Disciplinary Timing Guidelines
The following example illustrates the guideline process for a performance or attendance issue.
These guidelines are only a recommended framework for timing of progressive discipline for certain policy violations.
The timelines and levels set forth in these guidelines are neither mandatory nor binding and are not intended to create contractual rights or obligations regarding timing of progressive discipline or the level of disciplinary action, which may be imposed on an employee.
These guidelines have been made available for exemplary purposes only.
1. Communicate Issue 1 Week | |
Action Within the week of noticing issues, the supervisor should have a discussion with the employee. Signify job responsibilities and where improvement is needed. SEE SIDEBAR RESOURCES
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2. Follow Up 1-2 Weeks | |
Action Within 1-2 weeks from the initial discussion, the supervisor should provide feedback to the employee. Give employee feedback regarding improvement or a continued need to meet expectations. SEE SIDEBAR RESOURCES
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3. 2-4 Coachings 1-3 Months | |
Action If the issue continues, the supervisor should provide 2-4 coachings (the number depends on the frequency and severity of the issue) beginning with week 3 through the next 1-3 months.
SEE SIDEBAR RESOURCES
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| DISCIPLINARY | 4. Letter for Improvement 1-3 Months |
Action
SEE SIDEBAR RESOURCES
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5. Written Warning 1-3 Months | |
Action
SEE SIDEBAR RESOURCES
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6. NCA/NFA Suspensions 1-3 Months | |
Action
SEE SIDEBAR RESOURCES
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NCA/NFA Discharge 1-3 Months |