{"id":8827,"date":"2020-03-31T09:24:44","date_gmt":"2020-03-31T16:24:44","guid":{"rendered":"http:\/\/cdcr.test\/dom\/chapter-3-personnel-training-and-employee-relations\/article-22-employee-discipline\/33030-26-1-factors-to-consider-prior-to-agreeing-to-settle\/"},"modified":"2020-03-31T09:24:44","modified_gmt":"2020-03-31T16:24:44","slug":"33030-26-1-factors-to-consider-prior-to-agreeing-to-settle","status":"publish","type":"dom","link":"https:\/\/www.cdcr.ca.gov\/operations-manual\/dom\/chapter-3-personnel-training-and-employee-relations\/article-22-employee-discipline\/33030-26-1-factors-to-consider-prior-to-agreeing-to-settle\/","title":{"rendered":"33030.26.1 Factors to Consider Prior to Agreeing to Settle"},"content":{"rendered":"\t<ul class=\"cdcr-dom-group-block\">\n\t\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>When a Hiring Authority considers whether or not settlement is warranted, the following factors shall be considered:<\/p>\n\t\t\t\t\t<ul class=\"cdcr-dom-group-block\">\n\t\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>The gravity of the conduct that brought about disciplinary action;<\/p>\n\t\t\t\t\t<\/li>\n\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>The risk of harm to the public service if such misconduct recurs;<\/p>\n\t\t\t\t\t<\/li>\n\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>Whether any court orders or corrective action plans have an impact on the decision to settle the disciplinary action;<\/p>\n\t\t\t\t\t<\/li>\n\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>Whether, in accordance with the principle of progressive discipline, the settlement continues to have the effect of preventing future misconduct;<\/p>\n\t\t\t\t\t<\/li>\n\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>Whether mitigating factors or other evidence, including evidence of remorse, were already considered at the Skelly Hearing, or as part of the underlying investigation;<\/p>\n\t\t\t\t\t<\/li>\n\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>The length of the State service of the employee;<\/p>\n\t\t\t\t\t<\/li>\n\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>Whether or not the employee has a record of prior discipline;<\/p>\n\t\t\t\t\t<\/li>\n\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>Whether conditions can be obtained through settlement (i.e., drug and alcohol testing and counseling, anger management counseling, etc.) that cannot be obtained solely through continued prosecution of the adverse action;<\/p>\n\t\t\t\t\t<\/li>\n\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>Flaws and risks in the case (including evidentiary problems, problems with witness availability, questions of law, etc.) not considered or known at the time of the preparation of the adverse action, or which have been exacerbated since the filing of the Notice of Adverse Action;<\/p>\n\t\t\t\t\t<\/li>\n\t\t<li class=\"cdcr-dom-item-block\">\n\t\t\t\t\t<p>The finality that settlement brings to a case.<\/p>\n\t\t\t\t\t<\/li>\n\t\t<\/ul>\n\t\t<\/li>\n\t\t<\/ul>\n\t","protected":false},"parent":8770,"template":"","class_list":["post-8827","dom","type-dom","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - 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