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Bethel's corrective and disciplinary action policy attempts to correct problem situations in an atmosphere in which an employee is allowed every reasonable opportunity for improving levels of performance. Although corrective action usually consists of the constructive sequence outlined below, an employee may be subject to dismissal action after or during any of the steps if, in Bethel's sole discretion, dismissal is necessary for the best interest of the department and/or institution whether or not improvement is displayed. Normally, consideration will be given to the seriousness of the incident and extent of prior offenses. Serious misconduct may result in immediate termination.
The sequence of corrective actions generally begins progressive corrective action process typically initiates with a verbal warning, followed by . It may progress to a written warning, a second written warning which may include a suspension without pay, and finally terminationbe followed by the implementation of a Performance Action Plan. While the goal of the progressive corrective action process is to provide opportunities for improvement, continued failure to meet performance or behavior expectations or repeated violations of policies may result in further action, up to and including termination. We are committed to supporting employees throughout this process through coaching and feedback, with the aim of helping employees succeed in their roles.
Each warning need not result from the same type of violation or misconduct. Each will be documented by the supervisor with the employee receiving the original copy of each notice, and a copy also placed in the employee's official personnel file.
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