Hello everyone,
I need help regarding disciplinary action. There is a guy in my organization who is coming to the office at his own time and only 3 or 4 days a week. I have talked to him and warned him that if he continues to do this, he will be fired. According to the rules, management has given him a written one-month notice, but he is not willing to sign it. What should I do in this case?
Also, what are the other things that come under disciplinary action?
Regards,
Vicky
From India, Mumbai
Acknowledge(0)
Amend(0)
5I need help regarding disciplinary action. There is a guy in my organization who is coming to the office at his own time and only 3 or 4 days a week. I have talked to him and warned him that if he continues to do this, he will be fired. According to the rules, management has given him a written one-month notice, but he is not willing to sign it. What should I do in this case?
Also, what are the other things that come under disciplinary action?
Regards,
Vicky
From India, Mumbai
Acknowledge(0)Amend(0)
Detailed Procedures
Supervisors are responsible for notifying employees immediately of any act of misconduct or non-compliance that requires disciplinary action. Because each action is a potential cause for employee termination, supervisors must be familiar with and comply with the following steps carefully.
Step One: Initial Notification—Acts of Non-Compliance
Supervisors are expected to advise an employee of the specific problem and focus the employee on the possible repercussions of such behaviors. Examples requiring disciplinary action include, but are not limited to:
Acts of Non-Compliance:
- Failure to maintain a desired level of performance after progressive counseling
- Misuse of work time
- Excessive absenteeism
- Failure to comply with University policies and rules
- Repetitive disregard of stated rules and procedures (i.e., parking, safety equipment requirements, etc.)
- Disregard of authorized work request
- Lack of cooperation
- Failure to follow work instructions
- Failure to stay at assigned work location
Supervisors are to complete the Disciplinary Action form #HR30140101 (pdf) prior to conducting a meeting with the employee. The supervisor must determine if the situation warrants a written warning of termination or a suspension with the written warning when preparing the disciplinary action form. Consultation with the Employee Relations office will be helpful in determining the correct disciplinary approach.
Normally, the supervisor will conduct the discipline meeting with the employee in the presence of the employee relations representative, or another supervisor if an employee relations representative is not available, as soon as possible following the occurrence requiring disciplinary action.
In the meeting, the supervisor is responsible for A) advising the employee that an act of non-compliance has occurred, B) for working with the employee to determine the appropriate corrective action in a specified time frame, and C) documenting that information on the form.
The supervisor or the employee relations representative will close the meeting by stressing with the employee the severity of the incident and that if a second occurrence arises, disciplinary action will automatically be termination.
After the meeting, the supervisor is responsible for giving a copy of the form to the employee and forwarding a copy of the form to the Employee Relations office.
Successful Completion of Disciplinary Period
If the employee successfully completes the initial notification of disciplinary action resolution in the time given, the supervisor is to write a memo of acknowledgment to the employee. Included in the memorandum will be a warning that if there is a repeat experience of any unsatisfactory performance for the same or different reason, termination is likely.
The supervisor will complete and close the outstanding form and forward a copy of the form to the Employee Relations office.
Step Two Second Notification—Termination
If the employee does not successfully complete the corrective action in the time given, the supervisor is responsible for conducting the second disciplinary session to terminate the employee in the presence of the employee relations representative.
The supervisor will complete part two of the form, specifying why the termination was necessary and forward a copy to the employee and to the Employee Relations office.
The employee will be terminated as of the date of notification.
If the disciplinary action results in termination or a voluntary resignation, the Employee Relations office is to inform the employee of the normal termination processes and be prepared to conduct the termination on the spot, collect keys, passes, identification cards, etc.
Step One: Initial Notification—Acts of Misconduct
Supervisors are expected to advise the employee of the specific problem and focus the employee on the repercussions of such behaviors. Examples requiring disciplinary action include, but are not limited to:
Acts of Misconduct:
- Acts of violence
- Endangering life or property
- Harassment
- Sexual harassment
- Violation or misuse of confidential information
- Misrepresentation or misuse of authority
- Reporting to or engaging in University related work while under the influence of illegal drugs/alcohol
- Possession and/or sale of illegal drugs on Case property
- Theft or fraud
- Failure to disclose conflict of interest
- Possession of a weapon at the workplace
- Disruptive behavior
- Insubordination
Supervisors are to complete the Disciplinary Action Form (#HR30140101) prior to conducting a meeting with the employee. The supervisor must determine if the situation warrants a suspension with a written warning or immediate termination when preparing the disciplinary action form. Consultation with the Employee Relations office will be helpful in determining the correct disciplinary approach.
