Common use of Progressive Disciplinary Actions Clause in Contracts

Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment they will receive a written warning with a mandatory referral to the Employee Assistance Program. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct will result in termination. 2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral to the Employee Assistance Program when they have a temporary leave balance under forty (40) hours. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination. 3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences. 4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. A signed copy of Personnel Conference Summary is to be sent to Human Resources. 5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and non- exempt absences. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3

Progressive Disciplinary Actions. 1. When an employee is in deduct status for the first time since employment they will receive a written warning with a mandatory referral warning. Additional resources can be provided to the employee by the direct supervisor regarding EAP (Employee Assistance ProgramProvider) services. The second deduct absence will result in the employee being placed on a ninety (90) day probation for attendance. The third absence in deduct will result in termination. 2. Employees who have been in deduct status previously within the prior five years of employment will receive a written warning with a mandatory referral to the Employee Assistance Program when they have a temporary leave balance under forty (40) hours. Additional resources can be provided to the employee by the direct supervisor regarding EAP (Employee Assistance Provider) services. The first deduct absence will result in being placed on a ninety (90) day probation for attendance. The second deduct absence will result in termination. 3. Supervisor will notify Human Resources before proceeding with disciplinary actions for deduct absences. 4. A formal disciplinary conference requires the supervisor to give written 24-hour notification to the employee. The employee has the right to bring representation of their choice to the conference. A signed copy of Personnel Conference Summary is to be sent to Human Resources. 5. When an employee is on probation for attendance, a defined absence is: a no call, a late call, (meaning past the timeframe in which the employee is slated to call in to report an absence), no shows, tardies, leaving early without permission, and non- exempt absences. Paid leave balance under 40 hours Deduct absence #1 Deduct absence #2 Deduct absence #3