your supervisor if you need any assistance or instruction. Report any damaged or malfunctioning equipment to your department manager. Corrective Actions As is the case with all organizations, instances arise when an employee must be reprimanded, suspended or terminated. The corrective action that is appropriate for any particular act or misconduct depends upon many factors, including prior record, the seriousness of the misconduct, or the impact of the misconduct on others. Generally, supervisors will follow a progressive corrective action process for unsatisfactory performance or behavior. Refer to the Corrective Action Policy for additional details. Grievance Policy As stated throughout this handbook, your employment remains, at all times, on an at-will basis. Neither this section, nor any other section of this handbook, should be seen or relied upon as altering this at-will relationship. The VOP reserves the right to take corrective action against an employee for conduct not listed in this policy at the sole discretion of the VOP. Refer to the Corrective Action Policy for additional details. Conflicts that occur in the workplace should be dealt with through the employee’s “chain of command” if at all possible. Should the conflict be with an employee’s direct supervisor, the employee is to move to the next line of leadership in an attempt to resolve the conflict informally. Human Resources can also work with you and your supervisor to resolve any workplace issues that are impacting you, your job performance, etc. If an issue cannot be resolved informally, an employee may file an official grievance. The Grievance Policy outlines the steps and timelines that may be followed to resolve conflicts. Refer to Grievance Policy for additional details.
Village of Pinehurst Employee Handbook – Updated January 2025
25|Page
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