- Whenever the disciplinary authority considers that disciplinary action should be instituted against any Staff, a charge(s) will be drawn up which the accused shall be called upon to answer in writing within 3 working days of receiving it. Failure to reply by the date specified will constitute the assumption that the accused does not wish to make any statement and the disciplinary authority may then proceed to impose any punishment as it may deem appropriate.
- If a reply is received, a panel constituted by the Principal of the Schools will first investigate the issue and refer the findings to the Principal for the appropriate action to be taken.
- If the Principal is satisfied that the charge(s) have been proved, he shall advise the employee concerned in writing of the penalty to be imposed.
- An employee who is charged by the Schools with an offence which if proven, may result in his removal, reduction in rank, or dismissal or termination, shall be invited to state in writing the ground upon which he may reply to exculpate himself, if the Principal as the case maybe, is not satisfied with the explanation, he shall institute the appropriate disciplinary action.
In all cases, the Executive Management of the Schools must be informed of any pending disciplinary procedures at every point in time.
The purpose of this policy is to state FLOWERS GAY SCHOOLS’ position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced but that which comes from good leadership and fair supervision at all employment levels.
FLOWERS GAY SCHOOLS’ own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.
Although employment with FLOWERS GAY SCHOOLS is based on mutual consent and both the employee and FLOWERS GAY SCHOOLS have the right to terminate employment at will, with or without cause or advance notice (within the constraints of the word and the spirit of the letter of the law), FLOWERS GAY SCHOOLS may use progressive discipline at its discretion.
Disciplinary action may call for any of four steps depending on the severity of the problem and the number of occurrences.
- verbal warning
- written warning
- suspension with/without pay
- termination of employment
There may be circumstances when one or more steps are bypassed
Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed:
- a first offense may call for a verbal warning;
- The next offense may be followed by a written warning;
- A subsequent offense may lead to a suspension;
- And, still another offense may then lead to termination of employment.
FLOWERS GAY SCHOOLS recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, outright termination of employment, without going through the usual progressive discipline steps.
While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee Conduct and Work Rules policy includes examples of problems that may result in immediate suspension or termination of employment. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that will trigger progressive discipline.
By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and FLOWERS GAY SCHOOLS.