Employee Disciplinary Action Policy
Before Universal Financial Associates Inc (“the Company”) shall hold employees accountable for their actions, it’s important to record Company’s expectations in terms of performance and behavior in the employee handbook or individual employee contracts.
With this policy, complete access to the rules and regulations of the workplace, the Company can then enforce disciplinary action when appropriate while using the employee handbook as a point of reference. This policy applies to all employees of the Company, including full-time, part-time, temporary, and contract employees.
General Principles
Disciplinary actions may vary depending on the severity and frequency of the misconduct. The following steps outline a progressive discipline approach, which may be adjusted based on specific circumstances.
Verbal Warning
A verbal warning is the initial step in addressing minor infractions or performance issues. The supervisor will discuss the issue with the employee, explaining the behavior that needs to change and the expected improvement.
A verbal warning is the initial step in addressing minor infractions or performance issues. The supervisor will discuss the issue with the employee, explaining the behavior that needs to change and the expected improvement.
Written Warning
If the behavior or performance does not improve after a verbal warning, a written warning may be issued. This formal document outlines the specific issues, previous actions taken, and the consequences of further infractions.
If the behavior or performance does not improve after a verbal warning, a written warning may be issued. This formal document outlines the specific issues, previous actions taken, and the consequences of further infractions.
Suspension
In cases of serious misconduct or repeated offenses, the employee may be suspended without pay. The duration of the suspension will depend on the nature of the misconduct and the employee’s disciplinary history.
In cases of serious misconduct or repeated offenses, the employee may be suspended without pay. The duration of the suspension will depend on the nature of the misconduct and the employee’s disciplinary history.
Final Warning
A final warning may be issued for severe or repeated infractions, indicating that any further misconduct will result in termination. This step serves as the last opportunity for the employee to correct their behavior.
A final warning may be issued for severe or repeated infractions, indicating that any further misconduct will result in termination. This step serves as the last opportunity for the employee to correct their behavior.
Termination
Termination of employment is the last resort when all other disciplinary actions have failed or in cases of gross misconduct. This action will be taken in accordance with Company’s termination procedures and applicable Federal and State Laws.
Procedure for Disciplinary Actions
Investigation
Before any disciplinary action is taken, an investigation will be conducted to gather all relevant facts. The employee will have an opportunity to explain their side of the story.
Before any disciplinary action is taken, an investigation will be conducted to gather all relevant facts. The employee will have an opportunity to explain their side of the story.
Meeting with Employee
A meeting will be held with the employee to discuss the findings of the investigation, the disciplinary action being considered, and to give the employee a chance to respond.
A meeting will be held with the employee to discuss the findings of the investigation, the disciplinary action being considered, and to give the employee a chance to respond.
Issuing Disciplinary Action
If disciplinary action is warranted, the supervisor will issue the appropriate disciplinary measure. The employee will be informed of the action in writing, and a copy will be placed in their personnel file.
If disciplinary action is warranted, the supervisor will issue the appropriate disciplinary measure. The employee will be informed of the action in writing, and a copy will be placed in their personnel file.
Follow-Up
Supervisors will monitor the employee’s behavior and performance following the disciplinary action to ensure improvement. Additional support or training may be provided as necessary.
Supervisors will monitor the employee’s behavior and performance following the disciplinary action to ensure improvement. Additional support or training may be provided as necessary.
Grounds for Disciplinary Action
Examples of Misconduct
• Poor performance or low productivity
• Absenteeism or tardiness
• Insubordination or refusal to follow instructions • Harassment or discrimination
• Theft or dishonesty
• Violation of company policies or procedures
• Unsafe work practices
Certain actions, such as violence, severe harassment, theft, or serious breaches of safety regulations, may be considered gross misconduct and could lead to immediate termination without prior warnings.
Employee Rights
Right to Representation
Employees have the right to have a representative present during disciplinary meetings, such as a colleague or a union representative (if applicable).
Employees have the right to have a representative present during disciplinary meetings, such as a colleague or a union representative (if applicable).
Appeal Process
Employees have the right to appeal disciplinary actions if they believe the action is unjust or not in accordance with company policy. Appeals must be submitted in writing to Human Resources department within Ten (10) days of the disciplinary action.
Employees have the right to appeal disciplinary actions if they believe the action is unjust or not in accordance with company policy. Appeals must be submitted in writing to Human Resources department within Ten (10) days of the disciplinary action.
Universal Financial Associates Inc aims to ensure a fair, safe,
and productive work environment for all employees.
By adhering to this Employee Disciplinary Action Policy, the Company strives to address and resolve issues constructively, promoting a culture of accountability and mutual respect.