3.19: Employee Conduct and Disciplinary Action

Employee Conduct and Disciplinary Action

     The following policies outline expectations for employee conduct and the procedures for addressing performance or behavioral concerns at [Your Program Name]. These guidelines are intended to maintain a professional, safe, and productive work environment.

 

1. Staff Corrective Action

     At [Your Program Name], we believe in addressing performance and conduct issues with a progressive approach, when appropriate, to support employee improvement. The corrective action process includes:

• Verbal Warning: A discussion with the employee to address the concern and set expectations for improvement.
• Written Warning: Documentation of the issue and the expected corrective action. This warning will be placed in the employee’s personnel file.
• Final Written Warning/Probation: If the issue persists, a final warning or probationary period may be implemented, outlining specific actions required for improvement.
• Termination: If no improvement occurs or if the behavior is severe, termination of employment may be necessary.

Note: Some violations may warrant immediate termination without prior warnings, depending on the severity of the incident.

 

2. Adverse Performance Action Steps

When performance does not meet expectations, the following steps will be taken to provide support and establish clear improvement goals:

• Performance Evaluation Meeting: The supervisor will meet with the employee to review concerns and provide examples of adverse performance.
• Performance Improvement Plan (PIP): A formal PIP may be issued, outlining:
  • Specific areas requiring improvement.
  • Measurable performance goals.
  • A timeline for achieving improvements.
  • Support or resources provided by the center.
• Follow-Up Reviews: Regular check-ins will occur during the PIP timeline to monitor progress and provide feedback.

If significant improvement is not achieved within the designated timeframe, further disciplinary action, including termination, may follow.

 

3. At-Will Employment and Termination

     Employment at [Your Program Name] is at-will, meaning that either the employee or the center may terminate the employment relationship at any time, with or without cause, and with or without notice.

• Voluntary Termination: Employees are encouraged to provide at least two weeks' written notice if they choose to resign.
• Involuntary Termination: The center may terminate employment for reasons including, but not limited to:
  • Violation of center policies or procedures.
  • Failure to meet performance standards.
  • Misconduct, including actions that jeopardize the safety or integrity of the center.

All terminations will be conducted in compliance with applicable labor laws.

 

4. Exit Interview

Employees leaving [Your Program Name], whether voluntarily or involuntarily, may be asked to participate in an exit interview. The purpose of this interview is to:

• Gain feedback about the employee’s experience at the center.
• Identify areas for improvement in our workplace environment.
• Discuss final steps, including the return of property and outstanding obligations.

The feedback shared during the exit interview will be handled confidentially and used to enhance center operations.

 

5. Return of Center Property

Upon separation of employment, employees must return all property belonging to [Your Program Name], including but not limited to:

• Keys, badges, and access cards.
• Center-issued uniforms or equipment.
• Technology, such as laptops, tablets, or phones.
• Files, documents, or materials related to the center’s operations.

Failure to return center property in a timely manner may result in deductions from the final paycheck, if permitted by law, or other legal action.

Adherence to these policies ensures fairness and consistency in managing employee conduct and performance.