HR Corrective Action Policy

HR CORRECTIVE ACTION POLICY

Purpose

This Corrective Action Policy describes the progressive discipline process used to address unsatisfactory performance, workplace misconduct, and violations of company rules. The policy is intended to promote fair, consistent, and documented corrective measures, while providing employees opportunity to correct behavior or performance deficiencies.

Scope

This policy applies to all employees, whether full-time, part-time, temporary, or contract personnel. Exceptions or deviations require written authorization from Human Resources.

Policy Statement

The company uses progressive corrective action, with measures escalating in severity based on the nature, frequency, and seriousness of the conduct or performance issue. Corrective action may be implemented at any step, up to and including termination, when circumstances warrant immediate or severe action.

Definitions and Progressive Steps

Verbal Warning — An informal counseling documented in the employee file. Written Warning — Formal, written notice describing required improvements and timelines. Final Written Warning — Notice that further infractions may result in suspension or termination. Suspension — Temporary unpaid removal from duties. Termination — Separation of employment.

Examples of Conduct or Performance Subject to Corrective Action

Examples include, but are not limited to: repeated lateness or absenteeism, failure to meet performance standards, violation of safety rules, insubordination, harassment, theft, falsification of records, or other conduct detrimental to operations or reputation.

Procedure

1. Reporting: Supervisors must report alleged misconduct or performance issues to Human Resources promptly and provide documented facts. 2. Investigation: HR or designee conducts a timely, impartial investigation, interviews witnesses, and reviews relevant records. 3. Documentation: All interviews, warnings, and actions are recorded and placed in the employee's personnel file. 4. Implementation: Appropriate corrective action is applied and communicated in writing to the employee, including expectations and timelines for improvement.

Confidentiality and Recordkeeping

Records of investigations and corrective action are confidential and maintained by Human Resources in the personnel file. Access is limited to individuals with a legitimate business need.

Appeals and Grievances

Employees may submit a written appeal of corrective action to Human Resources within five business days of receipt. The appeal will be reviewed by HR and, where appropriate, an impartial management representative. The appeal decision will be communicated in writing and placed in the personnel file.

Manager and HR Responsibilities

Managers must apply this policy consistently, document performance discussions, and consult HR before issuing formal disciplinary action. Human Resources is responsible for advising on policy application, conducting investigations, and ensuring documentation is complete.

At-Will Employment and Equal Opportunity

Employment with the company is at-will, which means either the employee or the company may terminate the employment relationship at any time, with or without cause or prior notice, unless otherwise provided by written agreement signed by an authorized company officer. The company is an equal opportunity employer and does not discriminate on legally protected bases in employment decisions.

Employee Acknowledgement and Corrective Action Record

Position Information

Start date:    Salary/Rate:

Incident and Corrective Action Details

Date of incident:    Location:

Verbal warning Written warning Final written warning Suspension Termination Performance Improvement Plan

Employment History (Most recent employer first)

Education

References (Professional)

Authorizations and Certifications

I authorize the company to contact previous employers and professional references for purposes of verifying employment history and qualifications.

I authorize the company to conduct appropriate background checks or investigations consistent with business necessity and applicable law.

Applicant Certification: I certify that all information provided in this form is true and complete to the best of my knowledge. I understand that material misrepresentation or omission may be grounds for disciplinary action, up to and including termination.

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