Corrective Action Policy Number: TBD. Policy Administrator:

Size: px
Start display at page:

Download "Corrective Action Policy Number: TBD. Policy Administrator:"

Transcription

1 Corporate Policy and Procedure Policy Title: Effective Date: Corrective Action Policy Number: TBD TBD Draft 2/26/13 Policy Administrator: Human Resources I. PURPOSE/SCOPE Citizens expects employees to conduct themselves in a manner consistent with corporate values and the policies and procedures established by the corporation. When an employee engages in improper conduct or fails to meet and maintain satisfactory performance requirements, corrective action will be taken under the provisions of this policy. The purpose of Citizens Corrective Action Policy and Procedure is to promote reasonable, fair and consistent Corrective Action when improper conduct or unsatisfactory job performance occurs. This policy identifies the types of Corrective Actions used by Citizens, and establishes the process for approving and administering such actions. This policy applies to employees who have completed their first 90 calendar days of employment. This policy does not apply to employees who are in their introductory period. This policy does not affect or diminish the at-will nature of employment with Citizens. Citizens reserves the right to terminate the employment relationship at any time, with or without cause. II. POLICY A. GENERAL RULES 1. Employees must comply with Citizens' Code of Ethics, Standards of Conduct, Corporate Policies and Procedures, and Business Unit written guidelines. Further, employees must demonstrate professionalism, respect, and courtesy toward fellow employees, management, customers, and the public. In addition, employees must meet and maintain satisfactory performance requirements. 2. Each situation involving improper conduct or unsatisfactory job performance will be considered on its own merits. The corrective action taken will be based Citizens Property Insurance Corporation Page 1 of 6

2 on the nature of the offense and the facts of each situation. Factors such as (1) the severity of the offense, (2) the impact on corporate operations, and (3) the employee s position level, responsibilities, and prior conduct will be considered. 3. In many circumstances, Citizens uses a corrective action process that imposes more severe Corrective Actions for repeat violations. However, this policy does not require the use of sequential or progressive corrective action. 4. Supervisors are strongly encouraged to verbally coach and counsel employees to correct minor instances (where the conduct or performance is not sufficiently severe to merit corrective action) of improper conduct, policy violations or unsatisfactory job performance to stem the conduct in an effort to avoid the need for formal corrective action. Supervisors should document such informal coaching and counseling sessions in the event the problems persist. By effectively providing verbal feedback and assistance, in most circumstances employees will not be surprised to receive a formal Corrective Action. 5. Any person in the management chain of command within Citizens with concurrence from the employee s immediate supervisor can recommend Corrective Action be taken against the employee when conduct or performance warrants such. All Corrective Actions must be supported by sufficient evidence to document the appropriateness of the action proposed. 6. Human Resources (HR) is responsible for partnering with management to assist in determining if the misconduct or performance identified warrants Corrective Action and for assisting with the preparation to administer such action. HR will provide guidance related to similar situations (if any) and on the format and wording of the written Corrective Action. B. APPROVAL FOR CORRECTIVE ACTIONS The chart below provides the types of Corrective Actions used by Citizens and the approval level required within the business unit to take a specific Corrective Action: Citizens Property Insurance Corporation Page 2 of 6

3 Corrective Action Written Warning Final Warning Termination of Employment Corrective Action CORRECTIVE ACTIONS FOR SUPERVISORY EMPLOYEES Business Unit Approval Level Immediate Supervisor, Next Level Manager and VP or designee Next Level Manager, VP or designee and HR Next Level Manager, Chief or designee and HR CORRECTIVE ACTIONS FOR NON-SUPERVISORY EMPLOYEES Business Unit Approval Level Written Warning Final Warning Termination of Employment Manager or higher Director or higher and HR Chief, VP or designee and HR III. PROCEDURES Prior to taking formal Corrective Action, the supervisor and/or the employee s chain of command team should consider the nature of the offense and the facts of the situation. When business unit management determines that Corrective Action may be warranted, the following steps will be taken. A. REVIEW AND APPROVAL OF CORRECTIVE ACTION 1. The supervisor or management representative and an HR representative will consult together to determine the appropriate Corrective Action. 2. The supervisor or management representative will (1) ensure the proposed Corrective Action is drafted; and (2) submit the Corrective Action along with supporting documentation detailing the basis for corrective action to an HR representative for review and feedback. The supervisor or management representative and HR representative will reach agreement as to the corrective action to be taken. 3. The HR representative will (1) consult with the supervisor or manager to finalize the written corrective action; and (2) coordinate with the supervisor or Citizens Property Insurance Corporation Page 3 of 6

4 management representative to obtain the required approvals from the business unit in accordance with Section II (B) of this policy. B. ADMINISTERING CORRECTIVE ACTION 1. Administering Warnings and Final Warnings a. Upon determining and documenting the appropriate Corrective Action, the supervisor or management representative will meet with the employee to administer corrective action. The employee will be asked to sign and date the written action to confirm receipt. If the employee refuses, the supervisor must document the refusal on the Corrective Action. b. The supervisor or management representative will provide: 1) a copy of the Corrective Action to the employee, and 2) the original signed Corrective Action to the Human Resources Department for the employee s personnel file. 2. Terminating Employment a. Upon approval of a Corrective Action that results in termination of employment, the supervisor or management representative will work with their HR representative to coordinate the termination of employment. The Office of the General Counsel will be consulted as appropriate. b. The supervisor or management representative and the HR representative will meet with the employee to notify him or her of the termination of employment. If the employee is unavailable to meet in person, the Human Resources Department will send the employee a certified letter of their termination of employment. c. The supervisor or management representative (with assistance from the HR representative, as needed) will complete the Separated Employee Exit Checklist to ensure that Citizens property is collected. d. The supervisor or management representative should contact Facilities and Information Technology prior to the termination action to coordinate deactivation of facilities and systems access rights concurrent with the termination. Such contact should occur immediately upon if not prior to the termination. Formal systems requests to deactivate the employee s access to Citizens Property Insurance Corporation Page 4 of 6