Normally, if the employee has engaged in acts of violence or created other similar emergencies, the supervisor should notify Employee Relations that an employee is being suspended immediately to ensure the safety of others even if immediate termination is appropriate. If the employee resists the suspension, the supervisor should call Protective Services to escort the employee off campus.
In cases that are not acts of violence or emergencies, the supervisor will conduct the discipline meeting with the employee in the presence of the employee relations representative, or another supervisor if the employee relations representative is not available, as soon as possible following the occurrence requiring disciplinary action.
In the meeting, the supervisor is responsible for A) advising the employee that an act of misconduct has occurred, B) working with the employee to determine the appropriate corrective action in a specified time frame, C) indicating that an investigation may be undertaken, if applicable, and D) documenting that information on the form.
If the disciplinary action is a suspension, the supervisor or the employee relations representative will close the meeting by stressing with the employee the severity of the incident and that a second occurrence will automatically result in termination.
After the meeting, the supervisor is responsible for giving a copy of the form to the employee and forwarding a copy of the form to the Employee Relations office.
Successful Completion of Disciplinary Period
If the employee successfully completes the initial notification of disciplinary action resolution in the time given, the supervisor is to write a memo of acknowledgment to the employee. Included in the memorandum will be a warning that if there is a repeat experience of any unsatisfactory performance for the same or different reason, termination is likely.
The supervisor will complete and close the outstanding form and forward a copy of the form to the Employee Relations office.
Step Two: Second Notification—Termination
If the employee does not successfully complete the corrective action in the time given, the supervisor is responsible for conducting the second disciplinary session to terminate the employee in the presence of the employee relations representative.
The supervisor will complete part two of the form, specifying why the termination was necessary and forward a copy to the employee and to the Employee Relations office.
The employee will be terminated as of the date of notification.
If the disciplinary action results in termination or a voluntary resignation, the Employee Relations office is to inform the employee of the normal termination processes and be prepared to conduct the termination on the spot, collect keys, passes, identification cards, etc.
Student Employees
The office of Student Employment will refer the employee to University Health Services for administering the vaccine or completing the declination statement.
Source:
http://cwru.edu (link updated to site home)
From India, Nasik
Acknowledge(0)Amend(0)
Supervisors are responsible for notifying employees immediately of any act of misconduct or non-compliance that requires disciplinary action. Because each action is a potential cause for employee termination, supervisors must be familiar with and comply with the following steps carefully.
Step One: Initial Notification—Acts of Non-Compliance
Supervisors are expected to advise an employee of the specific problem and focus the employee on the possible repercussions of such behaviors. Examples requiring disciplinary action include, but are not limited to:
Acts of Non-Compliance:
- Failure to maintain a desired level of performance after progressive counseling
- Misuse of work time
- Excessive absenteeism
- Failure to comply with University policies and rules
- Repetitive disregard of stated rules and procedures (i.e., parking, safety equipment requirements, etc.)
- Disregard of authorized work request
- Lack of cooperation
- Failure to follow work instructions
- Failure to stay at assigned work location
Supervisors are to complete the Disciplinary Action form #HR30140101 (pdf) prior to conducting a meeting with the employee. The supervisor must determine if the situation warrants a written warning of termination or a suspension with the written warning when preparing the disciplinary action form. Consultation with the Employee Relations office will be helpful in determining the correct disciplinary approach.
Normally, the supervisor will conduct the discipline meeting with the employee in the presence of the employee relations representative, or another supervisor if an employee relations representative is not available, as soon as possible following the occurrence requiring disciplinary action.
In the meeting, the supervisor is responsible for A) advising the employee that an act of non-compliance has occurred, B) for working with the employee to determine the appropriate corrective action in a specified time frame, and C) documenting that information on the form.
The supervisor or the employee relations representative will close the meeting by stressing with the employee the severity of the incident and that if a second occurrence arises, disciplinary action will automatically be termination.
After the meeting, the supervisor is responsible for giving a copy of the form to the employee and forwarding a copy of the form to the Employee Relations office.
Successful Completion of Disciplinary Period
If the employee successfully completes the initial notification of disciplinary action resolution in the time given, the supervisor is to write a memo of acknowledgment to the employee. Included in the memorandum will be a warning that if there is a repeat experience of any unsatisfactory performance for the same or different reason, termination is likely.
The supervisor will complete and close the outstanding form and forward a copy of the form to the Employee Relations office.
Step Two Second Notification—Termination
If the employee does not successfully complete the corrective action in the time given, the supervisor is responsible for conducting the second disciplinary session to terminate the employee in the presence of the employee relations representative.
The supervisor will complete part two of the form, specifying why the termination was necessary and forward a copy to the employee and to the Employee Relations office.
The employee will be terminated as of the date of notification.
If the disciplinary action results in termination or a voluntary resignation, the Employee Relations office is to inform the employee of the normal termination processes and be prepared to conduct the termination on the spot, collect keys, passes, identification cards, etc.
Step One: Initial Notification—Acts of Misconduct
Supervisors are expected to advise the employee of the specific problem and focus the employee on the repercussions of such behaviors. Examples requiring disciplinary action include, but are not limited to:
Acts of Misconduct:
- Acts of violence
- Endangering life or property
- Harassment
- Sexual harassment
- Violation or misuse of confidential information
- Misrepresentation or misuse of authority
- Reporting to or engaging in University related work while under the influence of illegal drugs/alcohol
- Possession and/or sale of illegal drugs on Case property
- Theft or fraud
- Failure to disclose conflict of interest
- Possession of a weapon at the workplace
- Disruptive behavior
- Insubordination
Supervisors are to complete the Disciplinary Action Form (#HR30140101) prior to conducting a meeting with the employee. The supervisor must determine if the situation warrants a suspension with a written warning or immediate termination when preparing the disciplinary action form. Consultation with the Employee Relations office will be helpful in determining the correct disciplinary approach.
Normally, if the employee has engaged in acts of violence or created other similar emergencies, the supervisor should notify Employee Relations that an employee is being suspended immediately to ensure the safety of others even if immediate termination is appropriate. If the employee resists the suspension, the supervisor should call Protective Services to escort the employee off campus.
In cases that are not acts of violence or emergencies, the supervisor will conduct the discipline meeting with the employee in the presence of the employee relations representative, or another supervisor if the employee relations representative is not available, as soon as possible following the occurrence requiring disciplinary action.
In the meeting, the supervisor is responsible for A) advising the employee that an act of misconduct has occurred, B) working with the employee to determine the appropriate corrective action in a specified time frame, C) indicating that an investigation may be undertaken, if applicable, and D) documenting that information on the form.
If the disciplinary action is a suspension, the supervisor or the employee relations representative will close the meeting by stressing with the employee the severity of the incident and that a second occurrence will automatically result in termination.
After the meeting, the supervisor is responsible for giving a copy of the form to the employee and forwarding a copy of the form to the Employee Relations office.
Successful Completion of Disciplinary Period
If the employee successfully completes the initial notification of disciplinary action resolution in the time given, the supervisor is to write a memo of acknowledgment to the employee. Included in the memorandum will be a warning that if there is a repeat experience of any unsatisfactory performance for the same or different reason, termination is likely.
The supervisor will complete and close the outstanding form and forward a copy of the form to the Employee Relations office.
Step Two: Second Notification—Termination
If the employee does not successfully complete the corrective action in the time given, the supervisor is responsible for conducting the second disciplinary session to terminate the employee in the presence of the employee relations representative.
The supervisor will complete part two of the form, specifying why the termination was necessary and forward a copy to the employee and to the Employee Relations office.
The employee will be terminated as of the date of notification.
If the disciplinary action results in termination or a voluntary resignation, the Employee Relations office is to inform the employee of the normal termination processes and be prepared to conduct the termination on the spot, collect keys, passes, identification cards, etc.
Student Employees
The office of Student Employment will refer the employee to University Health Services for administering the vaccine or completing the declination statement.
Source:
http://cwru.edu (link updated to site home)
From India, Nasik
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc