The basic objective of the safety program is to prevent accidents and injuries and to reduce operating costs by following safe practices. The use of safe practices protects employees; prevents lost time, equipment, and property damage; and reduces expenditures of funds for medical care, compensation, and liability. To accomplish these tasks a sound safety program focusing on accident prevention must be integrated into the day-to-day activities of each employee. All employees must think, talk, and work safely.
Safety-related rules and policies are necessary for the well-being of all employees. Safety rules, policies, and procedures are established by the district to govern conduct while at work and to promote a safe work environment for all employees.
Any employee who commits an act which violates accepted safety rules, policies, or procedures will be disciplined up to and including termination of employment. The nature of the discipline will depend upon the nature of the violation and the surrounding circumstances.
Violations that May Result in Disciplinary Action Being Issued
The following list of reasons for safety-related discipline is not intended to be all inclusive, the mere fact that a possible violation is not listed does not mean that it would not result in disciplinary action.
- Horseplay such a running, shoving, pushing, throwing objects, and/or any type of horseplay which could jeopardize your safety or the safety of others.
- Failure to report injuries as instructed in district work injury reporting procedures or refusing to give information to any member of management.
- Failure to report observed, unsafe behavior or conditions.
- Violation of any district-accepted safety procedure, policy, program, or rule.
- Causing unsafe conditions or carelessness in regard to the safety of self or others or the failure to properly use safety devices (including required, personal protective equipment or tampering with safety equipment).
- Intentional misuse of or damage to equipment, vehicles, or property of others.
- Using poor judgment that results in an injury or accident.
The aforementioned list constitutes some but not necessarily all of the kinds of conduct that will result in disciplinary action up to and including termination of employment.
While the progressive discipline process is used as a general guideline when administering discipline for minor infractions, the seriousness of each individual infraction will determine which level of discipline is administered up to and including termination. The district reserves the right to skip any level as deemed appropriate.
- First Offense: Verbal counseling; documented
- Second Offense: Written warning
- Third Offense: Final written warning; may be accompanied by unpaid suspension up to five days and/or termination
- Fourth Offense: Termination
Reviewed: 4/13; 9/14; 8/17; 6/20
Related Policy (Code#): 403.36