107.1 POLICY
CEI expects its employees to meet its performance expectations and adhere to CEI’s Employee Code of Conduct and Ethics as well as other applicable policies and procedures. Employees who fail to meet performance expectations or engage in unacceptable conduct shall be subject to corrective action.
The objective of the process is to assist the employee in resolving the problem or to provide appropriate documentation to support actions taken if the problem is unresolved. Nothing in this is intended to, or should be construed to, alter CEI’s right to discharge an employee at any time or for any reason. CEI, at its discretion, shall determine, based on the circumstances of each matter, which and how many steps in the progressive discipline process may take place prior to discharge.
107.2 PROCEDURES
The following corrective actions are guidelines only. CEI may skip any step, repeat steps, or proceed directly to termination at its discretion. Employees must take personal responsibility for their conduct. Enforcement of CEI’s policies among employees is the continuing responsibility of supervisors. When employees fail to meet established standards or violate CEI policy, initiation of the four-step discipline process described below may be necessary:
- Verbal Coaching –A written record of a performance or conduct discussion, transforming an informal chat into a formal note (often an email or memo) detailing specific behaviors, observed examples (who, what, when, where), expected improvements, and consequences if issues persist, serving as a crucial step in progressive discipline and development tracking
- Written Warning – Documentation is retained in the personnel file maintained by Human Resources.
- Final Written Warning – (which may include suspension with or without pay, depending on the circumstances). Documentation is retained in the personnel file maintained by Human Resources. This is a Performance Improvement Plan (PIP).
- Demotion, Involuntary Transfer, or Dismissal – Documentation is retained permanently in the personnel file maintained by Human Resources.
The employee shall be asked to sign each disciplinary document to acknowledge receipt. Signature acknowledges receipt only and does not constitute agreement with the contents. If an employee refuses to sign, the supervisor shall note the refusal on the document and Human Resources shall retain the unsigned document in the personnel file.
It is the expectation that any performance infraction serious enough to merit documentation is of sufficient significance to be referenced in the annual performance review. A Performance Improvement Plan will be ranked as a “Does Not Meet” on the annual performance review.
A recommendation for demotion, involuntary transfer, or dismissal should be documented in writing, should state the reason(s) for which the action is being taken, and should outline the efforts, if any, which have been made to improve the employee’s performance or address the conduct in question. Further, any such recommended action should be discussed with the HR and Marketing Vice President and approved by the appropriate dean, vice president or president. Legal will be advised prior to any dismissal to include informing ICRIMP (under the discretion of Legal).
An employee who believes a disciplinary action was imposed in error or without adequate basis may submit a written request for review to the next level of supervision above the issuing supervisor within ten (10) business days of receiving the disciplinary document. The reviewing supervisor, in consultation with Human Resources, shall respond in writing within fifteen (15) business days. This process does not alter CEI’s at-will employment relationship and is not an arbitration or formal grievance proceeding.
Disciplinary forms are available in the human resources office. Human Resources will be involved in all disciplinary processes.