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The following outline describes the progressive discipline process, beginning with the verbal warning and progresses through alternative actions that increase in severity if the problem persists. The choice of alternative disciplinary actions will vary depending on the severity of the performance or behavior problem, and may not necessarily follow the sequence as outlined here. All discipline does not have to follow the progressive disciplinary steps. If the behavior is severe, formal discipline may be applied on the first offense.
7.1.1 Verbal Warning
When an employee’s behavior or actions require correction, the supervisor/manager may first provide informal counseling that is not formally documented. The supervisor/manager should verbally communicate to the employee the observed deficiency and the corrective action that must be taken. Sufficient time for improvement should be given before more formal disciplinary action is taken. Record of the verbal warning shall be retained by the supervisor/manager but will not be placed in the employee’s personnel file maintained by Human Resources.
7.1.2 Written Warning
If the verbal warning fails to produce the desired results, the supervisor/manager will contact the Human Resources Manager to review the next disciplinary steps. Supervisors/managers must coordinate all progressive disciplinary actions with the Human Resources Manager.
After a verbal warning has been documented, the next stage of discipline is to discuss a performance matter with a written warning to the employee. The warning will include specific information about the employee’s behavior or infraction, and expectations must be clear to help the employee improve within a defined timeframe. Consequences for not meeting those expectations will be included. Such reprimands should be addressed to the employee and a signed copy should be delivered to Human Resources for inclusion in the employee’s personnel file.
7.1.3 Disciplinary Action
If an employee does not meet previously stated expectations within a defined timeframe, further discipline will be taken, depending on the severity of the circumstances and the employee’s efforts towards improvement. Discipline can include further counseling, unpaid time off, demotion, or termination. All major disciplinary actions will be coordinated with the Human Resources Manager and respective ELT Member as appropriate.
Prior to issuing disciplinary action, the supervisor/manager will notify the employee of the allegations being brought against him/her and schedule a meeting to give the employee an opportunity to prepare and respond. At the end of the meeting, the supervisor/manager may proceed with disciplinary action, including suspension without pay or demotion.
Termination may also be a consequence, with Executive Director approval.