TARRY HOUSE, INC.

 

Subject:  Progressive Discipline

 

Procedure Number:  H.R. 013

Site: Tarry House and Tarry House Respite

 

Issued By: Executive Director

Effective: 6/15/04

Approved By: The Board of Trustees

Revised:  7/19/06

Reference Policy: H.R. 001

Reviewed:  5/18/05; 7/19/06

Standards Reference:

CARF: Section 1 - F,G,H

ODMH: 5122-30-20

Approved: 6/15/04

 

I.                   Purpose:

 

The Tarry House Progressive Discipline policy is designed to ensure all employees, volunteers and students are treated consistently, while the integrity of Tarry House services is maintained.  Tarry House Inc. will follow standards set forth in this policy for disciplinary actions with employees.

 

II.                Policy:

 

It is the policy of Tarry House, Inc. that employees be disciplined only for just cause.  Discipline, with the exception of discharge, is intended to be progressive and corrective.  Some examples of when progressive discipline will be utilized with employees is when an employee violates Tarry House policies and procedures, fails to perform his/her assigned duties in a timely, acceptable & responsible manner, is abusive to persons served or violates their rights, is deemed by Tarry House, Inc. to be guilty of misconduct on or off the job, or fails to meet performance standards as evidenced by his/her performance evaluation or other written documentation. 

 

Nothing found in this policy invalidates the employment-at-will relationship between Tarry House and employees, nor creates a contract of employment with Tarry House Inc.

 

III.             Procedure

 

The following procedures of disciplinary action are applicable to all employees of Tarry House, Inc.  Employees who have not completed his/her initial 90-day probationary/orientation period may be unconditionally discharged or may have his/her probationary period extended.

 

Tarry House, Inc. provides the following list for an employee’s guidance as to some of the reasons for disciplinary action up to and including separation/termination of employment:

 

·        Theft or unauthorized removal of Tarry House property from the premises or allowing it to happen

·        Inappropriate relationship with a person served, or continued violations of appropriate boundaries

·        Any abuse of a person’s rights

·        Neglect of a person served

·        Physical abuse of a person served

·        Violence or fighting, either orally or physically on Tarry House premises

·        An unlawful act while on or off the job

·        Use of alcohol, on the job or premises

·        Falsification of documentation

·        Illegal use of prescription drugs, use of illegal drugs, or drug abuse on or off the job

·        Any act or violation of law which would negatively impact Tarry House, Inc.

·        Deliberate or reckless destruction or damage to Tarry House property

·        Negligent, careless, or inefficient performance of duty

·        Failure to follow safety rules and/or instructions

·        Failure to properly report an on the job injury or accident involving an employee, person served, visitor, Tarry House equipment, or property to a supervisor

·        Negligence that results in injury to personnel

·        Intentional falsification of time records or any other Tarry House document and/or other records required in the transaction of Tarry House business

·        Unauthorized punching, writing of time, or signing of another employee’s timecard

·        Absence without proper notification

·        Failure to adhere to assigned work schedule

·        Insubordination, including refusal or failure to perform assigned work

·        Possession or sale of illegal drugs

·        Reporting to work or being on the job under the influence of alcohol, illegal drugs, or other medications which could impair judgment

·        Off-duty use of illegal drugs or abuse of prescription medications as detected by a drug screen

·        Commission of unlawful or immoral acts either on or off the job which may, in the judgment of Tarry House, injure its reputation even if such acts do not lead to a criminal conviction

·        Sleeping or being nonproductive while on duty

·        Making malicious, false, or derogatory comments that may damage the integrity or reputation of Tarry House, its employees, or persons served

·        Unauthorized distribution or publication of literature in the workplace

·        Intimidation or harassment of other employees or management

·        Walking off the job without permission

·        Not signing required Tarry House documents such as job descriptions, performance evaluations, disciplinary actions, etc.

·        Misrepresentation or withholding of pertinent facts in securing employment or during employment

·        Habitual tardiness

·        Improper, personal use of Tarry House telephones, long distant telephone calls, or equipment (i.e. fax machines, copy machines, Tarry House information systems, etc.)

·        Abuse of break times and/or lunch period

·        Smoking in a “No smoking” area

·        Use of Tarry House vehicles without proper approval or for personal use

·        Unauthorized absence from work area

·        Conducting personal business or business for employees other than Tarry House during working hours

·        Gambling during working hours or on Tarry House property

·        Making deliberately false or fraudulent statements, either orally or in writing regarding any Tarry House-related matters

·        Encouraging, coercing, inciting, bribing, or otherwise inducing an employee to engage in any practice in violation of Tarry House’s work rules

·        Failure to immediately report an offense that resulted in a required criminal court appearance and/or specific traffic-related offenses:        DUI, vehicular homicide, and suspension of driver’s license

·        Use or possession of any weapons, explosives, or fireworks on Tarry House property or attempts to bring such items on to the property

·        Being unproductive during the notice period (notice of resignation)

·        Violation of Tarry House’s Standards of Ethical Behavior

·        Violation of a Tarry House directive

·        Medication errors

 

Although the above list encompasses specific reasons for disciplinary action, up to and including separation/termination of employment, it may not be a complete list.  There may be other reasons for disciplinary action at the sole discretion of Tarry House, Inc.

 

These procedures apply to behavior occurring during work hours as well as off work activities if they can potentially have a negative impact on Tarry House, Inc.  An employee must sign all forms concerning disciplinary action prior to placement in his/her personnel file.  An employee’s signature does not necessarily indicate his/her approval or agreement, only that he/she has had the opportunity to read the Progressive Discipline Policy and that it has been discussed with his/her supervisor.  Employees may receive a signed copy of his/her Progressive Discipline Form if requested.  Refusal to sign constitutes a violation of Tarry House, Inc. rules.  An employee may appeal the discipline imposed by using the Staff Grievance Policy and Procedure.

 

Failure to sign a Progressive Disciplinary Form may result in further disciplinary action up to and including termination of employment.  In such cases, the supervisor is to obtain a witness to the refusal and both note said refusal on the form.

 

Disciplinary action may take the following steps:

 

Formal Oral Warning

 

A formal oral warning is a documented discussion between and employee and his/her supervisor concerning the employee’s infraction of rules and/or failure to meet performance standards.  Documentation of a formal oral warning, which includes an action plan, is made in writing, is signed by the supervisor and employee, and is placed in the personnel file.  A copy is given to the employee.  An action plan is not a contract, thus it does not guarantee employment.  For example, a ninety-(90) day action plan does not guarantee employment for that period of time.  If the formal oral warning fails to produce desired results within a specific time period, further disciplinary action will be warranted.

 

Written Warning

 

A written warning is a documented discussion between and employee and his/her supervisor concerning the employee’s infraction of rules and/or failure to meet performance standards.  This may be the result of an uncorrected oral warning, and/or the receipt of multiple, and/or concurrent oral warnings, or due to a single act of a serious nature.  Documentation of a written warning is made in writing, signed by the supervisor and employee, and placed in the employee’s personnel file.  A copy is given to the employee.  If the written warning, which includes an action plan, fails to produce desired results within a specific time period, further disciplinary action will be warranted.

 

Disciplinary Probation

 

Disciplinary probation is a documented period of time during which an employee must accomplish all tasks detailed in a plan of action written by his/her supervisor and during which any other infraction or violation and/or failure to perform assigned tasks may result in suspension and/or disciplinary discharge.  This may be the result of uncorrected previous warnings, and/or the receipt of multiple, and/or concurrent written warnings, or due to a single act of a serious nature.  Documentation of disciplinary probation is made in writing, signed by the supervisor and employee, and placed in the employee’s personnel file.  A copy is given to the employee.

 

Disciplinary Suspension

 

Disciplinary suspension is a documented period of time during which an employee does not work and is not entitled to pay or the accrual of any benefits such as personal-sick, vacation, or hospital days.  This may be the result of uncorrected previous warnings, and/or the receipt of multiple, and/or concurrent written warnings, or due to a single act of a serious nature.  Some examples of single acts of a serious nature are, but not limited to; completing required training, or abuse or neglect.  Documentation of disciplinary suspension is made in writing, signed by the supervisor and the employee, and placed in the employee’s personnel file.  A copy is given to the employee.

 

Disciplinary Discharge

 

Disciplinary discharge is a documented notice of termination/separation of employment with Tarry House, Inc.  This may be the result of uncorrected previous warnings, and/or the receipt of multiple, and/or concurrent written warnings, or due to a single act of a serious nature.

 

Documentation of disciplinary discharge must be approved by the Executive Director and placed in the employee’s personnel file.  A copy is given to the employee if he/she signs the Progressive Disciplinary form.

 

Disciplinary Investigation

 

In the case of an allegation of serious violations, rule infractions, and/or poor performance standards, an employee may be suspended with or without pay while an investigation is conducted.

 

Supervisors conducting investigations of alleged violations of serious infractions/misconduct must notify the Executive Director of the investigation.

 

During the course of an investigation, employees are required to cooperate fully by providing all pertinent information.  Failure of an employee to answer any inquiry fully and to the best of his/her knowledge may be grounds for disciplinary action up to and including termination of employment.

 

Should it be determined, at the conclusion of such an investigation, that the allegation(s) was without merit; the employee may receive lost pay and benefits.

 

Disciplinary action may not always be progressive.  Tarry House, Inc., reserves the right to take whatever disciplinary action it deems appropriate for employee misconduct, including termination of employment, for a first offense.

 

 

 

 

 

 

________________________________________                                                    _____________________

Executive Director                                                                                                        Date

 

 

 

 

 

 

Tarry House, Inc.

Employee Progressive Disciplinary Form

 

Employee:

 

Date:

 

Violations:

 

Attendance

 

Personal Work

 

Work Quality

 

Carelessness

 

Safety

 

Work Quantity

 

Unauthorized Absence

 

Willful Damage to Company Property

 

Tardiness

 

Insubordination

 

Conduct

 

Other:

 

Level of Disciplinary Action:

□ Verbal Warning

□ Written Warning # 1

□ Written Warning # 2

□ Termination

_____________________________________________________________________________

Warning(s) Previously:

Warning #

Date

Oral

Written

Signed

1

 

 

 

 

2

 

 

 

 

3

 

 

 

 

 

Company Statement:

 

 

 

 

 

 

Signed:

Title:

Date:

 

Employee Statement:

 

 

 

 

I have reviewed this Progressive Disciplinary Form and understand it.

Signed:

Date:

 

Action Taken:

 

 

 

 

 

Employee’s Signature _________________________________________    Date __________

 

Supervisor __________________________________________________   Date __________

 

Executive Director ____________________________________________   Date __________