Book 1

272 / 427

276 H - Employee Relations
City of Greensboro Personnel Policy Manuał
performance due to alcohol or drug use. A non-exempt employee may be suspended for one (1)
or more hour increments.
6.0 PROCEDURES
6.1 Internal Investigations
Internal investigations of unacceptable employee behavior or performance shall be completed
within two (2) weeks unless written permission is granted from the City Manager due to
exceptional circumstances concerning the investigation. Supervisors should consult the
appendix document, for guidance when
conducting personnel investigations. If additional guidance is required, supervisors should
consult with the Employee Relations Staff in the Human Resources Department.
6.2 Administrative Leave
Administrative leave is not, in itself, a corrective action and is not subject to appeal.
Administrative leave must be approved by the Department Director, or designee, City
Manager, Deputy City Manager, Assistant City Managers, or Director of Human Resources.
Administrative leave in excess of two (2) weeks must receive prior approval of the City
Manager.
6.3 Coaching
Before resorting to corrective action the supervisor should typically engage in coaching. The
supervisor should explain to the employee the nature of the performance deficiency, problem,
inappropriate behavior or rule violation. The supervisor should also review the job description,
goals and expectations and other job requirements to assure accuracy and understanding.
Most importantly, the supervisor should, in cooperation with the employee, identify potential
solutions to the specific performance and/or behavior problem.
6.4 Oral Warning
If an oral warning is issued, the supervisor must record the date of the warning and a brief
summary of what was involved. This record is not given to the employee, but is kept for
the supervisor’s future use if appropriate. The supervisor must tell the employee before
concluding the performance discussion that the employee is receiving an oral warning. Before
implementing an oral warning supervisors must consult with the Employee Relations Staff in
the Human Resources Department.
6.5 Written Warning
Any supervisor thinking about issuing a written warning for an employee must follow the steps
below:
A. Contact Employee Relations to discuss the circumstances involving the employee and why