Javed Habib, Chairman Ms. Jorina Khanom, Vice Chairman Subject: A report has proved that some of employees are taking longer breaks and lunch hours more than company policy.
Procedures Corrective Action Steps The University policy of corrective action consists of four steps which are generally administered in progressive order. However, in some cases, the seriousness of the infraction or performance issue may warrant skipping one or more steps in the process.
To assist supervisors in determining the appropriate level of corrective action in a particular situation, and to promote consistency in the application of the corrective action process, a chart at the end of this section provides examples of infractions and appropriate action steps.
First Level Warning The first level warning is a formal method of informing an employee of a relatively minor violation of University or department rules or of failure to perform job duties in an acceptable manner.
Generally a first level warning occurs after an employee has received counseling from their supervisor related to the issue sand it is intended to encourage the employee to change the behavior.
The supervisor should consult with an HR Consultant before an employee is suspended. Termination If all prior disciplinary actions do not resolve the situation, or if the nature of the violation is so serious that a first or second level warning or a suspension is not appropriate, the employee is subject to termination.
The supervisor must consult with a HR Consultant before an employee may be terminated. For example, an employee who has been issued a first level warning for a performance issue would receive a second level warning for an attendance issue that warrants corrective action.
Therefore, if there is cause for further corrective action within two years, the next level of corrective action normally will be taken. If it is more than two years, but less than five years, from the last similar corrective action, the same level of corrective action generally should be applied.
If it has been five or more years since the last corrective action, no reference should be made to the previous corrective action. Corrective Action Memo Contents Any corrective action taken must be supported by appropriate documentation.
When corrective action is initiated it should be documented in a written memo from the supervisor to the employee. The employee and the supervisor receive and retain a copy of the corrective action memo for their records while the original is forwarded to the Office of Human Resources, ATTN: The corrective action memo should include the following: The action being taken i.
The specific violation or problem for which the action is being issued. Review of past counseling discussions or corrective action steps, if any.
Statement of expectations and established time frame to be achieved. Description of consequences e. The corrective action memo should include vocabulary which can be easily understood by the employee and be stated in a factual and objective manner.
Planning for the Corrective Action Meeting Before the Meeting Conduct a thorough investigation of the incident or issue including interviewing the employee or any individuals who witnessed the incident or have first-hand knowledge of the performance problem.
Review any notes you have made regarding the problem, including supporting documents such as copies of previous Corrective Action memos, if applicable, memos, attendance records, or informal notes on counseling sessions.
If suspending or terminating the employee, review your plans with your supervisor and a HR Consultant from the Office of Human Resources.
Prepare a draft of the corrective action or termination memo and an outline of the points you need to cover during the meeting.
Anticipate questions that the employee will likely ask and be prepared with answers or a commitment to get back to the employee if the answer is not known.Feb 22, · Courtesy of a plethora of very irked Yahoo employees, here is the internal memo sent to the company about a new rule rolled out today by CEO Marissa Mayer, which requires that Yahoo employees who work remotely relocate to company facilities.
NON-Smoking Policy Statement GreenStream, in recognition of Health, Safety and Environment concerns, is committed to providing and maintaining a • No restricted smoking area can be designated in work places, . Write a "Date:" field that gives the date of delivery for the memo, and follow with a "Subject:" field that contains a specific subject for the memo.
For this occasion, the subject might read, "Policy on Smoking in the Workplace.". te lephone and cell phone policy t his policy outlines the use of personal cell phones at work, the personal use of business cell phones and the safe use of cell phones by employees while driving.
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Good Manufacturing Practices (GMP) Policy Manual In order to ensure that products are handled safely and effectively at all times whilst within the company premises a Good Manufacturing Practices (GMP) Policy Manual has been developed and implemented.
Etiquette refers to behaving in a socially responsible way.
Etiquette teaches individuals to be civilized and create an everlasting impression on others. Etiquette is a code of behavior expected out of a professional to help him stand apart from the crowd.
It is essential to behave in an appropriate.