5 facilities and systems should follow within 24 hours of the termination action. e. The supervisor or management representative must complete and submit a Personnel Action Form (PAF) immediately upon the termination of employment. IV. DEFINITIONS For the purpose of this policy, the following definition applies: A. Corrective Action (1) a formal written action, such as a written warning or final warning, that addresses improper employee conduct or unsatisfactory job performance, or (2) the termination of employment as the result of improper conduct or unsatisfactory job performance. Actions short of termination are imposed with the intent to correct the improper conduct or unsatisfactory job performance. V. REFERENCES Citizens Plan of Operation, Section 7(I)(7) VI. HISTORY Action Created Date TBD VII. RESOURCES Sample Written Warning (TBD) Sample Final Warning (TBD) For information regarding this policy, please contact an Employee Relations representative or the Director of Human Resources. VIII. APPROVAL Policy Title: Corrective Action Citizens Property Insurance Corporation Page 5 of 6

6 Approved By: Barry Gilway President/CEO and Executive Director Signature: Effective Date: Citizens Property Insurance Corporation Page 6 of 6

Policy 2.14 DISCIPLINARY ACTIONS

Policy 2.14 DISCIPLINARY ACTIONS Cobb County Police Department Policy 2.14 DISCIPLINARY ACTIONS Effective Date: October 18, 2017 Issued By: Chief M.J. Register Rescinds: Policy 2.14 (May 1, 2016) Page 1 of 5 The words he, his, him, which

More information

GENERAL ORDER PORT WASHINGTON POLICE DEPARTMENT

GENERAL ORDER PORT WASHINGTON POLICE DEPARTMENT GENERAL ORDER PORT WASHINGTON POLICE DEPARTMENT SUBJECT: DISCIPLINARY PROCEDURES NUMBER: 4.2.2 ISSUED: 7/29/09 SCOPE: All Police Personnel EFFECTIVE: 7/29/09 DISTRIBUTION: General Orders Manual RESCINDS

More information

Positive Corrective Action

Positive Corrective Action Positive Corrective Action THIS POLICY REPLACES POLICY Policy Number: 501 Policy Number: 501 Effective Date: 9/26/2017 Effective Date: 11/1/2002 PAGE: 1 of 5 Policy: It is the policy of Wesley Woods Senior

More information

Effective Date Chapter 4 PROGRESSIVE DISCIPLINE

Effective Date Chapter 4 PROGRESSIVE DISCIPLINE Effective Date Chapter 4 July 9, 2003 AUTHORITY PROGRESSIVE DISCIPLINE This guideline draws from concepts and principles included in Article III, Section 3.01 (3) and (12) of the City Charter; Sections

More information

SFCC EMPLOYEE CORRECTIVE ACTION AND DISCIPLINARY ACTION POLICY 4-2

SFCC EMPLOYEE CORRECTIVE ACTION AND DISCIPLINARY ACTION POLICY 4-2 SFCC EMPLOYEE CORRECTIVE ACTION AND DISCIPLINARY ACTION POLICY 4-2 Policy Overview SFCC strives to provide a safe and harmonious work environment where employees are able to perform their work productively

More information

Performance Management, Employee Discipline and Termination of Employment Effective Date: 06/29/2015 Last Revision Date: 06/29/2015

Performance Management, Employee Discipline and Termination of Employment Effective Date: 06/29/2015 Last Revision Date: 06/29/2015 SOP Title: Performance Management, Employee Discipline and Termination of Employment Effective Date: 06/29/2015 Last Revision Date: 06/29/2015 The following has been defined by Tavistock Restaurant Collection

More information

3. Pending the resolution of a disciplinary review, the Appointing Authority, shall place the employee on leave without pay if:

3. Pending the resolution of a disciplinary review, the Appointing Authority, shall place the employee on leave without pay if: A.R. Number: 4.10 Effective Date: 10/1/2008 Page: 1 of 9 I. POLICY It is the policy of the City of Richmond to address the behavior problems of employees when the unacceptable behavior violates a City

More information

University Policies and Procedures DISCIPLINARY ACTIONS FOR EMPLOYEES

University Policies and Procedures DISCIPLINARY ACTIONS FOR EMPLOYEES University Policies and Procedures 07-05.25 DISCIPLINARY ACTIONS FOR EMPLOYEES Purpose Towson University has established this policy and these procedures to address employee conduct. Disciplinary action

More information

PROCEDURE. Number: Reference (Rule#) 6HX /23/2017. Employee Assistance Program. Human Resources. President s Approval/Date:

PROCEDURE. Number: Reference (Rule#) 6HX /23/2017. Employee Assistance Program. Human Resources. President s Approval/Date: PROCEDURE Subject Source President s Approval/Date: Employee Assistance Program Human Resources Number: 2.19.01 Reference (Rule#) 6HX14-2.19 10/23/2017 I. PURPOSE It is recognized that problems of a personal

More information

Rogue Community College and Oregon School Employee Association Chapter 152. Classified Employee Discipline Manual

Rogue Community College and Oregon School Employee Association Chapter 152. Classified Employee Discipline Manual Rogue Community College and Oregon School Employee Association Chapter 152 Classified Employee Discipline Manual Revised November 1, 2014 PREAMBLE The Progressive Discipline Manual (PDM) is intended to

More information

ADMINISTRATIVE DIRECTIVES SECTION: WORKFORCE SERVICES REFERENCE NO: APPROVED BY: REVISION DATE-NO: 7/22/08-08

ADMINISTRATIVE DIRECTIVES SECTION: WORKFORCE SERVICES REFERENCE NO: APPROVED BY: REVISION DATE-NO: 7/22/08-08 ADMINISTRATIVE DIRECTIVES SECTION: WORKFORCE SERVICES REFERENCE NO: 1.10.1 CATEGORY: Performance Management EFFECTIVE DATE: 8/14/06 TOPIC: POSITIVE PERFORMANCE MANAGEMENT APPROVED BY: REVISION DATE-NO:

More information

To outline the College s policies and procedures for taking corrective action in personnel matters.

