Introduction
At Little B’s Construction, LLC, our commitment to maintaining a productive, respectful, and safe work environment is paramount. To uphold our organizational values and comply with best practices and employment laws, we have developed a Corrective Action/Disciplinary Program. This program addresses issues of misconduct, unsatisfactory performance, and attendance, ensuring that all employees understand our expectations and the consequences of failing to meet them.
Responsibilities and Expectations
Company Responsibilities
Little B’s Construction, LLC adheres to OSHA guidelines by implementing, training, and enforcing this Corrective Action/Disciplinary Program without discrimination or favoritism. We clearly identify company expectations and compliance requirements for all employees, presenting the policy upon hiring and annually thereafter.
Manager Responsibilities
Managers play a crucial role in this program, and their responsibilities include:
Having a supervisory witness present during corrective action meetings.
Engaging employees in respectful conversations aimed at coaching rather than punitive measures.
Providing clear explanations of infractions and expected corrections.
Avoiding disciplinary actions without prior investigation and consultation with Human Resources.
Ensuring consistency and fairness in administering corrective actions.
Employee Responsibilities
Employees are expected to:
Understand and comply with the Corrective Action/Disciplinary Action Program.
Make necessary corrections to return to expected compliance.
Maintain consistent attendance and safety compliance.
Communicate any personal issues affecting work attendance or performance to their immediate supervisor or Human Resources.
Non-Compliance
Compliance with this policy is mandatory. Extenuating circumstances that may affect progression of corrective actions should be discussed with a supervisor or the Human Resources Manager. Exceptions to the standard disciplinary progression are noted, such as immediate termination for severe violations.
Disciplinary Action Steps
Our Progressive Corrective and Disciplinary Actions include:
Verbal Reprimand
An opportunity for the supervisor to counsel the employee on performance, attendance, or misconduct issues. Documentation is sent to Human Resources and kept in the employee’s personal file.
Written Warning
Issued when verbal reprimands fail to correct behavior or more serious infractions occur. This warning indicates that the employee is at risk of suspension.
Suspension Without Pay
Enforced if written warnings are ignored. The employee is suspended for three consecutive workdays without pay and must make immediate corrections to avoid termination.
Termination
Implemented after all progressive steps have been exhausted or when immediate separation is necessary due to severe violations.
Exception to Disciplinary Progression
Little B’s Construction, LLC reserves the right to bypass the progressive steps in cases of significant violations, which may result in immediate termination. Examples include:
Intoxication or influence of illegal drugs on the job
Positive drug screen findings
DUI or DWI in a company vehicle
Other significant violations (not an exhaustive list)
Conclusion
The Corrective Action/Disciplinary Program at Little B’s Construction, LLC is designed to guide employees towards acceptable performance and behavior, ensuring a safe, fair, and productive work environment. By adhering to this program, we strive to foster a culture of respect and accountability, benefiting both the company and its employees.