GWERU SPECIALIST CHILREN’S HOSPITAL DISCIPLINARY ACTION POLICY

PURPOSE

- This policy is designed to explain how GSCH addresses its employee’s misconduct or
inadequate performance.

SCOPE

- This policy applies to all GSCH employees.

Policy elements

1. Verbal warning

2. Corrective actions/counselling

3. Official written reprimand

4. Disciplinary meeting with appropriate supervisor or manager

5. Final written warning

6. Detraction of benefits

7. Indefinite suspension or demotion

8. Termination

Written warning

- The supervisor shall monitor and promote the satisfactory performance of work assignments
and assure that employees do not engage in unacceptable personal conduct.
- When the supervisor determines that disciplinary action is appropriate for unsatisfactory job
performance. A written warning is the first type of disciplinary action that employee will
receive.
- The manager/supervisor shall provide feedback to the employee regarding the need for
him/her to improve his/her performance.
- If performance does not improve following the feedback, a documented counselling session
shall be issued prior to beginning disciplinary actions for most performance issues.

Disciplinary suspension without pay

- An employees may be suspended without pay for disciplinary purposes after the receipt of
at least one prior disciplinary action.
- Prior to placing an employee on disciplinary suspension without pay, a management
representative shall conduct a pre-disciplinary conference with the employee in accordance
with the procedural requirements of this policy.

Demotion

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 - An employee may be demoted as a disciplinary measure and the employee must have at
least one active disciplinary action and these do not need to be related to the current
incident.
- Prior to demoting an employee, a management representative shall conduct a pre-
disciplinary conference with the employee in accordance with the procedural requirements
of this policy.
- Disciplinary demotions must be conducted in accordance with the appropriate salary
administration policies.

Dismissal

- An employee maybe dismissed for disciplinary purpose and an employee must at least 2
active disciplinary actions and these do not need to be related to the current incident when
it comes to unsatisfactory job performance.
- Prior to dismissing an employee, a management representative shall conduct a pre-
disciplinary conference with the employee in accordance with the procedural requirements
of this policy.

Required consultation: The supervisor recommending dismissal must discuss the recommendations
with appropriate agency management, including Human Resources. Upon approval by management,
a pre-disciplinary conference shall be held with the employee.

Performance issues

- Disciplinary procedure starts at stage 1. It includes:

. Failure to meet performance objectives
. Attendance issues
. Failure to meet deadlines

One time minor offence

- Disciplinary procedure starts at stage 1 and it includes:

. Rude behaviour to customers or partners
. On the job mistakes
. Breach of dress code/open door policy
. Involuntary discrimination

Misconduct/frequent offender

- Disciplinary procedure starts at stage 5 and it includes:

. Lack of response to counselling or corrective action
. Losing temper in front customers or partners
. On the job major mistakes
. Unwillingness to follow health and safety standards

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Severe offensive behaviour

- Disciplinary procedure starts at stage 6 and it includes:

. Corruption/bribery
. Breach of employment agreement
. Harassment/voluntary discrimination
. Workplace violence
. Embezzlement/fraud
. Substance abuse

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