To outline the College s policies and procedures for taking corrective action in personnel matters. Discipline HR 400.2: Purpose To outline the College s policies and procedures for taking corrective action in personnel matters. Applicability All employees. Source The College Policy. Policy In general,

More information

FAYETTE COUNTY BOARD OF EDUCATION Fayetteville, West Virginia 1. PURPOSE.

FAYETTE COUNTY BOARD OF EDUCATION Fayetteville, West Virginia 1. PURPOSE. Page 1 FAYETTE COUNTY BOARD OF EDUCATION Fayetteville, West Virginia Board Policy: PROGRESSIVE DISCIPLINE Adopted: December 7, 2015 1. PURPOSE. The purpose of this policy is to establish uniform guidelines

More information

Virginia Beach Police Department General Order Chapter 2 - Personnel Information

Virginia Beach Police Department General Order Chapter 2 - Personnel Information Administrative General Order 2.07 Discipline PAGE 1 OF 9 SUBJECT Virginia Beach Police Department General Order Chapter 2 - Personnel Information DISTRIBUTION ALL BY THE AUTHORITY OF THE CHIEF OF POLICE:

More information

Big Bend Community Based Care Policy & Procedure

Big Bend Community Based Care Policy & Procedure Series: Policy Name: 1100: Human Resources Employee Conduct and Disciplinary Action Policy Number: 1113 Origination Date: 02/17/2009 Revised: Board Meeting of 12/13/2018 Regulation: CFOP 60-5 Policy In

More information

Office of Administrative Services-Human Resources may consult with management as necessary in administering disciplinary action.

Office of Administrative Services-Human Resources may consult with management as necessary in administering disciplinary action. SOUTH CAROLINA DEPARTMENT OF ADMINISTRATION DISCIPLINARY POLICY THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THIS DOCUMENT DOES NOT CREATE

More information

PERFORMANCE COUNSELLING AND DISCIPLINARY POLICY

PERFORMANCE COUNSELLING AND DISCIPLINARY POLICY PERFORMANCE COUNSELLING AND DISCIPLINARY POLICY 1. INTRODUCTION 1.1 A critical factor for the success of Inala Community House ("the Company") is the work performance, conduct and achievements of its employees.

More information

I. Purpose Newly hired employees will be subject to an introductory period during their first (90) days of employment with Montgomery County.

I. Purpose Newly hired employees will be subject to an introductory period during their first (90) days of employment with Montgomery County. INTRODUCTORY PERIOD I. Purpose Newly hired employees will be subject to an introductory period during their first (90) days of employment with Montgomery County. During this introductory period, employees

More information

Progressive Discipline POLICY NUMBER: CROSS REFERENCE: NEW. November 16, 2015 POLICY STATEMENT

Progressive Discipline POLICY NUMBER: CROSS REFERENCE: NEW. November 16, 2015 POLICY STATEMENT OLDS COLLEGE POLICY Olds College recognizes the need for Policies and Procedures, and the need for staff and students to be familiar with and follow such policies and procedures. It is the intent of Olds

More information

SECTION 24 DISCIPLINE

SECTION 24 DISCIPLINE SECTION 24 DISCIPLINE A. PURPOSE: To provide guidance regarding disciplinary action being taken against career service employees and to outline the procedure that must be followed when imposing discipline.

More information

Purpose To establish general guidelines for implementing progressive discipline.

Purpose To establish general guidelines for implementing progressive discipline. 900.1 Progressive Discipline Purpose To establish general guidelines for implementing progressive discipline. Definitions Verbal Counseling is the first step in the disciplinary process in which an employee

More information

P-4: Administrative Procedures Discipline of District Employees

P-4: Administrative Procedures Discipline of District Employees P-4: Administrative Procedures Discipline of District Employees REFERENCES Board Policy P-4 Board Policy, P-10, Personnel Evaluations Administrative Procedures for Board Policy P-10 DEFINITIONS Career

More information

PROCEDURES NUMBER: A SUPERSEDES: 4/1/13 EFFECTIVE: 9/3/13 CORPORATE POLICY & PROCEDURE MANUAL. CHAPTER: Human Resources

PROCEDURES NUMBER: A SUPERSEDES: 4/1/13 EFFECTIVE: 9/3/13 CORPORATE POLICY & PROCEDURE MANUAL. CHAPTER: Human Resources PROCEDURE MANUAL CHAPTER: Human Resources TITLE: Progressive Discipline SUPERSEDES: 4/1/13 EFFECTIVE: 9/3/13 PROCEDURES A. DISCIPLINE DURING THE INTRODUCTORY EMPLOYMENT PERIOD Employees employed less than

More information

A. Code of Conduct Code of Conduct and Disciplinary Actions 3/8/2016

A. Code of Conduct Code of Conduct and Disciplinary Actions 3/8/2016 OFFICIAL POLICY 9.1.2 Code of Conduct and Disciplinary Actions 3/8/2016 THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN EMPLOYEES AND THE COLLEGE OF CHARLESTON. THIS DOCUMENT

