Corrective Discipline

Town of Preecevile Corrective Discipline Review                                      Draft November 2009

Objective: Corrective Discipline is the application of discipline sanctions to employees who engage in misconduct. The discipline sanctions are not intended as punishment, but as means to encourage behavior required for effective job performance.

Application and Scope: Corrective Discipline is applied in situations that an employee fails to follow required policy, procedure, work rules or contravene legal/social conventions such as fraud, theft, assault, harassment, etc.

• The policy applies to all employees
• The Manager has the responsibility to make employees aware of all policies and procedures required in the workplace
• All staff must report to their manager any breach of policy, procedure or law that they are aware of. Failure to do so may result in disciplinary action
• All Corrective Discipline sanctions must be supported by documentation to the employee with copies to the employee's personnel file
• The Manager is responsible for providing ongoing informal and formal counseling to employees who fail to follow policy and procedure

Principles: Corrective Discipline is intended to deal only with misconduct. Sanctions are not intended to reflect on the individual employee but the behavior involved.

• Misconduct that may require Corrective Discipline

- Employee knows, or could reasonably be expected to know, what is required  of the job

- Employee is capable of carrying out what is required

- Employee chooses to perform in a manner other than is required

- It is only where the employee knows and is capable but chooses to disregard

  operating requirements that Corrective Discipline applies

• Specific situations where Corrective Discipline may apply: (this list is inclusive but not limited to all situations that may require Corrective Discipline)

- Late reporting for work

- Leaving before official end of day/shift

- Incorrect attendance reporting

- Failure to notify management when absent for sickness

- Insubordination (refusal to obey order)

- Harassment or assault of another employee or customer

- Intentional disregard to policies or procedures

- Discourtesy in dealing with public

- Conflict of interest with employment

- Theft of property or private property on the work site

- Inability to perform duties due to intoxication or use of illegal drugs

• Disciplinary sanctions available are:

- Written Reprimand

- Suspension

- Termination of Employment

• Any employee will be immediately suspended, without pay or discharged for:

- Stealing or improperly removing cash or any other asset

- Fraudulent misuse of any asset that staff may have

  responsibility for (i.e. customer credit card, debit cards or cheques)

- Being under the influence of alcohol or any other intoxicating drug during work  hours

- Drinking alcohol on premises

- Acting in a manner, while working that discredits the operation

Any employee who commits an offence that warrants discharge will only be discharged after a thorough investigation of the incident of misconduct.

As a general policy, the ownership/management will prosecute employees who commit theft.