110 Discipline

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Questions and Answers

What is the primary purpose of a written warning notice?

To document the employee's response to the misconduct

To notify the employee of the immediate termination

To outline the corrective steps the employee needs to take (correct)

To inform the Human Resources Department of the misconduct

What happens if the employee fails to correct their behavior as outlined in the written warning?

They are immediately terminated (correct)

They are placed on paid administrative leave

They are given a verbal warning

They are suspended without pay for a period exceeding 30 days

What is the maximum duration of a suspension without pay for a serious or repeated violation?

90 calendar days

30 calendar days (correct)

60 calendar days

15 calendar days

What is the purpose of an investigative suspension?

To allow time for a complete investigation of facts relating to a misconduct issue Signup and view all the answers

What happens to the employee if the investigation reveals no cause for disciplinary action?

They are returned to work Signup and view all the answers

What is the final step in the disciplinary process?

Step 4 - Suspensions Signup and view all the answers

What should the employee do in response to the written warning notice?

Write a response on the notice form and sign it Signup and view all the answers

What should the supervisor do if the employee refuses to sign the written warning notice?

Document the refusal on the notice form Signup and view all the answers

What is the primary purpose of the disciplinary process in FMYN?

To correct unacceptable conduct related to work performance whenever possible Signup and view all the answers

What is the maximum number of additional working days a suspension can be extended for?

10 additional working days Signup and view all the answers

Who has the right to dismiss an employee under the 'at-will' policy?

FMYN reserves the right Signup and view all the answers

What is required of the employee during the disciplinary process?

To maintain a professional demeanor Signup and view all the answers

What is the purpose of the first written warning (documented oral warning)?

To eliminate any possible misunderstanding concerning the rules Signup and view all the answers

What should be included in the written warning notice?

The corrective steps the employee needs to take and the consequences of failure to correct the problem Signup and view all the answers

Who reviews the termination decision prior to implementation?

The Human Resources Department Signup and view all the answers

What is provided to the employee along with the disciplinary action?

A copy of the appeal process policy Signup and view all the answers

What is the final step in the disciplinary process?

Termination Signup and view all the answers

What is the policy of FMYN regarding the discharge of an employee for a first infraction?

FMYN will only discharge an employee for a first infraction if it is determined by management to be extremely serious Signup and view all the answers

Study Notes

Discipline Policy

The purpose of the discipline policy is to correct unacceptable work conduct and ensure a constructive disciplinary process.
The policy aims to maintain an orderly work environment and address issues related to work performance.

Progressive Discipline

The policy outlines a system of progressive discipline for general offenses, but management reserves the right to discharge an employee without following the procedure.
The disciplinary procedures do not change the "at-will" employment relationship or create a property right in employment.

Step 1 - First Written Warning (Documented Oral Warning)

The immediate supervisor counsels the employee to eliminate misunderstandings, state expectations, point out consequences, and provide a record of the contact.
The employee is encouraged to provide a written response.

Step 2 - Second Written Warning

A written warning notice is issued to document the employee's misconduct, corrective steps, and consequences of failure to correct.
The employee is encouraged to write a response and sign the form, which is placed in the employee's personnel file.

Step 3 - Final Written Warning

This step is optional and generally reserved for situations defined under "general offenses."
Failure to correct behavior as outlined in the written warning will result in immediate termination.

Step 4 - Suspensions

Disciplinary suspension: up to 30 calendar days without pay for serious or repeated violations.
Investigative suspension: paid administrative leave for up to 30 calendar days to allow for a complete investigation.
The Human Resources Department must be involved in suspension decisions to ensure compliance with policy guidelines.

Step 5 - Termination

An employee may be terminated at any time, including as a result of a serious offense or as the final step in an accumulation of minor offenses.
Termination decisions must be reviewed with the Human Resources Department prior to implementation.

Appeal Process

An employee may appeal a disciplinary action by following the procedures outlined in Sections 112A and B.
A copy of the appeal process policy must be attached to every disciplinary action.

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Description

This quiz assesses understanding of the discipline policy in employment, specifically the final written warning step. It covers the circumstances under which it is issued and what it should include.