More information

PROGRESSIVE DISCIPLINE

PROGRESSIVE DISCIPLINE POLICY NUMBER: 10 POLICY:PROGRESSIVE DISCIPLINE EFFECTIVE DATE: October 28, 2011 Randall Reid-Smith, Commissioner PROGRESSIVE DISCIPLINE PURPOSE: The purpose of this policy is to establish uniform guidelines

More information

Fairmont State University Board of Governors POLICY NO. 64

Fairmont State University Board of Governors POLICY NO. 64 Fairmont State University Board of Governors POLICY NO. 64 TITLE: PROGRESSIVE DISCIPLINE AND SEPARATION FROM EMPLOYMENT EFFECTIVE DATE: On passage by the Board GENERAL: The purpose of this policy is to

More information

GEORGIA DEPARTMENT OF JUVENILE JUSTICE Applicability: {x} All DJJ Staff { } Administration { } Community Services { } Secure Facilities I.

GEORGIA DEPARTMENT OF JUVENILE JUSTICE Applicability: {x} All DJJ Staff { } Administration { } Community Services { } Secure Facilities I. GEORGIA DEPARTMENT OF JUVENILE JUSTICE Applicability: {x} All DJJ Staff { } Administration { } Community Services { } Secure Facilities Transmittal # 17-17 Policy # 3.80 Related Standards & References:

More information

SUPERVISOR S GUIDE TO DISCIPLINARY PROCEDURES

SUPERVISOR S GUIDE TO DISCIPLINARY PROCEDURES CLACKAMAS COUNTY EPP # 36 EMPLOYMENT POLICY & PRACTICE (EPP) Implemented: 12/31/92 Update: 11/27/07 SUPERVISOR S GUIDE TO DISCIPLINARY PROCEDURES PURPOSE: To describe procedures, consistent with established

More information

CITY OF MIAMI POLICY NUMBER: APM Page 1 of 6 ADMINISTRATIVE POLICY PROGRESSIVE DISCIPLINARY GUIDELINES SIJBJECT:

CITY OF MIAMI POLICY NUMBER: APM Page 1 of 6 ADMINISTRATIVE POLICY PROGRESSIVE DISCIPLINARY GUIDELINES SIJBJECT: POLICY NUMBER: APM- 1-94 DATE: May 14, 2001 ISSUED BY: Carlos A. Gimenez City Manager CITY OF MIAMI REVISIONS REVISED DATE OF SECTION REVISION Created 11/02/94 Clean-up 03/26/01 'SIGNATURT+^- ADMINISTRATIVE

More information

Progressive Discipline Policy

Progressive Discipline Policy Progressive Discipline Policy Purpose. To establish rules pertaining to employee conduct, performance, and responsibilities so that all personnel can conduct themselves according to certain rules of good

More information

2.3 An employee or volunteer may be disciplined by the Fire Chief or designee for any of the following reasons:

2.3 An employee or volunteer may be disciplined by the Fire Chief or designee for any of the following reasons: Vashon Island Fire & Rescue Policies and Operating Guidelines Policy: DISCIPLINE AND APPEAL / DISTRICT ORGANIZATION Number Effective Date Approved and Issued: 2022 01/04/00 01/04/00 1.0 REFERENCE Code

More information

HORRY-GEORGETOWN TECHNICAL COLLEGE PROCEDURE

HORRY-GEORGETOWN TECHNICAL COLLEGE PROCEDURE HORRY-GEORGETOWN TECHNICAL COLLEGE PROCEDURE Number: 3.6.1.1 Related Policy: 3.6.1 Title: Disciplinary Action Responsibility: Associate Vice President for Human Resources and Employee Relations Original

More information

THE CITADEL The Military College of South Carolina 171 Moultrie Street Charleston, SC MEMORANDUM 18 August 2009 NUMBER 2-109

THE CITADEL The Military College of South Carolina 171 Moultrie Street Charleston, SC MEMORANDUM 18 August 2009 NUMBER 2-109 THE CITADEL The Military College of South Carolina 171 Moultrie Street Charleston, SC 29409. MEMORANDUM 18 August 2009 NUMBER 2-109 I. Purpose Progressive Discipline Policy Employees are expected to conduct

More information

Employee Progressive Discipline Policy

Employee Progressive Discipline Policy Employee Progressive Discipline Policy Document Type: Internal Document Document Owner: Human Resource I. Scope The Employee Progressive Discipline Policy ( this Policy ) is effective January 1, 2017 and

More information

Confirmation Process. Effective from 1 st January, P a g e

Confirmation Process. Effective from 1 st January, P a g e Confirmation Process Effective from 1 st January, 2017 1 P a g e Confirmation Appraisal Process Objective To define the criteria & timelines for confirmation of employees at the end of their probation

More information

CHAPTER 6 DISCIPLINE AND DISMISSAL

CHAPTER 6 DISCIPLINE AND DISMISSAL CHAPTER 6 DISCIPLINE AND DISMISSAL This chapter describes policies and procedures for discipline and dismissal to be used in cases of unsatisfactory performance or misconduct. Just-cause standards (see

More information

JACKSONVILLE STATE UNIVERSITY Manual of Policies and Procedures

JACKSONVILLE STATE UNIVERSITY Manual of Policies and Procedures JACKSONVILLE STATE UNIVERSITY Manual of Policies and Procedures POLICY NUMBER: DATE: May 1, 1987 REVISION DATES: Mar 1993, May 1997, Sept 2008, Apr 2016 SUBJECT: Employee Discipline APPROVED: John M. Beehler,

More information

All classified employees at WVU are covered by these disciplinary procedures.

All classified employees at WVU are covered by these disciplinary procedures. PURPOSE: The purpose of disciplinary action is to correct, not to punish, work related behavior. Each employee is expected to maintain standards of performance and conduct as outlined by the immediate

More information

View Point Health Basics of Supervision Module 6: Progressive Discipline

View Point Health Basics of Supervision Module 6: Progressive Discipline View Point Health Basics of Supervision Module 6: Progressive Discipline 1. The Concept of Progressive Discipline 2. Disciplinary Issues 3. Counseling 4. Letter of Expectation 5. Letter of Reprimand 6.

More information

PROT. NO. 02/16 September 16, 2016

PROT. NO. 02/16 September 16, 2016 PROT. NO. 02/16 September 16, 2016 REFERENCE & BACKGROUND CHECK POLICY Effective Date of Policy: October 1, 2016 Summary of the Diocese of Columbus New Policy A vital aspect of providing outstanding ministry

More information

D. Disciplinary action, up to and including termination, may be imposed for misconduct.

D. Disciplinary action, up to and including termination, may be imposed for misconduct. SECTION VII: DISCIPLINARY ACTION 1. GENERAL POLICY. A. It is the policy of the Cottonwood Heights Parks and Recreation Service Area that management will inform its employees about what is expected at work,

More information

A. Intent. B. Definitions

A. Intent. B. Definitions Article IX.A.2.m. Corrective Discipline A. Intent 1. This program of corrective employee discipline is intended to help promote and maintain a high level of acceptable performance on the part of all classified

More information

TOPIC: EMPLOYEE DISCIPLINE. Procedure No. HR-414-PR Division Human Resources. Supersedes n/a Board Policy Ref. n/a

TOPIC: EMPLOYEE DISCIPLINE. Procedure No. HR-414-PR Division Human Resources. Supersedes n/a Board Policy Ref. n/a COLLEGE OF THE NORTH ATLANTIC OPERATIONAL PROCEDURE TOPIC: EMPLOYEE DISCIPLINE Procedure No. Division Human Resources Supersedes n/a Board Policy Ref. n/a Related Policy HR-414 Effective Date November

More information

Disciplinary Policy and Procedures for SPA Employees

Disciplinary Policy and Procedures for SPA Employees Section 7, Page 1 Introduction It is the policy of the Office of the President and General Administration to administer all disciplinary actions in a fair and effective manner such that, if possible, the

More information

World Bank Group Directive

World Bank Group Directive World Bank Group Directive Staff Rule 7.01 - Ending Employment Bank Access to Information Policy Designation Public Catalogue Number HRDVP3.09-DIR.70 Issued March 26, 2018 Effective January 1, 2016 Last

More information

UNIVERSITIES ACT, 1997 UNIVERSITY OF LIMERICK STATUTE NO. 4

UNIVERSITIES ACT, 1997 UNIVERSITY OF LIMERICK STATUTE NO. 4 UNIVERSITIES ACT, 1997 UNIVERSITY OF LIMERICK STATUTE NO. 4 Approved by Governing Authority 26 November 2002 UNIVERSITIES ACT, 1997 UNIVERSITY OF LIMERICK We, the governing authority of the University

More information

1.4. Ermha adheres to a progressive discipline approach as a means of ensuring a method which is fair and responsive.

1.4. Ermha adheres to a progressive discipline approach as a means of ensuring a method which is fair and responsive. PURPOSE 1.1. Ermha is committed to providing a high quality system that supports Ermha s organisational objectives, vision and mission and does so through linking those objectives with staff goals, achievements

More information

Circular 01 /2016 Date: 15 January Management of Employee Discipline for Supervisors, Principals and Managers. Topic. Enclosures.

Circular 01 /2016 Date: 15 January Management of Employee Discipline for Supervisors, Principals and Managers. Topic. Enclosures. Circular 01 /2016 Date: 15 January 2016 Topic Management of Employee Discipline for Supervisors, Principals and Managers Enclosures Annexure A: Acts of misconduct Annexure B: Witten warning Annexure C:

More information

Signature: Signed by GNT Date Signed: 11/13/13

Signature: Signed by GNT Date Signed: 11/13/13 Atlanta Police Department Policy Manual Standard Operating Procedure Effective Date November 15, 2013 Applicable To: All employees Approval Authority: Chief George N. Turner Signature: Signed by GNT Date

More information

PERSONNEL RULES AND REGULATIONS

PERSONNEL RULES AND REGULATIONS REGULATION 1: Discipline Pages: 1 of 6 Section 1: Introduction Sarpy County will administer disciplinary provisions in order to ensure the fair and equitable treatment of employees who are not performing

More information

No. HR Page 1 of 5 Effective Date: 08/31/15

No. HR Page 1 of 5 Effective Date: 08/31/15 TEXAS STATE TECHNICAL COLLEGE STATEWIDE OPERATING STANDARD No. HR 2.4.1 Page 1 of 5 Effective Date: 08/31/15 DIVISION: SUBJECT: Human Resources Employee Corrective Action AUTHORITY: Minute Order #06-13

More information

Subject: Definitions: None.

