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Before any formal action, managers consult Human Resources and follow the Standards of Conduct Policy 1.60 (revised April 15, 2008). The guide specifies counseling as the first corrective step, including informal (verbal) and formal (written) counseling procedures, documentation handling, and notification requirements leading to written notice. 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When working with non-probationary classified employees, supervisors must adhere to the procedures specified in the Commonwealth of Virginia’s Standards of Conduct Policy 1.60 as revised April 15, 2008. This policy directs a system of increasingly significant measures that are used to provide feedback to employees so they can correct conduct or performance problems. It is most successful when provided in a way that helps employees become fully contributing members of the organization. Progressive discipline also enables agencies to fairly, and with reliable documentation, terminate an employee who is unable or unwilling to improve his/her workplace conduct and/or job performance. Supervisors are expected to document the progressive efforts made to address employee performance and behavior concerns.  \n2. Corrective action is any intervening informal or formal counseling action taken by management to address employment problems, such as unacceptable performance, behavior or misconduct. Typically counseling is the first level of corrective action. It may be an informal (verbal) or formal (written) communication which conveys that an employee’s conduct or performance was improper. This level of corrective action would be appropriate for most first offenses resulting in minimal impact to business operations, to the safety or wellp0being of others, or that involve minor infractions of policies or laws. Supervisors are expected to use the counseling memo template available through Human Resources.  \na. Informal (Verbal) Counseling  \nCounseling should consist of private discussions between employee and supervisor regarding the desired course of action to improve performance and/or conduct, the expectations for improvement, and what may occur if the performance or conduct is not corrected. The supervisor should explain that documentation of the conversation will be placed in the supervisory file. Supervisors are encouraged to provide a written summary to the employee as well.  \nb. Formal (Written) Counseling  \nA written memorandum should be issued to emphasize the significance of relatively minor acts of misconduct or unacceptable performance when discussions with the employee have not resulted in the required improvement.. It may also be issued as the initial means to address first instances of misconduct or unsatisfactory performance.  \nA copy of the memorandum must be given to the employee. Counseling documentation should be retained in the supervisors' files, not in employees' personnel files, except as necessary to support subsequent formal disciplinary action.  \nWhen issuing a counseling memo, the supervisor should meet privately with the employee to discuss the conduct or performance issues and the desired course of action for improvement, including the supervisors' expectations and what may occur if the performance or conduct is not corrected.  \n3. When the level of an offense warrants formal disciplinary action, a Written Notice form may be issued to the employee. This written notice becomes a part of the employee’s official personnel file. Prior to issuing formal disciplinary action (written notice), supervisors must provide written notification of the offense to the employee along with an explanation of the facts that support of the charge, and a reasonable opportunity to respond. The template for this notification and the Written Notice Form will be provided to the supervisor during consultation with Human Resources.  \n4. Prior to issuing a written notice that involves suspension, demotion or termination, supervisors must provide written notification of the offense, an explanation of","cbCaio9V06LaWHxg","https://ap.wps.com/l/cbCaio9V06LaWHxg","pdf",19211,"English","# Progressive Disciplinary Guidelines for Classified Employees\n## Consultation and policy basis\n## Corrective action levels\n### Informal (Verbal) Counseling\n### Formal (Written) Counseling\n## Written Notice and disciplinary escalation\n## Suspension, demotion, termination, and resignation\n## Immediate removal for threats","[{\"question\":\"What should managers do before issuing any formal disciplinary action?\",\"answer\":\"Managers should consult the Employee Relations Manager or the Human Resources Director before issuing any formal disciplinary action.\"},{\"question\":\"What are the two levels of counseling described in the guidelines?\",\"answer\":\"The guidelines describe informal (verbal) counseling and formal (written) counseling as initial corrective actions.\"},{\"question\":\"What notice and response process applies before suspension, demotion, or termination?\",\"answer\":\"Supervisors must provide written notification of the offense, explain the agency’s evidence, and give the employee a minimum of 48 hours to respond, with the employee placed on paid pre-disciplinary leave during the process.\"}]","Old Dominion University - Progressive Disciplinary Guidelines for Classified Employees - Quick Reference Guide | PDF"]