305 Discipline Procedure
Original Approval Date: February 21, 1996
Revision Effective: September 16, 2025
Supersedes: #205
Tri County Board of Recovery & Mental Health Services (TCBRMHS) expects employees to comply with the organization’s standards of behavior and performance and to correct any noncompliance with these standards.
While it is impossible to list every action that is unacceptable conduct, the following lists some examples:
Under normal circumstances, TCBRMHS endorses a policy of progressive discipline in which it attempts to provide employees with notice of deficiencies and an opportunity to improve. It does, however, retain the right to administer discipline in any manner it sees fit. Depending on the severity of the infraction, steps may be skipped at any time to appropriately address behavior. This policy does not modify the status of employees as employees at will or in any way restrict the company’s right to bypass the disciplinary procedures suggested.
The following steps are suggested in the discipline procedure. All steps should be documented in the employee’s personnel file.
Step 1: Verbal Warning - When a performance problem is first identified, the nature of the problem and the action necessary to correct it should be discussed with the employee.
Step 2: Written Warning - If a private informal discussion with the employee has not resulted in improvement, following an investigation, the supervisor should meet with the employee and (a) review the problem, (b) permit the employee to present information regarding the problem, (c) advise the employee that the problem must be corrected, (d) inform the employee that failure to correct the problem will result in further disciplinary action that may include discharge, and (e) issue a written disciplinary notice to the employee.
Step 3: Final Written Warning & Performance Improvement Plan (PIP). If satisfactory performance or behavior are not achieved under Steps 1 and 2, the supervisor and the Director of Administration should meet with the employee in private and proceed via (a) through (d) above and issue a Final Written Warning notice to the employee. In some situations, a Performance Improvement Plan (PIP) may be used to correct performance. This process involves regular follow up with the employee to monitor performance and evaluate their progression toward achieving the assigned goals.
The PIP may include placing the employee in a probationary period to evaluate and monitor the employee’s performance and behavior. If at the end of this probationary period, the employee has not shown improvement, the employee may be progressed to step four or five in this policy. If the employee is showing improvement, but is still not meeting expectations, the probationary period may be extended with the approval of the Executive Director.
Step 4: Suspension or Administrative Leave - This step can be combined with Step 3 when addressing behavior, or used in extreme circumstances to remove an employee from the workplace as part of the investigative process for allegations of illegal or inappropriate behavior. Supervisors have the authority to temporarily remove employees from the workplace, with or without pay, if approved in advance by the Executive Director.
Step 5: Termination of Employment. This step is made with the approval of the Executive Director and can be taken after attempts to correct behavior performance has failed. Additionally, this step may be immediately taken after an investigation reveals egregious misconduct or illegal behavior. This step can occur at any point in the disciplinary process if it is deemed necessary that employment cannot be continued due to the seriousness of the behavior or infraction.
The progressive disciplinary procedures described above also may be applied to an employee who is experiencing a series of unrelated problems involving job performance or behavior.
In cases involving serious misconduct, or any time the supervisor determines it is necessary, such as a major breach of policy or violation of law, the procedures contained above may be disregarded. Typically, the employee should immediately be placed on Administrative Leave (with or without pay), and an investigation of the incidents leading up to the suspension should be conducted to determine if any further action, such as termination, should be taken.
Probationary periods – Employees who are under a new hire probationary period should be given an opportunity to succeed following the progressive disciplinary process. However, if the employee is not meeting performance standards, but is showing improvement, an extension their probationary period may be granted by the Executive Director.
Revision Effective: September 16, 2025
Supersedes: #205
Tri County Board of Recovery & Mental Health Services (TCBRMHS) expects employees to comply with the organization’s standards of behavior and performance and to correct any noncompliance with these standards.
While it is impossible to list every action that is unacceptable conduct, the following lists some examples:
- Being absent for three or more days without notification or permission (also referred to as a voluntary quit or job abandonment).
- Physically fighting or threatening violence in the workplace.
