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274 H - Employee Relations
City of Greensboro Personnel Policy Manuał
4.14 Pre-corrective Action Hearing Notice – A form/document used to communicate to
the employee that a proposed suspension, demotion, or dismissal is being recommended and
why. The Notice also provides the employee with the date, time, and location of the hearing.
4.15 Progressive Corrective Action - A system of progressively impactful actions designed
to address and correct unacceptable behavior or performance. Progressive corrective action
should be implemented from least impactful to most impactful including: oral warning,
written warning, suspension, demotion, and dismissal. There are exceptions based on the
severity of the unaccepted behavior and/or performance.
4.16 Suspension - Corrective action in which an employee is placed out of work for a
specified period of time without pay due to the employee’s unacceptable behavior and/or
performance.
4.17 Unacceptable Behavior or Performance - Refer to the appendix document,
for a partial list of examples of
unacceptable employee behavior and/or performance.
4.18 WrittenWarning Proposal - A form which documents that a written warning is being
proposed for an employee and the reasons why. This document informs the employee that
his/her behavior and/or performance is unacceptable. See Section 6.5 of this Policy.
5.0 ORGANIZATIONAL RULES
5.1 General Corrective Action Rules
A. The City supports the use of progressive corrective action whenever possible and expects
supervisors to use the process on a fair and consistent basis. However, in some cases, because of
the circumstances surrounding the behavior and/or performance, the immediate suspension,
demotion or dismissal of an employee may be appropriate. Supervisors should consult the
appendix document,
.
B. The City Manager, Deputy City Manager, Assistant City Managers, Department Directors
or designee, and the Director of Human Resources are the only positions authorized to approve
the suspension, demotion, or dismissal of an employee.
C. Supervisors must consult with the Employee Relations Staff in the Human Resources
Department for procedural guidance before initiating any corrective action.
D. The procedures outlined in this policy are not mandatory for benefit eligible employees in
an original probationary status, and other (not benefit eligible) employees, though they are
strongly recommended. Supervisors must give all employees an opportunity to respond prior to
a decision to take corrective action.
E. Departments may establish other alternative corrective action procedures that meet