Ao 2-14 Guide To Corrective Action

Front 1

Notice of intended action:

Back 1

A permanent employee must be given advance written notice of an intent by a department director to fine, suspend, demote or remove that employee. The employee has seven days in which to respond.

Front 2

Appeal Procedure:

Back 2

Appeal of fine, demotion, suspension or removal by hearing before a hearing officer.

Front 3

Progressive disciplie:

Back 3

Serious offenses, even a first offense, can warrant a long suspension or termination. Usually corrective action results from a series of offenses, and discipline should be progressive, leading from lesser action to more sever action.

Front 4

Levels of disciplinary action:

Back 4

1. Retraining.

2. Letter of Understanding.

3. Oral Reprimand.

4. Written reprimand.

5. Suspension.

6. Fine in lieu of suspension.

7. Demotion of promoted employee.

8. Removal.

Front 5

Consistency of Discipline:

Back 5

Employees should be treated equally in those cases under the same circumstances. The "last straw" syndrome has no place in effective discipline. Discipline proceeds from one step to the next.

Front 6

Discipline intent:

Back 6

The intent is to change an employee's behavior to an acceptable standard, not to punish. Termination is not punishment. Termination recognizes that correction is not possible and eliminates the problem in the only remaining way.