Initial Discussion
Before taking corrective action, the supervisor will meet with the employee to explain why corrective action is warranted.
10.2 Corrective Action
The following are definitions of the types of discipline, which may be imposed, depending on the severity of the problem or infraction. Normally disciplinary action will be applied in a progressive manner; however, AfriLabs reserves the right to accelerate or skip some of the steps indicated below. Verbal warning: The employee’s supervisor and People Management will meet with the employee to discuss the issue, agree on corrective action, and document the discussion. The Head of Department will be informed. Continued issues may lead to further disciplinary action. Written query: If the perceived problem or infraction is serious enough and cannot be adequately explained by the employee in a verbal discussion for whatever reason, a written query will be issued by the supervisor or other senior manager. The employee will be given two working days from receipt of the query in order to represent his/her side of the matter. A satisfactory response to the query, exonerating the employee from blame, will result in the file being purged of mention of the incident or problem. The People Management Lead should be copied on any written queries issued. Written warning: Upon receipt of a response to the query which is deemed unsatisfactory to remove all blame from the employee, People Management may give the employee a warning letter, signed either by the Executive Director or a member of the Senior Management team, outlining the problem or infraction, and ask that the employee responds in writing as to his/her resolutions to improve the situation. All such correspondence is placed on the employee’s permanent file. Performance Improvement Plan: If job performance does not improve sufficiently, the supervisor in consultation with the People Management, will place the employee on PIP. The supervisor will present the employee with a letter of probation outlining:
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