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his/her ability and to the standards as set forth in his/her job description or as otherwise <br /> established. <br /> NSMT supports the use of progressive discipline to address issues such as poor work <br /> performance or misconduct. Our progressive discipline policy is designed to provide a corrective <br /> action process to improve and prevent a recurrence of undesirable behavior and/or performance <br /> issues. Our progressive discipline policy has been designed consistent with our organizational <br /> values, HR best practices and employment laws. <br /> Outlined below are the steps of our progressive discipline policy and procedure. NSMT reserves <br /> the right to combine or skip steps in this process depending on the facts of each situation and the <br /> nature of the offense. Some of the factors that will be considered are whether the offense is <br /> repeated despite coaching, counseling and/or training; the employee's work record; and the <br /> impact the conduct and performance issues have on our organization. The following outlines <br /> NSMT's progressive discipline process: <br /> Coaching Session <br /> 1. A coaching session is a formal session providing remediation to the employee on a minor <br /> infraction of company policies or procedure. <br /> 2. The manager should consider the severity of the problem, the employee's previous <br /> performance appraisals and all of the circumstances surrounding the particular case. <br /> Stating that a verbal warning, probation, or possible termination could result if the <br /> problem is not resolved and will indicate the seriousness of the performance or <br /> misconduct. <br /> 3. The employee will be asked to review what has been discussed to ensure his or her <br /> understanding of the seriousness of the problem and the corrective action necessary. <br /> 4. The supervisor/manager should document the verbal counseling for future reference <br /> immediately following the review. <br /> Verbal Coaching <br /> 1. As the first step in correcting unacceptable performance or behavior, the <br /> supervisor/manager should review pertinent job requirements with the employee to <br /> ensure his or her understanding of them. <br /> 2. The manager will consider the severity of the problem,the employee's previous <br /> performance appraisals and all of the circumstances surrounding the particular case <br /> stating that a written warning,probation, or possible termination could result if the <br /> problem is not resolved and should indicate the seriousness of the performance or <br /> misconduct. Certain circumstances, such as violation of a widely known policy or safety <br /> requirement,may justify a verbal warning without first using a verbal coaching. <br /> 3. The employee will be asked to review what has been discussed to ensure his or her <br /> understanding of the seriousness of the problem and the corrective action necessary. <br /> 4. The supervisor/manager should document the verbal counseling for future reference <br /> 38 <br />