Disciplinary Procedures

The company expects employees to comply with the company’s standards of behavior and performance and to correct any noncompliance with these standards. 

 Under normal circumstances, the company endorses a policy of progressive discipline in which it attempts to provide employees with notice of deficiencies and an opportunity to improve. It does, however, retain the right to administer discipline in any manner it sees fit. This policy does not modify the status of employees as employees at will or in any way restrict the company’s right to bypass the disciplinary procedures suggested. 

 The following steps are suggested in the discipline procedure. All steps should be documented in the employee’s personnel file. 

 Step 1: Informal Discussion. When a performance problem is first identified, the nature of the problem and the action necessary to correct it should be thoroughly discussed with the employee. The employee may be informed that failure to correct the problem will result in further disciplinary action that may include discharge. 

 Step 2: Reprimand. If satisfactory performance and corrective action are not achieved, the supervisor and a representative from the HR department should meet with the employee in private and proceed to issue a reprimand notice to the employee. 

 Step 3: Suspension. Supervisors have the authority to temporarily remove employees from the workplace, with or without pay, if approved in advance by senior management. An exempt employee generally may not be suspended without pay for less than a full day, and the suspension must be related to written workplace conduct rules applicable to all employees, such as a written policy prohibiting sexual harassment or workplace violence. 

 Step 4: Failure to improve. Failure to improve performance or behavior after the written warning or suspension can result in termination. 

 The progressive disciplinary procedures described above also may be applied to an employee who is experiencing a series of unrelated problems involving job performance or behavior. 

 In cases involving serious misconduct, or any time the supervisor determines it is necessary, such as a major breach of policy or violation of law, the procedures contained above may be disregarded. Typically, the supervisor should suspend the employee immediately (with or without pay), and an investigation of the incidents leading up to the suspension should be conducted to determine if any further action, such as termination, should be taken.