Subject: Definitions: None. Office of Human Resources Standard Operating Procedure HR SOP #403 Subject: Employee Discipline Effective Date: November 16, 2012 Policy Statement: The purpose of this document is to establish a disciplinary

More information

WEST LIBERTY UNIVERSITY. Board of Governors. Policy No. 57

WEST LIBERTY UNIVERSITY. Board of Governors. Policy No. 57 WEST LIBERTY UNIVERSITY Board of Governors Policy No. 57 TITLE: DISCIPLINE AND SEPARATION FROM EMPLOYMENT STATEMENT: The following policy outlines the general disciplinary and resignation procedures for

More information

DRUG AND ALCOHOL-FREE WORKPLACE POLICY

DRUG AND ALCOHOL-FREE WORKPLACE POLICY DRUG AND ALCOHOL-FREE WORKPLACE POLICY Mister Car Wash (MCW) is committed to protecting the safety, health and well-being of all employees and other individuals in our workplace. Drug and alcohol use pose

More information

Cyber Excepted Service (CES) HR Elements Course

Cyber Excepted Service (CES) HR Elements Course Cyber Excepted Service (CES) HR Elements Course Lesson 7 Performance & Conduct Based Actions, Grievance, and Appeal Procedures September 2017 DoD CIO Learning Topics Define performance and conduct based

More information

PERFORMANCE APPRAISAL CANADIAN UNION OF PUBLIC EMPLOYEES (CUPE) SUPPORT STAFF

PERFORMANCE APPRAISAL CANADIAN UNION OF PUBLIC EMPLOYEES (CUPE) SUPPORT STAFF BOARD PROCEDURE Approval Date 2010 Review Date 2015 Contact Person/Department Human Resources Administrator Replacing All previous procedures. Page 1 of 27 Identification HR 4530 PERFORMANCE APPRAISAL

More information

4.7 Employee Performance, Planning, and Appraisal

4.7 Employee Performance, Planning, and Appraisal 4.7 Employee Performance, Planning, and Appraisal The purpose of this General Order is to: (1) foster fair and impartial personnel decisions, (2) maintain and improve performance, (3) provide a medium

More information

Disciplinary Action Policy

Disciplinary Action Policy Section 7 Page 1 Contents I. Policy... 1 II. Covered Employees... 2 III. Employee Assistance Program (EAP)... 2 IV. Just Cause for Disciplinary Action... 2 V. Types of Disciplinary Action... 4 VI. Procedures

More information

Ogden City School District Human Resource Services Employee Relations and Corrective Action Manual

Ogden City School District Human Resource Services Employee Relations and Corrective Action Manual 1 Ogden City School District Human Resource Services Employee Relations and Corrective Action Manual Revised 2011 2 CONTENTS ADMINISTRATOR/SUPERVISOR RESOURCE MATERIALS CONTENTS A. INTRODUCTION 3 B. PREVENTION:

More information

WINTHROP UNIVERSITY POLICY AND PROCEDURE FOR EMPLOYEE GRIEVANCES AND APPEALS

WINTHROP UNIVERSITY POLICY AND PROCEDURE FOR EMPLOYEE GRIEVANCES AND APPEALS WINTHROP UNIVERSITY POLICY AND PROCEDURE FOR EMPLOYEE GRIEVANCES AND APPEALS THIS DOCUMENT IS NOT A CONTRACT BETWEEN EMPLOYEES AND WINTHROP UNIVERSITY, EITHER EXPRESSED OR IMPLIED. THIS DOCUMENT DOES NOT

More information

Delta Dental of Michigan, Ohio, and Indiana. Compliance Plan

Delta Dental of Michigan, Ohio, and Indiana. Compliance Plan Delta Dental of Michigan, Ohio, and Indiana Compliance Plan Procedure #: 420-29 Issue Date: 5/15/2013 Last Revised Date: 5/23/2016 Last Review Date: 5/23/2016 Next Review Date: 5/23/2017 Title: Compliance

More information

DISCIPLINE AND DISCHARGE

DISCIPLINE AND DISCHARGE POLICY 400 DISCIPLINE AND DISCHARGE 1. Discipline 1.1 The primary purpose of discipline is to correct performance or conduct that is below acceptable standards, or contrary to the employer s legitimate

More information

Disciplinary Policy & Procedure

Disciplinary Policy & Procedure Disciplinary Policy & Procedure 1. Purpose and scope 1.1. The purpose of this disciplinary policy is to help and encourage all employees to achieve and maintain required standards of performance and conduct.

More information

KCTCS Human Resources Procedures #3 Progressive Disciplinary Action Procedures

KCTCS Human Resources Procedures #3 Progressive Disciplinary Action Procedures KCTCS Human Resources Procedures #3 Progressive Disciplinary Action Procedures Relates to: KCTCS Board of Regents Policies 2.0 Kentucky Community and Technical College System Employment 2.8.2 Termination

More information

The information contained in this guideline is the processes typically recommended by Human Resource Services (HRS).

The information contained in this guideline is the processes typically recommended by Human Resource Services (HRS). Revision February 2008 Guideline for BPPM 60.50 The information contained in this guideline is the processes typically recommended by Human Resource Services (HRS). Neither these guidelines nor any University

More information

Dalton State College Progressive Discipline Policy for Staff May 13, 2013

Dalton State College Progressive Discipline Policy for Staff May 13, 2013 Policy A system of progressive discipline may be used to encourage an employee to correct unacceptable behavior and to adhere to existing Dalton State College Policies & Procedures. Dalton State College

More information

Objectives 10/18/2017 WASHINGTON STATE UNIVERSITY. Corrective Action and Discipline

Objectives 10/18/2017 WASHINGTON STATE UNIVERSITY. Corrective Action and Discipline Corrective Action and Discipline Presented by: Human Resource Services Revised Oct. 2017 Objectives Overview of Policies and Procedures Corrective Action Process Disciplinary Process Is there a need for

More information

Personnel Supervisors Guide to Discipline

Personnel Supervisors Guide to Discipline Personnel Supervisors Guide to Discipline (NOTE: Supervisor as discussed in this section refers to person or persons responsible for personnel supervision.) Employees are expected to perform and conduct