- Insubordination
- Dishonesty
- including deception, fraud, lying, cheating or theft.
- Violating timecard procedures.
- Sabotaging, or otherwise damaging the facility, grounds or equipment of TCBRMHS.
- Falsifying company records, such as:
- Employment applications
- Time Reporting
- Expense reports
- Possessing, being under the influence of or consuming intoxicants on the job.
- Sleeping while on duty.
- Concealing defective work.
- Carrying a weapon on company property, including in the parking lot.
- Disclosing personal health information (PHI) or personally identifying information (PII)
- Soliciting gifts or tips from business-related contracts.
- Using the facility’s computer systems, including accessing confidential computer files and data, without authorization.
- Demonstrating gross misconduct such as discrimination, harassment, bullying, violence, gross negligence, illegal activity or other serious violations of Tri County Board of Recovery & Mental Health Services policies or procedures.
Under normal circumstances, TCBRMHS endorses a policy of progressive discipline in which it attempts to provide employees with notice of deficiencies and an opportunity to improve. It does, however, retain the right to administer discipline in any manner it sees fit. Depending on the severity of the infraction, steps may be skipped at any time to appropriately address behavior. This policy does not modify the status of employees as employees at will or in any way restrict the company’s right to bypass the disciplinary procedures suggested.
The following steps are suggested in the discipline procedure. All steps should be documented in the employee’s personnel file.
Step 1: Verbal Warning - When a performance problem is first identified, the nature of the problem and the action necessary to correct it should be discussed with the employee.
Step 2: Written Warning - If a private informal discussion with the employee has not resulted in improvement, following an investigation, the supervisor should meet with the employee and (a) review the problem, (b) permit the employee to present information regarding the problem, (c) advise the employee that the problem must be corrected, (d) inform the employee that failure to correct the problem will result in further disciplinary action that may include discharge, and (e) issue a written disciplinary notice to the employee.
Step 3: Final Written Warning & Performance Improvement Plan (PIP). If satisfactory performance or behavior are not achieved under Steps 1 and 2, the supervisor and the Director of Administration should meet with the employee in private and proceed via (a) through (d) above and issue a Final Written Warning notice to the employee. In some situations, a Performance Improvement Plan (PIP) may be used to correct performance. This process involves regular follow up with the employee to monitor performance and evaluate their progression toward achieving the assigned goals.
The PIP may include placing the employee in a probationary period to evaluate and monitor the employee’s performance and behavior. If at the end of this probationary period, the employee has not shown improvement, the employee may be progressed to step four or five in this policy. If the employee is showing improvement, but is still not meeting expectations, the probationary period may be extended with the approval of the Executive Director.
Step 4: Suspension or Administrative Leave - This step can be combined with Step 3 when addressing behavior, or used in extreme circumstances to remove an employee from the workplace as part of the investigative process for allegations of illegal or inappropriate behavior. Supervisors have the authority to temporarily remove employees from the workplace, with or without pay, if approved in advance by the Executive Director.
Step 5: Termination of Employment. This step is made with the approval of the Executive Director and can be taken after attempts to correct behavior performance has failed. Additionally, this step may be immediately taken after an investigation reveals egregious misconduct or illegal behavior. This step can occur at any point in the disciplinary process if it is deemed necessary that employment cannot be continued due to the seriousness of the behavior or infraction.
The progressive disciplinary procedures described above also may be applied to an employee who is experiencing a series of unrelated problems involving job performance or behavior.
In cases involving serious misconduct, or any time the supervisor determines it is necessary, such as a major breach of policy or violation of law, the procedures contained above may be disregarded. Typically, the employee should immediately be placed on Administrative Leave (with or without pay), and an investigation of the incidents leading up to the suspension should be conducted to determine if any further action, such as termination, should be taken.
Probationary periods – Employees who are under a new hire probationary period should be given an opportunity to succeed following the progressive disciplinary process. However, if the employee is not meeting performance standards, but is showing improvement, an extension their probationary period may be granted by the Executive Director.
