Current Status: Active PolicyStat ID:

Transcription

1 Current Status: Active PolicyStat ID: POLICY: Effective: 09/2013 Approved: 02/2015 Last Revised: 02/2015 Expiration: 02/2017 Owner: Department: References: Sandra Niklaus-Eck Human Resources - General Applicability: Susquehanna Health - All Campuses : Susquehanna Health - Tioga Campus (susqhealth-tioga) Susquehanna Health - Lycoming Campus (susquehannahealth) Disciplinary Actions Susquehanna Health has established standards of work performance and personal conduct for all employees in order to provide for the appropriate treatment and well being of our patients, physicians and visitors as well as for the safety and proper treatment of all employees and volunteers. In order to meet those standards, disciplinary measures may be required. When such measures are necessary, they will be applied in a fair and consistent manner. This policy is applicable after the employee satisfactorily completes their introductory period (first 90 days). PROCEDURE: After the manager/supervisor has determined the facts in a disciplinary matter, they should meet with the employee in a private area and review the matter with the employee. The employee's behavior or performance should be the focus of the review. Depending on the nature and circumstances of the incident, discipline will normally be progressive and bear a reasonable relationship to the violation. The types of discipline that may occur are as follows in general order of increasing formality and seriousness: a. Coaching Conversation - A Coaching Conversation is a discussion by the supervisor with the employee reviewing an unsatisfactory element of job performance and is intended to be educational, corrective or cautionary. The Supervisor will define the area of needed improvement, set up goals for improvement and inform the employee that failure to improve may result in more serious actions. b. Written Warning - This is the first level of formal discipline. The counseling conversation is delivered by the supervisor, should be signed by the employee, and sent to Human Resources to be placed in the employee's file. PDA form, (with attachments if necessary) should be used for this purpose. The written warning must document the incident, specify the corrective measures necessary for the employee to take, establish a time limit where applicable, and inform the employee that failure to improve will result in more serious disciplinary action being taken, including discharge. c. - This is the second level of formal discipline and is used to address serious misconduct or repeated offenses. d. - This is the most severe step taken in the disciplinary process. It is used for the most grievous violations of policy or after lesser forms of disciplinary actions has been applied with little or no success. All discharges must be reviewed with the Vice President of Human Resources or the Director of Human Resources before the discharge is issued. It is the responsibility of the manager/supervisor to notify the entity President or Vice President responsible of any terminations for cause. Additional alternative action for Safety Consideration: Retrieved 02/04/2015. Official copy at Copyright 2015 Susquehanna Health - Lycoming Campus Page 1 of 6

2 Suspension - If the supervisor is unable to obtain the necessary reviews and approvals in a timely manner, but believes that a employee's conduct or job performance warrants a discharge, and the immediate removal from the work site, the manager/ supervisor should place the employee on an unpaid suspension. The manager/supervisor should inform the employee that upon further review, the suspension may become a discharge; or, if the facts warrant, remain a suspension, or, be exonerated and the employee be reinstated with back pay. The employee should then be escorted out of the work place. Documentation: The supervisor should use the Progressive Disciplinary Action Form (PDA) to document the coaching conversation, written warning, final written warning, suspension or discharge. Progressive Disciplinary Action (PDA) Form should be available for the employee's review at this time. The supervisor should document the incident, and any applicable prior warnings on the PDA form. (Use additional sheets if necessary.) The documentation must specify the corrective measures necessary for the employee to take; establish any applicable time frames; and inform the employee that if the situation does not improve, discharge may occur. The form will be submitted to Human Resources after review with the employee and will be included in the individuals personnel file If the employee refuses to sign the PDA form, the supervisor should ask' another supervisor or a reliable employee to witness the fact that the employee refused to sign the form. The employees are free to make any statements on their own behalf on the form in response to the counseling. Additional sheets may be attached if necessary. A written warning form will remain valid in the Employees personnel file for 18 months from the date of the incident. Provided no similar incidents occur during this time period the PDA will be considered inactive by Human Resources. A copy of the Progressive Disciplinary Action form may be given to the employee upon request after review by Human Resources. The matrix attached illustrates some of the more common infractions of policies and the usual discipline stream associated with the infraction. It is by no means all inclusive and the manager/supervisor may change the suggested steps or initiate appropriate disciplinary action for other behaviors, job performance, or practices not illustrated or to increase the severity of the disciplinary action as determined by the manager/supervisor and in consultation with Human Resources. Infractions of multiple rules or repeat violation of a rule addressed in a prior 18 month period will result in a more severe application of disciplinary action. ACTION 1ST 2ND 3RD 4TH Failure to report injuries Coaching Written Warning Failure to meet job performance standards Coaching Written Warning Failure to work cooperatively with others Coaching Written Warning Patient Safety Violation Based on Human Error Coaching Written Warning Retrieved 02/04/2015. Official copy at Copyright 2015 Susquehanna Health - Lycoming Campus Page 2 of 6

