25A - AGMT - MUNICIPAL PARKING FACILITIES OPERATOR

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SECTION T, STAFFING POLICIES I Pages DISCIPLINARY PROCEDURES In addition to creating a positive work environment, we also understand the need to address unacceptable behavior and violations of City and company policy. The way in which we address this with our employees is to make it clear to them what our expectations are, review policies and procedures, explain our disciplinary criteria and have them sign off on that understanding. The following standards are in place for all employees working for the City of Santa Ana: DISCIPLINARY CRITERIA Absence / Tardy - Appearance / Uniform: Verbal - combination of 3 occurrences within 30 days results in a verbal warning Written - Any occurrence of Absence/Tardy. Appearance/Uniform within 60 days of Verbal results in a written warning Suspension - Any occurrence of Absence/Tardy. Appearance/Uniform within 60 days of Written results in a 2 -day suspension Termination - Any occurrence of Absence/Tardy, Appearance/Uniform after a suspension results in termination...unless there is documented proof of a legitimate Absence or Tardy Customer Service Complaints: Verbal - Based on evidence and type of complaint and the client's wishes - 15: complaint is a Verbal Written - 2-1 complaint within 60 days of Verbal results in a Written warning Suspension - 3 d complaint within 90 days of Written results in a 2 -day suspension Termination - Any complaint after the suspension ... (subject to manager review). No Call / No Show: 1i' occurrence results in a 2 -day suspension 2" d occurrence - Regardless how long after suspension results in termination Insubordination: (1s, Offense could lead to immediate termination): Written - 1v Offense Suspension - 2 -day - 2od Offense - Regardless how long after written Termination - 3W Offense - Regardless how long after suspension NOTE: Management reserves the right to change, amend and/or add to this document at any time. This document serves as a disciplinary guide and is intended not intended to replace or supersede any information contained in the CPS Employee Handbook. There may be other company violations/infractions that are not mentioned in this memo. OPEN DOOR POLICY Central Parking System believes that for communication to be effective, it has to be two-way. That's why we work hard to remove any obstacles. Effective workplace communication means that a healthy environment exists between employees and management to openly talk about work issues, safety concerns or employment conditions. This is integral to our busi- ness. The tools of our policy consist of five communication "channels": • Our policy requires managers and supervisors to invite, listen and respond to comments, concerns or problems employees may have. • An Alert -line, a 24-hour toll-free telephone number. puts employees in touch with an independent external compa-iy so they can voice their concerns or complaints. • Employee Meetings are required at least monthly. • The Employee Suggestion Program encourages our people to submit ideas and recommendations to the office, which will ultimately result in improved operations, service or p-ofits. A small prize is awarded to the contest winners. • A formal Complaint Procedure enables employees to escalate issues to the General Manager, Regional Manager or Senior Vice President. The procedure is monitored by Corporate Human Resources to assure a timely response. 25A-114