HR 5.01 Portland Human Resources Administrative Rules - Discipline

A collection of vocabulary flashcards related to the City of Portland's Human Resources Administrative Rules on discipline, detailing rules, regulations, and expectations for employees.

Disciplinary Action

Any action taken against an employee for cause, which may include oral reprimands, written reprimands, demotion, loss of pay, suspension, or discharge.

Progressive Discipline

A process in which disciplinary action begins with less severe measures like warnings and progresses to more severe actions such as suspension or discharge.

Serious Offenses

Actions such as stealing, workplace violence, or refusal to obey a legitimate order that may justify immediate discharge without prior warnings.

Incompetence

Failure to perform assigned duties to a satisfactory level.

Neglect of Duty

Negligence in performing duties that causes a substantial risk of personal injury or damage to property.

Intoxicants

Substances that impair an employee’s ability to perform work effectively or safely.

Absenteeism

Frequent absence from work without valid reasons, which may lead to disciplinary action.

Conviction of a Felony

A legal ruling that may impact an employee's effectiveness and reputation as a City employee.

Insubordination

Willful disobedience or failure to follow a lawful supervisory directive.

Unauthorized Use of City Resources

Using City equipment or time for personal purposes without permission.

Confidential Information

Restricted data that cannot be disclosed without proper authorization.

Dishonesty

Engaging in actions that deceive or mislead, especially related to employment.

Bullying

Intentional conduct that intimidates or threatens another employee over time.

Hazing

Creating situations that cause embarrassment or ridicule, risking harm to individuals.

Due Process

Ensuring an employee is informed of proposed disciplinary action and has the opportunity to respond.

Disciplinary Suspensions

Temporary removal from work without pay, generally not less than one week for FLSA exempt employees.

Civil Service Board

A body to which employees can appeal disciplinary actions taken against them.

Reporting Procedure

The steps an employee should take to report bullying, mobbing, or hazing.

Investigation Procedure

Steps taken to investigate complaints, including interviews and determining the validity of allegations.

Confidentiality in Investigations

Maintaining privacy to protect the involved parties during an investigation.

Retaliation

Punitive actions against an employee for reporting complaints or participating in investigations.

Behavioral Standards

The expected conduct of employees that contributes to a respectful work environment.

Performance Evaluation

Assessment of an employee's work performance, which may include disciplinary feedback.

Behavior Modification

The goal of progressive discipline to help employees correct their misconduct.

Bureau Director

The individual responsible for overseeing compliance with administrative rules and handling complaints.

Workplace Environment

The setting and conditions in which employees operate, impacting morale and productivity.

Employee Representation

The right of an employee to have someone present during meetings that may affect their employment.

Discipline Log Entry

Official documentation of any disciplinary action taken against an employee.

Violation of Safety Rules

Failure to follow established safety procedures that could endanger employees or others.

Grounds for Disciplinary Action

The justifications for taking disciplinary measures against an employee.

Corrective Measures

Actions intended to help improve employee behavior or performance.

Attachment to HRAR 11.04

Recommendations regarding the protection of restricted and confidential information.

Mobbing

A form of bullying where a group targets an individual, leading to emotional distress.

Workplace Violence

Any act of physical aggression or threat of violence within a work environment.

Employee Notification

Informing employees of potential disciplinary actions and their rights.

Legitimate Business Reasons

Valid explanations for actions taken in the workplace, such as employee assignments.

Drugs

Controlled substances that, when misused, may lead to workplace hazards.

First Violation Discipline

Consequences that may occur for an initial breach of conduct expectations.

Encouragement to Report

Promoting a culture where employees feel safe reporting inappropriate behavior.

Physical Intimidation

Using threats or coercive behavior to create fear in another employee.

Constructive Criticism

Feedback intended to help an employee improve performance in a supportive manner.

Severity of Conduct

The seriousness of a violation, which influences the disciplinary response.

Collective Bargaining Agreement

Contracts that outline the rights and responsibilities of employees and labor unions.

Behavioral Intent

The intention behind an employee's actions, which can determine if it is bullying.

Disciplinary Measures

Actions taken to address employee misconduct, ranging from warnings to discharge.

Systematic Conduct

Repeated and organized behavior that negatively impacts others in the workplace.

Professional Standards

Guidelines that govern acceptable behavior and performance in the workplace.

Rights of Employees

Legal entitlements that protect employees during disciplinary procedures.

Incident Circumstances

Factors surrounding a disciplinary offense that may influence the disciplinary outcome.

Verbal Threats

Threatening language directed toward another person with the intent to intimidate.

Workplace Expectations

Standards set for employees regarding their performance and conduct on the job.

City Charter

The foundational document that outlines the governance and regulations of the City.

Ordinance No. 176302

Specific law adopted by the city council related to the administration of human resources.

Behavioral Impact

How an employee's conduct influences others in the work environment.