District Resource Guide - Polk County School District

6. Guidelines for future performance: Documentation reduces any possible
misunderstanding concerning work rules. It also allows a supervisor to state clearly what
is expected of an employee in the future and to describe to the employee the
consequences of future infractions. For example, when a supervisor becomes aware of
unsatisfactory performance, documentation can provide evidence that an employee was
accorded progressive discipline, was adequately warned about poor performance, and
had a reasonable opportunity to improve. Hence, the employee was awarded full due
process during the investigative and reprimand stages of employee discipline.
DUE PROCESS
The Discipline Process is implemented when simple verbal correction or a letter of
concern is not enough, or the level of the infraction exceeds that which can be dealt with
in any other manner. The first step is to provide the employee the benefits of Due
Process which is nothing more than acting on the principle that all discipline proceedings
must be conducted in a manner that is fair and without malice. As a supervisor, your
responsibility to the employee includes, but is not limited to:
‣ Conducting a fact-finding interview of all parties involved in the
allegation (allowing unionized employees to have a union
representative in attendance if so requested pursuant to the
Weingarten Rule.
‣ Determining appropriate disciplinary action in consultation with
one’s supervisor and/or the Employee Relations Department as
needed.
‣ Documenting disciplinary action
‣ Administering disciplinary action
‣ Informing the employee that he/she may submit a written
rebuttal
Employees’ rights are designed to protect them from abuse or maltreatment, not
guarantee them the right to be insubordinate or to violate policy.
INVESTIGATION
Complaint Received
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