1)

Written reprimand. A copy of the reprimand shall be kept in the employee's official personnel file until one

year has elapsed without other formal disciplinary action being taken.

(2)

Probation. In the interest of good discipline, a department head may place an employee on ninety (90) days' probation. A written statement from the department head must be submitted to the personnel department indicating such action, and also at the completion of the probation period, advising what disposition has been taken in the matter. The probation shall be permanently noted in the employee's official personnel file. Should the employee fail the probation period, other disciplinary action may be taken.

(3)

Suspension. In the interest of good discipline, a department head may suspend an employee without pay for up to thirty (30) calendar days in one calendar year. The suspension shall be permanently noted in the employee's official personnel file. Any employee arrested for a felony offense shall be suspended without pay until resolution of the charge.

(3.1)

Suspension when arrested for a felony offense. Any employee who is arrested for a felony offense related to that employee's duties as an employee of the police jury shall be suspended without pay until such time as the criminal charge against that person has been resolved.

(4)

Reduction in pay. In the interest of good discipline, an employee's pay may be reduced within his or her class pay range. The reduction shall be permanently noted in the employee's official personnel file, but the employee shall not be disqualified from consideration for later pay increases.

(5)

Demotion. In the interest of good discipline, an employee may be demoted. The demotion shall be permanently noted in the employee's official personnel file, but the employee shall not be disqualified from consideration for later advancement.

(6)

Dismissal. In the interest of good discipline, an employee may be dismissed from the parish service. Any employee convicted of a felony offense, whether by plea or after trial and verdict, shall be dismissed.

(Ord. of 12-20-76, § 8.2; Ord. of 6-18-79; Ord. of 9-21-81; Ord. of 11-16-81; Ord. of 1-16-84)