Town Of Duxbury Verbal Warning Form Page 4
ADVERTISEMENT
1
2
3
4
5
6
7
8
9
10Disciplinary Decision – Factors leading to the discipline determination include the
preponderance of evidence, severity of the conduct, progressive discipline process, and the
similarity of the offenses, disparate treatment, and past practice, and the elements of the written
decision including all relevant reasons.
Step 1 - COUNSELING AND VERBAL WARNING
A.
A verbal warning is a discussion between a supervisor and an employee regarding some
particular aspect of the employee's performance or conduct. The supervisor should
discuss with the employee the nature of the problem or violation of policies or
procedures. The supervisor is expected to clearly outline expectations and steps the
employee must take to improve performance or resolve the problem. A written record
that the warning occurred detailing the related time frame and nature of the incident shall
be maintained in the employee’s personnel file.
B.
This type of disciplinary action should be taken as a result of relatively minor infraction,
administered as soon as possible after the incident. A verbal warning will be noted in a
written document and will be placed in the employee’s personnel file.
Step 2 - WRITTEN WARNING
The intent is that the performance, conduct, or attendance issues that were identified in
verbal warning have been corrected. However, this may not always be the case. A
written warning involves a more formal documentation of performance, conduct or
attendance issues, and consequences. During step 2, the supervisor, department head and
possibly human resources will meet with the employee and review any additional
incidents or information about the performance, conduct or attendance issues as well as
any prior incidents or corrective action plans. The consequences of continued failure to
meet expectations will be outlined for the employee in written form.
A formal
performance improvement plan (PIP) requiring the employees’ immediate and sustained
corrective action will be issued within five business days of a step 2 meeting. A written
warning outlining that the employee may be subject to additional discipline up to and
including termination if immediate and sustained corrective action is not taken may be
included in the written warning. This is an official record placed in the employee's
personnel file, concerning a violation(s) of rules and policies.
B.
A written warning may result from a specific formal charge or because of an
accumulation of minor or repeated infractions, which in the opinion of the department
head, board, or committee requires more severe disciplinary action.
C.
A written warning may be administered by a supervisor, department head, or board or
committee member based on information/observation, investigation, and proof of written
allegations and charges.
Step 3 - SUSPENSION AND FINAL WRITTEN WARNING
A.
There may be performance, conduct, or safety incidents so problematic and harmful that
the most effective action may be the temporary removal of the employee from the
workplace. When immediate action is necessary to ensure the safety of the employee or
Page 4
ADVERTISEMENT
0 votes
Related Articles
Related forms
Related Categories
Parent category: Business