Book 1

279

H - Employee Relations

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E

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1. Receive information from the departmental representatives and/or witnesses concerning

the employee’s poor performance or behavior.

2. Receive information from the employee concerning the allegations of poor performance

or behavior.

3. Review and consider the response of the employee before making a decision on the

recommended corrective action.

4. Communicate the decision no sooner than two (2) consecutive calendar days after the

completion of the hearing, but within five (5) consecutive calendar days. The Hearing

Manager will notify the employee if the decision will take longer.

5. Deliver the corrective action decision form to the employee either in person or by

certified mail with return receipt requested. The letter must include: the reason for the

corrective action, if any; a summary of the evidence presented at the hearing, if any;

the effective date of the corrective action, if applicable; and information concerning the

employee’s opportunity to appeal.

See the appendix document,

for a sample corrective

action decision.

See the appendix document,

for guidance on

conducting the Pre-corrective Action Hearing.

E. If the corrective action is suspension or demotion, the supervisor must complete a Corrective

Action Plan (CAP) with the employee. Before implementing a suspension, demotion or

dismissal supervisors must consult with the Employee Relations Staff in the Human Resources

Department.

6.7 Appeals of Corrective Action

A. Oral Warnings

Oral warnings are corrective actions that should be resolved by the immediate supervisor and

cannot be appealed.

B. Written Warnings

Written warnings may be appealed in accordance with the following steps:

1. The appealing employee must discuss the appeal with his/her immediate supervisor, in

person, within ten (10) consecutive calendar days from the date of the written warning

decision. The immediate supervisor must reply in writing to the employee within ten (10)

consecutive calendar days of this discussion.