Discipline For Performance Sample Clauses
The 'Discipline For Performance' clause establishes the standards and procedures for addressing inadequate or unsatisfactory employee performance. Typically, this clause outlines the steps an employer may take, such as verbal or written warnings, performance improvement plans, or other corrective actions, when an employee fails to meet expected job requirements. Its core function is to provide a structured and fair process for managing performance issues, ensuring both accountability and an opportunity for improvement before more severe actions, such as termination, are considered.
Discipline For Performance. The appointing authority may discipline an employee for reasons related to the employee’s performance. These reasons include but are not limited to:
1. that the employee is incompetent or inefficient in the performance of the employee’s duty;
2. that the employee is an individual with a disability who with reasonable accommodation cannot perform the essential functions of the position; or
3. that the employee currently is not qualified for the position.
Discipline For Performance a. It is the Regional Center’s intent to provide support, as specified in this Section, when necessary to help ensure employees’ successful performance of their job duties. If the cause relates to performance, the employee shall not be discharged unless the immediate supervisor or, if the immediate supervisor is not available, the next available supervisor in the chain of command, has provided counseling and a written evaluation of performance, including a statement of action required to remove the deficiency and the employee is given a reasonable period to improve performance initially via a Success Work Plan and then, if necessary, via a Corrective Action Plan. In situations, where a Success Work Plan – see Section 33(C) – does not sufficiently improve an employee’s performance, the employee may be placed on a Corrective Action Plan. When the Regional Center is placing an employee on a Corrective Action Plan, the initial term of the Plan may be up to 90 calendar days; however, the Regional Center may extend the duration of the Corrective Action Plan or place an employee on a new Corrective Action Plan. In the event an employee has been on a Success Work Plan and a Corrective Action Plan, the Regional Center will not be required to place the employee on a new Success Work Plan prior to placing the employee on a new Corrective Action Plan if the performance issues arise within 18 months of the employee successfully completing the previous Corrective Action Plan.
b. As long as the Regional Center has provided the above referenced counseling – including a Success Work Plan and a Corrective Action Plan – and a written evaluation, the Regional Center, may but is not required to suspend or utilize any other form of progressive disciplinary action prior to the discharge of the employee.