Bexar County SealBexar County Department of Human Resources
Civil Service Commission Rules and Regulations

Progressive Discipline

Policy Number: 7.6.10

Effective Date: March 16, 2007

Revised: Adopted May 24, 2012
Effective June 8, 2012

Bexar County subscribes to a policy of systematic progressive discipline, when possible, to permit an employee who violates policies or exhibits unsatisfactory job performance an opportunity to comply with office or department requirements and correct his or her actions.

Bexar County employees are expected to conduct themselves responsibly and with propriety in their work and are expected to abide by all policies and regulations of the County. To enable them to do this, each office or department should develop clear and reasonable policies and performance expectations, investigate the circumstances of apparent policy or rule violations or unsatisfactory performance before taking disciplinary action, and ensure that prompt, consistent disciplinary action is administered.

No disciplinary action may be taken against an employee based on race, color, sex, national origin, age, disability, religion, political affiliation/association or for any other discriminatory reason.

Levels of Disciplinary Action

Each office or department has the authority and responsibility to take disciplinary actions against an employee for cause misconduct or for poor work performance. The levels of disciplinary action include:

  1. Oral Counseling
  2. Written Reprimand
  3. Suspension
  4. Demotion
  5. Termination

In determining the level of discipline to impose, the office or department should consider factors that it deems relevant on a case-by-case basis, including but not limited to the following:

  1. The seriousness of the employee’s offense;
  2. The position the employee holds;
  3. The employees’ employment history, including any previously imposed disciplinary actions which occurred within the pervious twenty-four (24) months, shall be considered; instances of suspensions or demotions which occurred within the previous thirty-six (36) months shall also be considered;
  4. Other similar disciplinary actions within the office or department; and
  5. The progressiveness of the discipline, where practicable.

Resignation in Lieu of Discipline

An employee who faces disciplinary action may voluntarily resign prior to the issuance of a disciplinary action. Resignation shall not be forced upon the employee by the office or department. If an employee chooses to resign, they may submit their resignation in writing to their office or department.