Employee Formal Written Reprimand (Page 4 of 4) in pdf

Employee Formal Written Reprimand Page 4

will normally be pursued.

The following provisions are to be observed when taking corrective disciplinary action:

1. Verbal Warning

A counseling or corrective interview will be held by the supervisor with the employee to explain

the basis of the need for corrective action. This verbal warning will be documented by the

supervisor.

2. Disciplinary Interview/Written Warning

The director or supervisor will conduct the disciplinary interview. A written record of the

interview will be given to the employee and a copy will be placed in the employee=s personnel

file. This interview record will contain a description of the employee=s conduct or job

performance, the change of conduct required of the employee, and the consequences if the

problem is not corrected within a specified period of time. Such warning will be signed by both

parties.

3. Suspension

If sufficient improvement does not occur within the noted time frame, or serious work

performance or behavior problems warrant immediate attention, disciplinary action in the form of

suspension without pay is a possibility. Suspension without pay is considered a serious

disciplinary action and should be taken only after consultation with the Human Resource Director.

4. Dismissal

The Human Resource Director, upon recommendation of the employee=s director and/or

supervisor, will review the case for dismissal and take action, as appropriate, in a written letter of

dismissal to be given to the employee in a meeting in the presence of the director and/or

supervisor. In all cases prior to dismissal, the termination checklist will be reviewed with the

director and/or supervisor to make certain that all measures have been taken to preserve the

employment relationship.

Employee Formal Written Reprimand Page 4