6.4 If training is required, identify the training need and provide the appropriate training for the employee. This should be documented and evaluated upon completion of the training, use the Corrective Behavior and Disciplinary Procedure Flowchart (A). 6.5 If it is determined that it is not a training need, upon receipt of a written or verbal report of the violation, the SL/SM/SSM/SE shall immediately conduct a preliminary investigation. 6.6 The SL/SM/SSM/SE responsible for carrying out the preliminary investigation must be one level higher than the individual being investigated i.e. if a SL (Level 4) is being investigated, the individuals SM (Level 3) is to carry out the preliminary investigation. 6.7 The first step of the preliminary investigation is to review the infraction against the Classification of Infractions and Corresponding Disciplinary Action table to determine the nature of the misconduct/infraction. The second stage is to review the Disciplinary Action Classification to source the degree of disciplinary actions. Once this has been established review the Corrective Behavior and Disciplinary Procedure Flowchart (B) to ascertain what stage of the procedure will be applicable e.g. Stage I, II or III. (There may be other misconducts of differing severity not stated, for which disciplinary action may be instituted.) 6.8 Stage I of the process deals with disciplinary cases involving less serious misconducts where counselling is required, the Counselling / Disciplinary Form is used to discuss and document the corrective action with the employee. 6.9 When the Counselling / Disciplinary Form is completed, the SL/SM/SSM/SE must hold a meeting with the employee concerned to advise him/her of the necessary corrective action required and obtain the employees commitment for improvement. All parties must then sign the form as approval. If the employee refuses to sign the form the supervisor must record the following statement:
(Employee’s name) has been in formed of the corrective behavior/disciplinary charges on (date and time). However, (Employee’s name) refused to sign in acknowledged thereof.”
This must be witnessed and signed by a member of the Human Resources Department of the minimum of a Level 3 status.
52
Made with FlippingBook Online newsletter maker