Fill - Free fillable Corrective Action Progressive corrective action is used for (Webster University) PDF form

Corrective Action

Progressive corrective action is used for regular full-time and part-time employees who are not in their

introductory/probationary period, and may include verbal warning, written warning, suspension, and

ultimately discharge. It is expected that conversations occur before any warnings have been issued

outlining the basic expectations, job performance duties, and other guidelines that need to be followed.

Supervisors should refer to the Human Resources (HR) website for all policies

http://www.webster.edu/human-resources/policies/

The purpose of corrective action is to inform the employee of inadequacies in performance or instances

of improper behavior, clarify what constitutes satisfactory performance or behavior, instruct the

employee on what action must be taken to correct the performance or behavior problem, and notify the

employee of what action will be taken in the future if the expectations are not met. It is our goal to give

employees every opportunity to succeed.

There are several levels of corrective action, each progressively more serious, which may be used to

correct employee performance and behavior. However, Webster University reserves the right to skip

one or more steps depending upon the severity of the situation. In all cases, the department head and

Human Resources should be consulted prior to taking any corrective action. These steps include:

Verbal Warning - An employee may be issued a verbal warning for a performance or behavior problem.

Verbal warnings are typically issued during a private conference between the supervisor and the

employee where the supervisor explains the problem and what the employee must do to return to

satisfactory status. The supervisor should document the conversation by making notes on the attached

Verbal Warning template. The employee should be informed that the conference is being conducted for

the purpose of issuing a verbal warning. This ensures that the employee is aware that corrective action

is taking place. The verbal warning may also specify a review period, if appropriate, in which the

employee's behavior or performance will be reviewed. A verbal warning template is attached to this

policy.

Written Warning - Employees may be issued a written warning which contains the following

information: a description of the specific problem or offense, the most recent incident and when it

occurred, previous actions taken to correct the problem (if applicable), expectations and acceptable

standards of performance, and warning that further unsatisfactory behavior or performance may result

in further disciplinary action. Typically, the written warning is issued and discussed with the employee in

private conference with the supervisor. A copy of the written warning should be given to the employee

and a copy placed in the employee's official personnel record in Human Resources. The written warning

may also specify a review period, if appropriate, in which the employee's behavior or performance will

be reviewed. A written warning template is attached to this policy.

Final Written Warning - A final written warning notice should be issued to the employee who has

officially been advised repeatedly of the nature of their performance or behavior misconduct. This

warning will serve as a notification that any future violations may result in termination.

Suspension – If warranted, employees may be suspended without pay for incidents that are serious

enough to warrant summary suspension, or after less severe disciplinary actions have been taken. This

suspension without pay will be in accordance with Federal, State, and local wage-and-hour laws. The

duration of the suspension should be commensurate with the offense (usually 1 to 3 days), and will be

determined jointly by the employee’s supervisor and Human Resources. Typically, the employee will be

informed of the suspension in private conference with their supervisor and Human Resources. The

employee is given a letter detailing the basis for the action which specifies: the length of the suspension

(beginning and ending dates); a description of the specific problem or offense; the most recent incident

and when it occurred; previous actions taken to correct the problem, if applicable; expectations and

acceptable standards of performance; and a warning that further unsatisfactory behavior or

performance may result in further corrective action, up to and including discharge. The suspension letter

may also specify a review period, if appropriate, in which the employee's behavior or performance will

be reviewed.

ischarge - Employees may be discharged for incidents that are serious enough to warrant summary

discharge, or after less severe disciplinary actions have been taken. It is advisable to discharge an

employee in private conference with their supervisor, Human Resources and other appropriate levels of

supervision. During this conference, the employee is usually given a letter or a memorandum clearly

stating the effective date of discharge.

hen allegations are serious enough to merit immediate discharge, it may be advisable to suspend an

employee, pending investigation. This suspension is for the purpose of investigating the problem and

conferring with appropriate officials regarding the decision to discharge, and should be so

communicated to the employee. If the investigation does not result in further action being taken, the

suspension will be with pay.

easons for immediate discharge include, but are not limited to:

● Theft;

● Intoxication on the job;

● Violence or threat of violence;

● Conviction of a felony;

● Negligent, careless or intentional conduct that results in damage or the risk of damage to

property or individuals;

