DISCIPLINARY ACTIONS EMPLOYEE HANBOOK
It is our intention to provide an environment in which all employees have the opportunity to know what is expected of them and of Frenchman’s Creek. This process enables us to work together to provide the best possible facilities and services for our members and staff. We feel it is important for you to know, understand and accept the standards and conditions of your employment with us so you will be free to concentrate your efforts in doing the kind of job that will give you the greatest sense of personal and professional satisfaction. Should there be a situation in which you fall short of achieving our standards of job performance or conduct, you will be creating a situation where corrective action becomes necessary. Frenchman’s Creek believes in the philosophy of progressive discipline. Employees may be disciplined or in writing for problems as standards of conduct violations, performance concerns, or unsatisfactory conduct. However, Frenchman’s Creek reserves the right to take disciplinary action, as it deems appropriate up to termination of employment without prior disciplinary warnings or suspensions. Verbal Warning (Coaching or Counseling) This is used to communicate lack of satisfaction with work performance or for violation of an established Frenchman’s Creek policy or department standard. These sessions are documented in the employee personnel files. Written Warnings These are used when an employee does not correct his/her performance or has violated an established Frenchman’s Creek policy or department standard. Employees must sign the written warning as acknowledgment of it being received. Suspensions (with or without pay) This can occur for any violation subsequent to, and after, a prior written warning, or for failure to improve job performance or where a violation or conduct is sufficiently severe to necessitate such action. An employee may be separated without prior suspensions or warning for violations, which Frenchman’s Creek determines to be serious. This form of discipline is up to the discretion of the department manager. Separation of Employment This can occur for any violation subsequent to, and after, a prior written warning, or for failure to improve job performance or where a violation or conduct is sufficiently severe to necessitate such action. An employee may be separated without prior suspensions or warning for violations which Frenchman’s Creek determines to be serious but in no case without review of all circumstances by the Director of Human Resources.
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