Book 1

277

H - Employee Relations

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E

l i

you feel a written warning is appropriate.

B. Complete the

Employee Relations can assist you with

what information is needed on the Written Warning Proposal form and walk you through the

process.

C. The form must include the following:

brief summary of the unacceptable behavior or performance with specific policies/

behaviors violated;

dates and reasons for any related previous coaching and/or corrective actions; and

obtain all signatures on form.

D. Set up a meeting with the employee to hand deliver the

and review its contents. Allow the employee to give any reasons why a written warning should

not be imposed. Should the employee want to take some time before responding, allow him/

her to do so by the end of the next business day.

E. Consult with Employee Relations about the decision and fill out the

to include the information on the Proposal form and the employee’s response.

A decision should not be made before two business days of giving the employee the Written

Warning Proposal form. This gives you, the supervisor, a couple of days to think about the

decision and the employee’s reasons/response for the unsatisfactory behavior/performance. In

most cases, the decision should be delivered to the employee within five (5) business days.

F. Arrange another meeting with the employee to hand deliver the

The decision form must include the following:

restate the information from the

;

the employee’s response;

a statement that the employee is subject to future corrective action should his/her

performance or behavior not improve to a satisfactory level; and

obtain all signatures on form.

G. Advise the employee to contact Employee Relations about the appeal process for written

warnings.

H. Develop a

within 5 business days of delivering the decision

and consulting with Employee Relations.

I. The CAP must include the following: