Procedural Rules

Procedural Rules A. Introduction. Any group of people must have rules, not only for the accomplishment of their mission, but also for their own safety and well-being. Most MSPA employees recognize this and respect the rules on their own volition. Those who do not, however, are subject to disciplinary action. B. Discipline – Generally - Since it is impossible to foresee every contingency, MSPA’s rules are intended only as examples of the types of conduct that are prohibited and do not modify the employment-at-will relationship between the MSPA and its employees. These rules do not limit MSPA’s right to terminate, without notice, for a good reason, a bad reason, or no reason at all. Every MSPA employee is expected to exercise common sense and good judgment. Employee misconduct can result in discipline or discharge even if the conduct is not specifically prohibited by the rules. In addition, although MSPA’s rules set out examples of misconduct that normally result in discharge for the first offense and examples that will normally result in less severe discipline, these are intended as guides and examples only. They are not intended to limit MSPA’s ability to consider the circumstances of each case and to determine an appropriate discipline that may be more or less severe. Examples of such circumstances include whether the misconduct is willful; whether it endangers other employees, the public, or MSPA property, and the employee’s past discipline record. An offense that would otherwise result in a written warning may result in termination if the employee has received other warnings for the same or other offenses, especially if the offenses occurred within the same six (6) month period.