3 Improper use of phones / cell phones (refer to Bulletin 219 in Tioga and Policy ADM in Lycoming) Coaching Written Warning Abuse of breaks Coaching Written Warning Use of profanity* Coaching Written Warning Severity of profanity will dictate level of discipline. If profanity is used in a confrontational situation directed specifically at another individual the disciplinary action may be escalated to final written warning of discharge even on the first offense. Improper documentation of records Written Warning Written Warning Leaving work area without authorization Failure to use C.A.R.E. 2 values and behaviors with patients / visitors / other employees Unauthorized solicitation Written Warning Written Warning Patient Safety Violation Based on At-Risk Behavior Written Warning Neglect of patient care duties Written Warning Unauthorized use/ abuse of hospital property Written Warning Use of Tobacco/ Smoking at SH or on SH property Written Warning and referral to Smoking Cessation program referral to Smoking Cessation program Parking Violation Written Warning Retrieved 02/04/2015. Official copy at Copyright 2015 Susquehanna Health - Lycoming Campus Page 3 of 6

4 Sleeping on duty Threatening another employee Sexual harassment Filling out another person's time records Encouraging or participating in work stoppage slow down Insubordination Patient safety Violation Based on Reckless Behavior Fighting (physical altercation) Patient Abuse or depending on severity Theft Possession/use of weapons or explosives Soliciting gratuities Possession/use of alcohol or drugs on duty For more information consult HR policy on Substance Abuse Falsification of records Retrieved 02/04/2015. Official copy at Copyright 2015 Susquehanna Health - Lycoming Campus Page 4 of 6

5 Disclosure of confidential information Conviction of a felony Scope of Practice Violations All potential Scope of Practice violations in nursing must be reported to / evaluated by the entity DON/CNO. may be the first level of discipline based on severity. All potential Scope of Practice violations of providers must be reported to and evaluated by the SH Chief Medical Officer for Lycoming County, and for employed providers also by the President of the Medical Group, and President/Medical staff in Tioga County. Failure to Complete Regulatory and Corporate Requirements Coaching* Written Warning* * * *On due date, employees should receive a coaching notice; 24 hours after due date the employee should receive a written warning; 2 weeks after deadline the employee should receive a final written warning; 3 weeks following the deadline the employee should be placed on a suspension for a period not to exceed 30 days until requirement is complete or be terminated from employment. Coaching Written Warning Consistently fails to meet time and attendance documentation guidelines DEFINITIONS: Human Error inadvertently doing other than what should have been done: a slip, lapse, mistake At-Risk Behavior behavioral choice that increases risk where risk is not recognized, or is mistakenly believed to be justified and may lead to negative outcomes Reckless Behavior behavioral choice to consciously disregard a substantial/unjustifiable risk Control: 1. All management staff members are responsible to initiate disciplinary measures when required to correct or discipline a subordinate. 2. Human Resources Department is responsible: for policy revision, policy interpretation and education of management staff on policy changes 3. All employees have a responsibility to report any potential patient safety concerns when observed to their Supervisors for appropriate follow through. Steven P. Johnson, President & CEO Attachments: SPJ Policy Signature1.jpg Retrieved 02/04/2015. Official copy at Copyright 2015 Susquehanna Health - Lycoming Campus Page 5 of 6

6 Approver Date Sandra Niklaus-Eck 04/2014 Sandra Niklaus-Eck 05/2014 Sandra Niklaus-Eck 02/2015 Retrieved 02/04/2015. Official copy at Copyright 2015 Susquehanna Health - Lycoming Campus Page 6 of 6