ABC can use disciplinary actions to resolve unsatisfactory job performance,
misconduct, or inappropriate behavior.Discipline will be administered consistently and constructively.
is an important tool to maximize and sustain high employee performance.
to respect and follow authority.
by an employee, while engaged in ABC business or on ABC property, which
includes, but is not limited to, breaking the law and/or any ABC policy,
procedure and/or practice.
actions should be corrective and progressive, however, serious misconduct or
work performance problems may warrant disciplinary action, including
termination, outside the process detailed below.These procedures are a guide for supervisors
to help ensure that a fair process is followed.It is recommended that disciplinary action be used only after other
informal or corrective measures (such as on-performance feedback, coaching,
training, etc.) have not been successful.
determining the proper course of disciplinary action, the supervisor, in
conjunction with HR, may repeat, modify, or omit a level of discipline if
imposing discipline, supervisors must consult with HR.
an employee feels that disciplinary action is not warranted, he/she should
contact HR to resolve the problem informally.
have the right to file a formal grievance whenever they believe they have been
treated in a way inconsistent with this policy.
can be oral or written. The supervisor should meet with the employee to discuss
the performance problem and/or inappropriate behavior and outline the steps
needed to correct it.The supervisor has
the option to make notes of this initial meeting.
performance or behavioral problems continue, the supervisor will meet with the
employee and present him/her with a written warning.The warning will describe the problem and the
steps needed to correct it, the timeline for improvement, and the next
scheduled time to meet.The warning will
also indicate that continued unacceptable performance or behavior further
disciplinary action, up to and including termination, may occur.The warning and any notes the supervisor
makes will be placed in the employee’s personnel file.
performance or behavioral problems continue, further disciplinary action can
include any of the following: a second written warning, a final warning, a
suspension, or termination.Supervisors
must meet with HR before making a decision at this step.Written warnings will clearly indicate
continued unacceptable performance or behavior further disciplinary action, up
to and including termination, may occur.The warning and any notes the supervisor makes will be placed in the
employee’s personnel file.
must review all written warnings before they are issued.The original is placed in the employee’s
personnel file and a copy is provided to the employee.
suspensions are used to address serious misconduct/violations of procedures,
practices, or laws. A suspension can be used when:
and written warnings have not worked.
performance/behavior warrants more severe initial disciplinary action.
must discuss possible suspensions with HR.
are and usually range from one to three
consecutive workdays. Severe infractions can warrant longer suspensions at the
discretion of the supervisor and HR.
MAY BE STATE AND FEDERAL STATUTES/LAWS/ACTS THAT MAY LIMIT YOUR ABILITY TO
SUSPEND AND EMPLOYEE AND DICTATE THE TERMS OF THE SUSPENSION
employee can be suspended pending an investigation.The outcome of the investigation will
determine whether the employee is issued a disciplinary suspension, reinstated,
given a lesser penalty, or terminated.HR will review the suspension before it is given.The employee will be provided with a letter
detailing the rationale for the suspension, whether the suspension is with or
without pay, and its duration.A copy of
the letter will be retained in the employee’s personnel file.
employee can be terminated for performance problems that are not corrected, or
serious misconduct.Before terminating
an employee, the supervisor will consult with HR.
the investigation and discussion with the employee, a letter detailing the
rationale for termination must be given to the employee and a copy placed in
his/her personnel file. Supervisors will require the employee to return all ABC
property, including keys, ID, parking passes, etc.
with the supervisor to ensure disciplinary procedures follow this policy.
all suspensions before given.
grieving, follow the appropriate procedures.
using formal procedures as outlined above, attempt to informally discuss and
correct performance problems and/or inappropriate behavior.
with HR for proceeding with any formal disciplinary action.
fair verbal or written warnings and conduct discipline in accordance with this
all written warnings reviewed by HR before issuing.
originals of all warnings to the employee.
copies of all warnings in the employee’s personnel file.
a terminated employee return all ABC property, including keys, ID, parking