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Legal Issues Effecting Employee Disciplinary Programs Putting Disciplinary Policy into Practice Goals of the Process Legal Fair and Perceived as Fair Supports the Mission, Vision, Strategic Plan, Goals, Values, and Code of Ethics of the Organization Consistent Timely Sends the intended message Provides for Management Discretion Teaches Virginia Department of Corrections Virginia Department of Corrections Largest State Agency12,000 Employees31,000+ Inmates in 40 Facilities51,000+ Offenders in the Community Geographically Diverse3 Regions HR is a Corporate Model Decision making is a combination of centralized and decentralized Challenges Disciplinary Decisions that will be upheld A policy that complements and supplements other policies such as:Workplace HarassmentSexual HarassmentEmployee Drug TestingCode of EthicsFraternization A policy that supports the professionalism of the organization Challenges Is known and understood by managers, supervisors, and employees Is Perceived as being Fair Key Elements Is a System of Progressive Discipline Corrective Action matches the Conduct Provides Due Process Provides for your Agency’s Uniqueness Includes other conduct which undermines the employee’s ability to do the job or the Agency’s ability to perform its mission Provides for mitigating circumstances Provides a post disciplinary review or appeal Key Elements Covers both on the job and off the job conduct Includes the status of the employee during internal and external investigations Includes the status of the employee during the disciplinary process Includes how to handle non-disciplinary discharges Is Coordinated with other policies Progressive Discipline 3 Levels of OffensesGroup I, Group II, and Group III Progressive Corrective ActionFor initial and subsequent offenses An “active life” for disciplinary actions Counseling and/or Substandard Performance Group I Offenses – Written Notice Group II Offenses – Suspension Group III Offenses - Termination Group
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