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Home My WebLink AboutPROGRESSIVE DISCIPLINE POLICY Augusta Richmond GA DOCUMENTNAME: \lro:re.S5iVe Di ~i pliVlC 'PO \i e-j DOCUMENT TYPE:.A- c...-+- YEAR: BOX NUMBER: 5 FILE NUMBER I '31 ~/4 NUMBER OF PAGES: 3 .. . '."'. '''- . -~-~. AUGUSTA-RICHMOND COUNTY PROGRESSIVE DISCIPLINE POLICY Purpose: A progressive discipline policy fosters equal treatment of employees by having fair and consistent disciplinary procedures. This policy aims at correcting the problem which is the basis for the disciplinary action, preventing recurrence, and preparing employees for satisfactory service in the future. The degree of discipline tak.m must correspond to the seriousness of the offense and the employee's record. There are 4 steps in the disciplinary process --- 1. Iferbal warning 2. written warning 3. Buspension without pay 4. termination Verbal Warning A verbal warning is generally appropriate when the problem persists after the supervisor has engaged in informal counseling with the employee about the behavior. The purpase of the verbal warning is to clarify what is expected of the employee and what should be done to remedy the behavior. The employee will be advised of the consequences of continued engagement in this behavior. If no further problems occur with regards to this issue, no further disciplinary action is warranted. This verbal warning will be documented on the appropriate form. Verbal warnings cannot be appealed to the Administrator. Written Warning If misconduct continues after a verbal warning has occurred within the past 3 months, or if behavior occurs requiring a more severe form of disciplinary action other than a verbal warning, a written warning is appropriate. A written warning should include: · an explanation of the misconduct and why it is considered to be a violation of policies and procedures; · actions the employee must take to correct this behavior; · an indication that future behavior of this nature may result in more severe disciplinary action (including suspension and possible termination); · space allocated for both department director or immediate supervisor's and employee's signatures. A copy of the written warning will be given to the employee a copy will be placed in the departmental file and a copy will be sent to the Human Resources Department to be place in employee's personnel file. Written warnings cannot be appealed to the Administrator. SuspE!nsion Without Pay a) A department director may suspend without pay any employee under his or her supervision for a period of not less than 7.5 hours nor more than ten (10) working .. . "-"\ .' 'lI .... -' days. An employee may be suspended for a period longer than ten (10) working days upon the express approval of the Administrator. b) Suspension without pay is appropriate when termination is too severe for the misconduct in question, but written warnings have occurred within the previous 6 months. The suspension letter should include: . an explanation as to why discipline of this nature is required, including an explanation of how the conduct in question is not acceptable and violates Augusta-Richmond County policies and procedures; . if applicable, a review of prior disciplinary action taken in regards to the conduct in question; . length of suspension, date effective and date employee returns to duty; . an indication that continued behavior of this nature will lead to termination; . an explanation of the employee's right to appeal the disciplinary action in accordance with the Augusta-Richmond County Personnel Policies and Procedures. c) Suspension letters will also have space allocated for the department director employee's signature. A copy of the letter will be given to the employee, a copy will be placed in the departmental file and a copy of the same will be sent to the Director of Human Resources and filed in the personnel folder of such employee within one ('I) working day of the effective date of the action. Termination a) An employee may be terminated for cause if he or she engages in behavior that has caused them to be suspended without pay within the past 12 months. b) When a regular employee is charged with misconduct that serves as just cause for termination, the department director shall place the employee on paid administrative sLlspension up to 3 days with a recommendation for termination. c) A written statement specifically setting forth the reasons for suspension with re:::ommendation for termination shall be forwarded to the Director of Human RHsources for approval. The Director of Human Resources will then arrange to provide the approved statement to the affected employee and a copy of the same shall be furnished to the Administrator within one (1) working day of the effective date of the action. d) The Director of Human Resources shall ensure that a written notice of the charges has been furnished to the affected employee and shall conduct an investigation to as:;ure that the charges are substantiated and that no errors relevant to the charges were made by the person proposing the termination. e) Wi':hin three (3) working days of the affected employee being notified of the charges, the' Administrator shall hold a conference at which the employee shall be authorized to present information which is pertinent to the charges on his/her behalf. If an employee wishes to have an attorney present at this conference, said employee must inform the Director of Human Resources of such intentions at least 48 hours prior to the conference. 2 i . .""~ , 3' 'I;, {.: ....: f) The Administrator shall render a decision on the proposal for termination based on all of the relevant information. g) The Administrator shall advise the employee of his/her right to appeal the decision under the grievance procedures outlined in the Augusta-Richmond County Personnel Policies and Procedures. h) p., probationary, temporary and/or part-time employee may be dismissed at any time, for any or no reason, and is not entitled to the grievance and appeal provisions set forth in these policies and procedures. Employees of elected officials are Employees At-Will and as such have no grievance procedure rights as outlined in Augusta- Richmond County Personnel Policies and Procedures. i) There are certain behaviors that are so severe that they subject the employee to immediate termination. These behaviors are thus excluded from the progressive discipline policy ( the following list is not exclusive of all the behaviors exempted from the progressive discipline policy): . violation of the Augusta-Richmond County Substance Abuse Policy; . carrying a weapon without a business purpose; . theft; . intentional harassment, including sexual harassment; . destruction of property; . insubordination; · misrepresentation of important facts in seeking information in administrative process. Documentation A written record of all disciplinary actions taken will be placed in an employee's file. Disciplinary documentation will be removed from the personnel file after 12 months if no further disciplinary actions occur within this time frame. C:\My Doccments\AGENDA\Pcogressive Discipline Policy {personnel) .doc 3