1)
INITIAL INTRODUCTORY PERIOD:
a. All employees are employed
on the basis of an initial six month introductory period for the purpose of
determining suitability for the position and demonstrated ability to operationalize Community Care values and standards.
b. This introductory period may
be extended at the discretion of the supervisor.
c. Any person failing to
complete their introductory period satisfactorily may be terminated without
advance notice.
d. However, during the time of
the introductory period, the supervisor is extraordinarily vigilant to the
needs of the new employee in regard to training, coaching, supervision, and
other problems of adjustment.
e. An extended period of
absence (more than one month) is not counted as part of the introductory
period.
2)
UNSATISFACTORY
WORK PERFORMANCE:
a. When a supervisor becomes aware of a performance or
behavior problem(s) with an employee, the supervisor will meet with the employee
to discuss and document the deficiencies. Supervisors are expected to deal with
problems as they arise, to offer direct feedback and problem solving options to
the employee, and to document these interventions.
b. When the employee's performance or behavior is
unsatisfactory and does not show the required improvement, the supervisor will present
a "Letter of Warning" which will include the following:
i.
A statement of
the problem and/or a list of deficiencies and/or the values, standards,
policies or procedures violated.
ii.
Specific examples
or incidents that illustrate the concern(s).
iii.
Copies of or
references to any previous discussions regarding the deficiencies.
iv.
The course of
action expected from the employee (a corrective action plan).
v.
A specified time
frame for satisfactorily completing a corrective action plan (period of
improvement).
vi.
A notation that
failure to meet stated requirements within the period of improvement or the
onset of further performance or behavior problems may result in further
disciplinary action up to and including termination of employment.
c. The "Letter of Warning" will be used as the
basis of a performance discussion. Following this discussion, the employee will
be given the original and asked to sign an acknowledgment of the letter. The
supervisor should also sign the letter and indicate when it was discussed with
the employee. A copy of the letter will be maintained in the employee�s
personnel file.
d. If at the end of the "period of improvement"
the employee's performance and/or behavior does not
improve as required, the supervisor may recommend that the employee be
terminated. This recommendation must be approved by the Program Director,
Executive Director and Human Resources Manager. After receiving final approval,
the supervisor shall inform the employee of his/her termination. All letters of
termination must be sent or approved by the Human Resources Manager.
3)
MISCONDUCT: Any employee
who commits any act within Community Care or the community which is in conflict
with Community Care's policies, or which impairs his/her effectiveness as a
Community Care employee, or which affects the welfare of any Community Care
client or other staff, may be disciplined. This discipline includes, but is not
limited to suspension with or without pay, or termination from employment
without advance notice. Termination for reasons of misconduct does not require
advance notification to the employee. Termination of an employee for misconduct
must be approved in advance by the Program Director, Executive Director and
Human Resources Manager. A supervisor may suspend an employee during a review
of a recommendation to terminate for misconduct.
a. Misconduct shall include but not be limited to the
following:
i.
Insubordination.
ii.
Material
misrepresentations on job application or other Community Care forms, documents,
or records.
iii.
Stealing from
Community Care, its employees, or its clients.
iv.
Borrowing from
clients.
v.
Sexual harassment
of Community Care clients, staff or contractees.
vi.
Disaffection in
the form of open criticism of Community Care services and activities in public
or through the public media.
vii.
Violation of a
client's right to privacy.
viii.
Abusive actions
to Community Care clients, staff or contractees.
ix.
Misuse of
position or authority for personal benefit.
x.
Conviction of a crime.
xi.
Willfully or
irresponsibly jeopardizing the health and/or safety of Community Care clients.
b. Any warned, disciplined, or
terminated employee may utilize the Employee Grievance Procedure.� �A
grievance concerning disciplinary action or termination must be submitted in
writing with the grievant's immediate supervisor with
five (5) working days of the action.