● Falsifying time cards

● Falsification of Employment Application or other necessary data requested during the

employment process

● Falsification, alteration or improper handling of University-related records

● Disclosure or misuse of confidential information, including government-mandated regulations

that outline the treatment of confidential information

● Behavior/language of a threatening, abusive or inappropriate nature

● Any other conduct that reflects poorly on Webster University and could result in severe negative

implications on the University's reputation, standing, rating, etc.

ate Revised: 3/7/18

VERBAL WARNING

EMPLOYEE NAME: _____________________________________________ DATE: _________________

DEPARTMENT: ________________________________________________

The purpose of this verbal warning is to memorialize our conversation regarding deficiencies in

your conduct and/or performance. The intent is to bring these issues to your attention and help you

to take remedial steps toward correcting them. Failure to do so may result in further corrective

action.

REASON FOR WARNING:

CORRECTIVE ACTION REQUIRED:

Supervisor:_________________________________________________________________ Date: ____________________

A copy of this document will be retained in your permanent file.

WRITTEN WARNING

EMPLOYEE NAME: _____________________________________________ DATE: _________________

DEPARTMENT:_________________________________________________

The purpose of this written warning is to bring your attention to ongoing deficiencies in your conduct or

performance. On _______________, you were counseled

regarding__________________________________________________. Unfortunately, you have not

made sufficient progress in addressing these issues, necessitating this written warning.

REASON FOR WARNING:

CORRECTIVE ACTION REQUIRED:

My supervisor has discussed the above with me. I understand the contents and acknowledge and

understand the corrective action required. I also acknowledge and understand the potential

consequences of noncompliance.

Signatures:

Employee:___________________________________________________________________ Date: ___________________

Supervisor:_________________________________________________________________ Date: ____________________

____

A copy of this document will be retained in your permanent file.

FINAL WRITTEN WARNING

EMPLOYEE NAME: _____________________________________________ DATE: _________________

DEPARTMENT: ________________________________________________

The purpose of this written warning is to once again bring to your attention ongoing deficiencies in

your conduct and/or performance. On __________________ and ________________, you were

counseled regarding________________________. Unfortunately, you have not made sufficient

progress in addressing these issues, necessitating this final written warning. Failure to make immediate

and sustained improvement will result in further corrective action, up to and including termination.

REASON FOR WARNING:

CORRECTIVE ACTION REQUIRED:

My supervisor has discussed the above with me. I understand the contents and acknowledge and

understand the corrective action required. I also acknowledge and understand the potential

consequences of noncompliance.

Signatures:

Employee:___________________________________________________________________ Date: ___________________

Supervisor:_________________________________________________________________ Date: ____________________

Division/Dept. Manager __________________________________________________ Date: ____________________

____

A copy of this document will be retained in your permanent file.

SUSPENSION/DISCHARGE

EMPLOYEE NAME: _____________________________________________ DATE: _________________

DEPARTMENT:_________________________________

The purpose of this written warning is to bring your attention to ongoing deficiencies in your conduct or

performance. On multiple occasions, you were counseled regarding

______________________________________ , but despite numerous opportunities to correct these

deficiencies, you have failed to do so. As a result, it has been determined that you will be:

• Suspended ______Working Day(s) from ____________ Through ___________

• Discharge effective ___________________

Remarks: Explain reasons for suspension or discharge, including specific details of incident or violation;

include prior warning(s).

_____________________________________________________________________________________

My supervisor has discussed the above with me. I understand the contents and acknowledge and

understand the corrective action required.

Signatures:

Employee:___________________________________________________________________ Date: ___________________

Supervisor:_________________________________________________________________ Date: ____________________

Division/Dept. Manager __________________________________________________ Date: ____________________

A copy of this document will be retained in your permanent file.

Download
Save PDF to desktop

Email
Email completed PDF

Send for Signing
Email for others to sign

Print
Print document

NAME

Corrective Action Progressive corrective action is used for (Webster University)

View Audit Log
Print With Audit Log
Duplicate Document

Fill Online, Printable, Fillable, Blank Corrective Action Progressive corrective action is used for (Webster University) Form

Related forms

Fillable Corrective Action Progressive corrective action is used for (Webster University)

Fill Online, Printable, Fillable, Blank Corrective Action Progressive corrective action is used for (Webster University) Form

Related forms

First 20 documents completely FREE!