Provided 6-17-16
1516 RTKL 0181

PHILADELPHIA SCHOOL DISTRICT
Office of School Safety

Directive #35

SUBJECT: DISCIPLINARY PROCEDURE
1. POLICY
A. The entire disciplinary procedure and outcomes shall be consistent and fair. This
procedure supports the core values of the Philadelphia School Police
Department.
B. All charges and specifications for formal disciplinary action shall originate from
the Philadelphia School Police Department, Office of School Safety.
C. Employees will be entitled to have a recognized bargaining unit representative
present during any administrative inquiry that the employee reasonably believes
might result in disciplinary action against him/her. However, it is the
employee’s responsibility to notify and obtain representation.
D. All School Safety personnel arrested for a criminal offense must notify their
immediate supervisor, and School Police Radio Dispatch, of the incident within
24 hours.
E. Any SPO who is convicted of a criminal drug offense in or out of the workplace
must give written notice of such conviction to the Executive Director of Talent
and his/her immediate supervisor within 24 hours.

2. DUE PROCESS AND PROGRESSIVE DISCIPLINE:
A.
B.
C.
D.

An employee should know what is expected of him/her.
An employee should know, in a timely manner, if there is a work problem.
An employee should be treated fairly.
An employee has a right to receive a copy of all written material concerning
his/hers work performance and the right to respond to it.
E. Discipline should be progressive.
F. Discipline is not only punitive, it is corrective.
G. Discipline must be appropriate to the offense; mitigating factors should be
considered.

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 H. The levels of progressive discipline may include informal discussion(s), verbal
and/or written warning(s), suspension(s).
I. An employee has the right to Union representation in disciplinary conferences.

3. PROGESSIVE DISCIPLINE
A. Some offenses do not require the use of progressive discipline such as:
(a) Assaulting another employee
(b) Stealing school district property
B. Philosophy:
(a) Corrective in nature
(b) Increasingly punitive
(c) Dismissal only when all other corrective measures have failed
C. Steps in the Process:
(a) Informal discussion(s)
(b) Warning(s)
(c) Suspension(s)
(d) Dismissal
D. Documentation:
(a) Memo(s)
(b) Description of problem(s)
(c) Suggestions for improvement
(d) Corrective actions to date
(e) Recommendations
4. EMPLOYEE CONFERENCES:
(a)
(b)
(c)
(d)
(e)

Provide sufficient time for the conference
Provide a private meeting place
Define the purpose of the conference
Maintain a firm, business-like tone
Outline expectations for the employee and the possible
consequences of not meeting expectations

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 (f) Provide employee with written notice of right to union
representation.
(g) Direct comments to the employee, not the union representative.
(h) Be prepared to deal with the employee’s resistance and possible
hostility.
(i) Emphasize corrective purpose of the process
(j) Follow conference with written communication summarizing the
conference.
5. INVESTIGATION AND REPORTS - CRIMINAL OFFENSES:
(a) When an employee is arrested in any jurisdiction, the employee must
notify their immediate supervisor. The supervisor will notify the
chain of command, and the Chief Executive of School Safety.
(b) Whenever a complete and thorough investigation is conducted,
it is imperative that all supporting documents must be included.
(c) Refusal of civilian complainants and/or witnesses to appear shall
in no way relieve the Investigating Officer of the responsibility
of conducting a thorough investigation and submitting complete
reports.
(d) In the event that an employee is unable to be served with the
disciplinary package in a timely manner due to an absence
from the workplace, (IOD, long-term sick, training, vacation or
other legitimate reason), the pertinent Commander will place a
hold on the package.

10-27-10
JUNE 2015
BY ORDER OF THE CHIEF SAFETY EXECUTIVE
OFFICE of SCHOOL SAFETY

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