CODAC Management Manual

• Have personal hygiene problems that become an issue • Violates safety rules • Doesn’t seem to want to communicate issues to management

• Inability to meet the conditions of employment • Work from home but doesn’t seem to be reachable • Suspected substance abuse problem • Any type of verbal or perceived verbal harassment, bullying or unprofessional conduct in the workplace Employee relations are important because they form the foundation of trust between an organization and its employees. When workers feel respected by their supervisors for their contributions to the organization's success, they tend to reciprocate this respect with hard work and loyalty towards the company. CODAC is dedicated to its Employee Relations program to assure support for employees and supervisors. DISCIPLINARY ACTIONS AND PROCEDURES Management from time to time may make use of disciplinary actions to inform employees of a problem that may exist. Disciplinary actions should be coordinated with Employee Relations. Such notification is designed to help employees correct a work-related problem and improve performance. If a problem continues and the appropriate steps are not taken to correct it, further disciplinary actions will be taken up to and including termination of employment. CODAC reserves the right of immediate discharge without warning, particularly in the case of: • major infractions of CODAC policies and procedures, • a threat to the health or safety of members and/or employees or • a gross failure to fulfill job responsibilities. Depending on the circumstances, with guidance from Employee Relations, Supervisors may initiate any of the following corrective actions to notify/inform employees of concerns of performance, attendance, or any policy violation. These actions are taken to give the employee an opportunity to change identified negative behavior or policy violations. • Memo of Conversation – the memo of conversation is a management tool to document conversations with employees. This documentation assist managers, (current and/or future) with documented issues and dates should there be further disciplinary actions needed in the future. The memo does not require the employees’ signature however it is visible to current and future supervisors in Paycom. • Documented Verbal Discussion - The Documented Verbal Discussion creates an opportunity for the immediate supervisor to bring attention to the existing performance, conduct or attendance issue. The supervisor should discuss with the employee the nature of the problem or the violation of company policies and procedures. The supervisor is expected to clearly describe expectations and steps the employee must take to improve his or her performance or resolve the problem. • Written Warning - The Written Warning involves more formal documentation of the performance, conduct or attendance issues and consequences and should be coordinated with the Employee Relations. • Performance Improvement Plan (Employee Care Plan) – A Performance Improvement Plan, also called an Employee Care Plan, is a document that details the areas where an employee is lacking and what they can do to improve.

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