It is the duty and the responsibility of every employee to be aware of and abide by existing rules and regulations.
It is also the responsibility of the employee to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her job description or as otherwise established. Employees are encouraged to take advantage of all learning opportunities available and request additional instruction when needed.
Responsibilities of Supervisors and Managers
The immediate supervisor or manager must approach corrective measures in an objective manner. If the employee's performance of assigned task is the issue, the supervisor or manager should generally look to see that proper instructions, orientation, and training have been given and that the employee is aware of the job expectations. Not only single incidents, but also patterns of poor performance should be of concern as these are indicative of overall performance. If misconduct is the issue, the supervisor or manager should take steps to make sure that the employee has been made aware of First Parish’s policies and regulations regarding the infraction. If in either case appropriate instruction or information was not communicated, a plan for such communication should be immediately developed and reviewed with the employee.
First Parish supports the use of progressive discipline to address conduct issues, such as poor work performance or misconduct, and to encourage employees to become more productive workers aligned with First Parish’s standards and expectations. Generally, a supervisor gives a warning to an employee to explain behavior that the supervisor has found unacceptable. There are two types of warning, verbal and written.
A verbal warning is when a supervisor verbally counsels an employee about an issue of concern. A written record of the discussion, noting the date, event and recommended action, is usually placed in the employee's file for future reference.
Written warnings are used for behavior or violations that a supervisor considers serious or where a verbal warning has not helped to change unacceptable behavior. An employee should recognize the grave nature of the written warning.
Performance Improvement Plan
If an employee has been involved in a disciplinary situation that has not been readily resolved or if he/she has demonstrated an inability to perform assigned work responsibilities efficiently, the supervisor, in consultation with the Human Resources Committee or designate, may place the employee on a performance improvement plan. This status will last for a predetermined amount of time not to exceed 90 days. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the supervisor and the job description. At the end of the performance improvement period, the employee will either be returned to regular employee status or, if established goals are not met, dismissal may occur.
First Parish reserves the right to administer appropriate disciplinary action for all forms of disruptive and/or inappropriate behavior. Each situation will be dealt with on an individual basis.
First Parish reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including but not limited to demotion, oral and written warnings, final warnings, and dismissal. Suspensions will not be used for punitive purposes, but rather if it is necessary to conduct an investigation before making a final decision.