Personnel Policy Manual for Support Staff

SUBJECT: CORRECTIVE ACTION

POLICY STATEMENT:

Occasionally it may be necessary for a department head/supervisor to take corrective action when an employee violates the rights of others or in some manner disrupts normal operating efficiency. If such a situation occurs, the following procedures have been established to ensure fair and effective corrective action.

IMPLEMENTATION:

1. The department head/supervisor is responsible for obtaining all the information regarding the infraction to determine if a problem exists.

2. If corrective action is appropriate, the department head/supervisor will constructively counsel the employee, informally in private, on the nature of the offense and the department head/supervisor's expectations for improvement.

3. Employees should be informed that future occurrences will be noted in their files.

4. The department head/supervisor will record the incident and the results of the counseling interview for future reference, if necessary.

5. If the employee does not improve sufficiently within a reasonable length of time, the department head/supervisor and the Director of Personnel will meet with the employee in a formal counseling interview.

a. The counseling interview will:

         1) specify the exact nature of the offense;

1. 2) note previous offenses;

2. 3) determine the underlying causes contributing to the problem;

3. 4) define the corrective action required of the employee;

4. 5) inform the employee this is a written probation for a specified period of time;

5. 6) caution the employee of the disciplinary action that will result if there is no improvement.

b. The counseling interview will be recorded in detail on the Corrective Action form (see Exhibit No. 405A) covering the particulars of the interview as outlined above.

. The employee, the department head/supervisor, and the Director of Personnel will sign the form. The employee's signature simply acknowledges that the interview has taken place as outlined in the record.

d. The Corrective Action form will be placed in the employee's file by the Personnel Office.

6. The department head/supervisor will consult with the Director of Personnel in the event the employee fails to improve within the specified time period stated on the Corrective Action form to determine an appropriate course of action.

7. Serious misconduct or repeated offenses may result in a suspension or termination without prior corrective action.

8. Employees may contact the Director of Personnel directly whenever they feel the action is unjust.

9. Employees may appeal a decision they feel is unfair to the President within three (3) days of the decision. The decision of the President will be final and binding in any appeals.