More information

REEMPLOYMENT, NON-REEMPLOYMENT, SUSPENSION, DEMOTION OR TERMINATION OF SUPPORT PERSONNEL POLICY

REEMPLOYMENT, NON-REEMPLOYMENT, SUSPENSION, DEMOTION OR TERMINATION OF SUPPORT PERSONNEL POLICY DEFINITIONS REEMPLOYMENT, NON-REEMPLOYMENT, SUSPENSION, DEMOTION OR TERMINATION OF SUPPORT PERSONNEL POLICY Certain terms used in this policy shall have the following meanings: Support Employee in this

More information

Wheels on the Bus, Inc Disciplinary Guidelines

Wheels on the Bus, Inc Disciplinary Guidelines Wheels on the Bus, Inc Disciplinary Guidelines I. POLICY A. All employees of WOTB are expected to conduct themselves in accordance with applicable laws, regulations, departmental policies and generally

More information

Introduction to the Misconduct Policy

Introduction to the Misconduct Policy Introduction to the Misconduct Policy The development of the Misconduct Policy was undertaken to provide an avenue to effectively address problem behavior when other University processes prove inappropriate

More information

STATEMENT ABOUT BACKGROUND CHECKS AND DISCRIMINATION

STATEMENT ABOUT BACKGROUND CHECKS AND DISCRIMINATION TITLE: PRE-EMPLOYMENT BACKGROUND CHECKS EFFECTIVE DATE: January 20, 2014 LAST REVISION: October 1, 2014 Policy No. 206 PURPOSE Baton Rouge Community College (BRCC or College) is committed to the providing

More information

Staff Performance Evaluation Process

Staff Performance Evaluation Process Staff Performance Evaluation Process 2019 Introductions & Housekeeping Name? Position? How long at NKU? How long as manager at NKU? Have you been a manager at a previous employer and done performance evaluations

More information

PROGRESSIVE DISCIPLINE PROCESS

PROGRESSIVE DISCIPLINE PROCESS PROGRESSIVE DISCIPLINE PROCESS I. PURPOSE This policy establishes the guidelines for addressing performance deficiencies and unacceptable conduct of Archdiocesan personnel, and outlines the process of

More information

The Violence Free Workplace Policy is in keeping with City Charter Section 3.01 ( 12).

The Violence Free Workplace Policy is in keeping with City Charter Section 3.01 ( 12). VIOLENCE FREE WORKPLACE POLICY AUTHORITY The Violence Free Workplace Policy is in keeping with City Charter Section 3.01 ( 12). POLICY STATEMENT Threats and violence in the workplace will not be tolerated.

More information

University Policy TERMINATION

University Policy TERMINATION University Policy 200.19 TERMINATION Responsible Administrator: Office of the President Responsible Office: Office of Human Resources Originally Issued: August 2006 Revision Date: Authority: Office of

More information

GEORGIA DEPARTMENT OF CORRECTIONS Standard Operating Procedures. Policy Number: Effective Date: 10/4/2017 Page Number: 1 of 6

GEORGIA DEPARTMENT OF CORRECTIONS Standard Operating Procedures. Policy Number: Effective Date: 10/4/2017 Page Number: 1 of 6 Policy Number: 104.64 Effective Date: 10/4/2017 Page Number: 1 of 6 I. Introduction and Summary: Adverse actions (including suspensions without pay, demotions, salary reductions, or dismissals) may be

More information

BSS Disciplinary Policy

BSS Disciplinary Policy BSS Disciplinary Policy 1. Introduction This document contains British Ski and Snowboard s (BSS) disciplinary policy. It sets out standards of conduct for employed & voluntary personnel & coaches and athletes

More information

Policy on Probation. Director: Human Resources. Date approved: Implementation date:

Policy on Probation. Director: Human Resources. Date approved: Implementation date: Status: Custodian: Approved Date approved: 2013-03-15 Implementation date: 2013-03-16 Director: Human Resources Decision number: SAQA 1299/13 Due for review: 2016-03=15 File Number: File Reference: 1 CONTENTS

More information

Current Status: Active PolicyStat ID:

Current Status: Active PolicyStat ID: Current Status: Active PolicyStat ID: 1327867 POLICY: Effective: 09/2013 Approved: 02/2015 Last Revised: 02/2015 Expiration: 02/2017 Owner: Department: References: Sandra Niklaus-Eck Human Resources -

More information

ADM STANDARDS OF CONDUCT/ DISCIPLINARY ACTION

ADM STANDARDS OF CONDUCT/ DISCIPLINARY ACTION Newport News Police Department - Administrative Manual ADM-210 - STANDARDS OF CONDUCT/ DISCIPLINARY ACTION Amends/Supersedes: ADM-210 (10/23/2012) Date of Issue: 01/30/2017 I. GENERAL [12.2.1(f); 26.1.1]

More information

UNIVERSITY OF THE DISTRICT OF COLUMBIA PERFORMANCE APPRAISAL SYSTEM SUPERVISORY GUIDE

UNIVERSITY OF THE DISTRICT OF COLUMBIA PERFORMANCE APPRAISAL SYSTEM SUPERVISORY GUIDE UNIVERSITY OF THE DISTRICT OF COLUMBIA PERFORMANCE APPRAISAL SYSTEM SUPERVISORY GUIDE I. Purpose II. III. IV. Overview Performance Planning Evaluating Performance: End-of-Year Accomplishments and Performance

More information

Disciplinary Action Policy

Disciplinary Action Policy Town of Chapel Hill, NC Personnel Policy Policy Number: PP 5-3 Effective Date: 09/01/2015 Modified: 12/18/2015 08/05/2016 I. POLICY II. PURPOSE III. PROCEDURE IV. FORMS/INSTRUCTIONS V. ADDITIONAL CONTACTS

More information

To enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Innovation and Team Spirit.

To enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Innovation and Team Spirit. OFFICE OF HUMAN CAPITAL To enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Innovation and Team Spirit. NOTE: Pursuant to Section 101 of the Aviation

More information

June 1, 2000 January 27, 2004; March 21, 2005; July 1, 2007; February 15, 2008; May 04, 2009

June 1, 2000 January 27, 2004; March 21, 2005; July 1, 2007; February 15, 2008; May 04, 2009 I. POLICY 1. CBRE, Inc., referred to herein as CBRE or the Company, is committed to providing its employees with a work environment free from unlawful bias, discrimination and harassment and to promoting

More information

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members.

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE 1. INTRODUCTION 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. 1.2 The procedure will be applied in accordance

More information

This document covers the following topics.

This document covers the following topics. Overview Purpose The County of Sacramento is committed to maintaining a work environment that is free from discrimination. This policy: defines and provides examples of the conduct that is prohibited summarizes

More information

Workers Compensation Policy and Procedure

Workers Compensation Policy and Procedure EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES Workers Compensation Policy and Procedure Revised Date: January 8, 2018 I. Purpose The County of El Paso provides workers compensation benefits for incidental

More information

This policy covers disciplinary action against staff but a similar process will apply to volunteers.

This policy covers disciplinary action against staff but a similar process will apply to volunteers. Procedure: Disciplinary Purpose of the procedure The Charity s aim is to encourage improvement in individual conduct and performance. This procedure sets out the action which will be taken when AUKRS rules

More information

Developmental Delay Rehabilitation Services Inc.

Developmental Delay Rehabilitation Services Inc. Developmental Delay Rehabilitation Services Inc. Corporate Compliance Plan Terence Blackwell, CEO Nathan Cohen, CCC/SLP, President Corporate Compliance Officer Table of Contents Section Name I. Corporate

More information

SUPPLEMENT H ATTENDANCE STANDARDS - HOURLY EMPLOYEES

SUPPLEMENT H ATTENDANCE STANDARDS - HOURLY EMPLOYEES PURPOSE SUPPLEMENT H ATTENDANCE STANDARDS - HOURLY EMPLOYEES Regular attendance by each employee is essential to the operation of the Company's business and is also key to the financial well-being of the

More information

5.1.1 The immediate supervisor has the authority to reprimand an employee verbally and in writing.

5.1.1 The immediate supervisor has the authority to reprimand an employee verbally and in writing. GOVERNING DOCUMENTS Title: Policy Number: 05.504 Effective Date: March 1, 1995 Revised Date: January 10, 2011* Approving Body: Authority: Responsible Officer: Delegate: Contact: Applicable to: 1.0 BACKGROUND:

More information

Purpose: To ensure that all open positions are posted and candidates are interviewed in a standardized process

Purpose: To ensure that all open positions are posted and candidates are interviewed in a standardized process 1.0 Job Posting and Selection Process Purpose: To ensure that all open positions are posted and candidates are interviewed in a standardized process Policy: The (HR) Director will ensure that all open

More information

The University of Texas System System Administration Internal Policy

The University of Texas System System Administration Internal Policy 1. Title 2. Policy Discipline/Dismissal of Employees Sec. 1 Sec. 2 Sec. 3 Purpose. The purpose of this Policy is to provide a procedure for the discipline and dismissal of classified employees who are

More information

LONE STAR COLLEGE SYSTEM DISTRICT BOARD POLICY MANUAL Fourth Edition

LONE STAR COLLEGE SYSTEM DISTRICT BOARD POLICY MANUAL Fourth Edition IV.F.10. Employee Grievance and Review Process IV.F.10.01 Policy This policy establishes a fair and uniform process for resolving employee grievances that exceeds state and federal laws. Employees who

More information

Superintendent s Circular

Superintendent s Circular Superintendent s Circular School Year 2013-2014 NUMBER: HRS-PM3 DATE: PERFORMANCE EVALUATION OF MEMBERS OF THE ADMINISTRATIVE GUILD The following sets forth the philosophy, roles and responsibilities,

More information

UNIVERSITY RELATIONS EMPLOYEE PERFORMANCE EVALUATION

UNIVERSITY RELATIONS EMPLOYEE PERFORMANCE EVALUATION UNIVERSITY RELATIONS EMPLOYEE PERFORMANCE EVALUATION Name Title Division/Department Supervisor Conference date Time period being reviewed Type of review probationary: 3 or 6 month (circle one) permanent

More information

Objectives 1/29/201 6 WASHINGTON STATE UNIVERSITY. Template-WSU Hrz 201.ppt 1. Corrective Action and Discipline

Objectives 1/29/201 6 WASHINGTON STATE UNIVERSITY. Template-WSU Hrz 201.ppt 1. Corrective Action and Discipline Corrective Action and Discipline Presented by: Human Resource Services Revised Oct. 2014 Objectives Overview of Corrective Action Process Overview of Discipline Process When these processes should be pursued

More information

NO , Chapter 1 TALLAHASSEE, February 13, Human Resources

NO , Chapter 1 TALLAHASSEE, February 13, Human Resources CFOP 60-35, Chapter 1 STATE OF FLORIDA DEPARTMENT OF CF OPERATING PROCEDURE CHILDREN AND FAMILIES NO. 60-35, Chapter 1 TALLAHASSEE, February 13, 2018 Human Resources PERFORMANCE EVALUATION PROGRAM FOR

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE 1 Policy Applies to Author(s) Approved by Staff Disciplinary, grievance and Whistleblowing policy All staff in college and boarding premises Paul Fear & Alison Baines I certify I

More information