Spring Fire Department Discipline & Corrective Action Policy & Procedures PDF

**[PURPOSE]** Violation of Spring Fire Department policies and procedures may warrant disciplinary action. Spring Fire Department may, in its sole discretion, use verbal warnings, written warnings, and suspension or termination as disciplinary measures. Spring Fire Department may, in its sole discr...

**[PURPOSE]** Violation of Spring Fire Department policies and procedures may warrant disciplinary action. Spring Fire Department may, in its sole discretion, use verbal warnings, written warnings, and suspension or termination as disciplinary measures. Spring Fire Department may, in its sole discretion, use whatever form of discipline is deemed appropriate under the circumstances, up to and including immediate termination of employment. *Spring Fire Departments' discipline policy in no way limits or alters the at-will employment relationship, nor does it provide any contractual rights regarding employee discipline or counseling.* **[SCOPE]** This policy applies to all personnel. Spring Fire Department, in its sole discretion, may vary the level of disciplinary intervention. Examples of the factors that may be considered in determining the level of discipline are whether the offense is repeated despite coaching, counseling and/or training; the work record; and the impact the conduct and performance issues have on Spring Fire Department. **[Definitions]** **Manager-** Direct Supervisor; Lieutenant or Captain. **Exempt Employee**- Employees who are not entitled to overtime pay under the Fair Labor Standards Act. **Non-Exempt Employee**- Employees who are entitled to overtime pay under the Fair Labor Standards Act. **Member-** Exempt/ Non-Exempt employees and volunteers. **[REVIEW]** The Executive Board is responsible for reviewing this policy/procedure and assuring its accuracy. **[PROCEDURE/POLICY]** **Verbal Warning** A member's immediate manager may meet with the member to bring attention to performance, conduct, or attendance issue(s). If such a meeting occurs, the manager should discuss with the member the nature of the problem and any violation of company policies and procedures and should outline expectations and corrective action steps, the member must take to improve performance and resolve the problem. Within five business days, the member's direct supervisor will prepare a written documentation of the meeting and have the member sign the document for the purpose of acknowledging that the member understands the issues and the corrective action plan. The manager will provide the member with a copy. **Written Warning** If a member does not correct the performance, conduct or attendance issues in accordance with the verbal warning, member's immediate manager may determine to provide him or her with a written warning. If such determination is made, the manager will meet with the member and review any additional incidents or information about the performance, conduct or attendance issues, as well as any prior relevant corrective action plans. Member's manager will outline the consequences for the member of his or her continued failure to meet performance and/or conduct expectations. The manager will issue within five business days a formal performance improvement plan (PIP) and/or disciplinary action notice (DAN) requiring the member's immediate and sustained corrective action. A warning outlining that the member may be subject to additional discipline up to and including termination, if immediate and sustained corrective action is not taken may also be included in the written warning. **Suspension** If a manager determines that a member should be suspended, the manager shall seek approval from Human Resources Department. Exempt Employee: The manager may impose in good faith an unpaid suspension for infractions of safety rules of major significance and infractions or workplace conduct rules, such as rules prohibiting sexual harassment, workplace violence or drug or alcohol use or for violations of state or federal laws. A suspension may be imposed for serious misconduct, not performance or attendance issues. The suspension must be imposed in full-day increments. Non-Exempt Employee: The manager may suspend a non-exempt for the reasons allowed for an exempt employee and for performance issues. Non-exempt employees may not substitute or use an accrued paid vacation or sick day in lieu of the unpaid suspension. **Recommendation for Termination of Employment** Any recommendation to terminate employment must be approved by the Human Resources Director and Deputy Chief of Personnel & Development. **Documentation** Documents of the issues addressed in this policy will be placed in the member's official personnel file. Members shall receive a copy of their personnel file only if required under state law. It is suggested that all disciplinary action notices (DAN) and performance improvement plans (PIP) are reviewed by Human Resources before presenting to the member.