Informal Corrective Actions Sample Clauses
Informal Corrective Actions. Informal corrective action is not considered discipline for the purposes of this Article. It consists of either verbal or written reminders relating to policy of the District and represents notice and an effort on the part of the District to assist employees with improving performance. Informal corrective action may include confirmations of discussion, documented coaching and counseling meetings with written policy reminders, counseling memoranda, or performance improvement plans (PIP). Informal corrective actions may or may not be given before written reprimands, or other discipline depending on the nature or severity of the rule violation. Informal corrective actions may not be appealed. Informal corrective action should have the purpose of teaching and goal setting for the employee and to train and coach the employee to be an effective employee by the District.
Informal Corrective Actions. Corrective actions will include in order of normal progression:
1) Corrective Interview / Oral reprimand; 2) Letter of Direction; and 3) Letter of Reprimand. Corrective measures are not grievable and will be placed in the personnel file for up to three (3) years, and removed thereafter at the written request of the employee. An employee may challenge a written warning or letter of reprimand by providing a written rebuttal. Any such challenge shall remain attached to the corrective action in the personnel file.
Informal Corrective Actions. Informal corrective actions represent attempts to handle problems before they seriously hamper employee effectiveness. Because they are informal, they do not get inserted into the employee’s official personnel record. Informal correction actions include discussion/coaching, counseling or a written notice of expectations or counseling.