City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Discipline & Expectations Number: H-1 Revision: 5 Effective Date: 04-01-2024 1.0 POLICY

Table of Contents A B C D E F H I J K L List of Appendices G T he City of Greensboro continually strives to maintain a safe, productive, and professional work environment for its employees. This environment is reinforced by a uniform, fair, and consistent administration of discipline when needed. Employees may be dismissed at the will of the City Manager or the City Manager’s designee at any time as North Carolina is an at-will employment state. Personnel Policy A-1 Manual for Personnel Administration, Section 5.9 states, “No statement in this Personnel Policy Manual guarantees an employee any vested rights as the policies and benefits are subject to change without notification at the discretion of the City Manager.” 2.0 PURPOSE T his policy provides information to employees and departments about discipline and expectations as a City employee. This policy highlights behaviors and performance expectations and various types of discipline when City employees fail to meet those expectations. Discipline is a process used to hold employees accountable and reiterate the behaviors and performance standards that are expected of a City employee. Further, this policy provides guidance to supervisors and managers about the procedures and processes to follow when these expected behaviors and performance are not met. There is a Learning Management System (LMS) module that highlights this policy and process. Access the LMS sign-on page and then search for Discipline & Expectations. 3.0 SCOPE Benefit eligible employees who have completed their probationary period are covered by all sections of this policy. Section 5.4 of this policy states that with the approval of the People & Culture (P&C) Director, “departments may establish other alternative disciplinary procedures that meet their unique needs provided that the departmental rules do not conflict with the goals of uniform, fair and consistent administration of discipline.” The procedures outlined in this policy are not mandatory for benefit eligible employees in an original probationary period, and other (non-benefit eligible) employees. Benefit eligible employees in an original probationary period who are dismissed may appeal the dismissal, see Appeals of Dismissal . 4.0 DEFINITIONS 4.1 Action Plan - A verbal or written plan submitted by the employee after the Critical Decision process. The Action Plan should include what specific actions the employee will take moving forward to correct the behavior(s) and/or performance versus just a general or vague response such as, “It will not happen again.” The supervisor in consultation with the department leadership, will consider the Action Plan in determining whether to keep or dismiss the employee.

H - Employee Success Partnership

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