Disciplinary Action Policy

At H3 we  set  high  standards  for  our  employees  and  expect  our  employees  to handle their positions with integrity.  In addition  to  establishing  and  maintaining  the  following  Disciplinary  Action  Policy,  it  is important  that  our  employees  on  staff  and  contractors understand  that  H3 is  not  required  to  take  disciplinary  action  before  making  an  adverse  employment decision, such as discharging an employee from employment at our company.

Forms of Disciplinary Action

Disciplinary action may be provided in the form of a written or oral reprimand; notice(s) of inadequate job performance; employment probation or suspension; discharge, or any combination of the above, if H3 so elects.  

Job Performance

In the event that your job performance does not meet the standards established for your position, H3 will encourage you to seek assistance from your supervisor to attain an acceptable level of performance. If you fail to respond to recommendations provided, or you fail to display measureable positive efforts toward improvement, disciplinary action may ensue, including termination of employment.

Violations

If you violate procedures and guidelines provided by H3 procedures and/or exhibit behavior that violates commonly accepted standards of honesty and integrity, or creates an appearance of impropriety, H3may elect to administer disciplinary action.

What You Can Expect:  Our Disciplinary Process

H3 documents each stage of our disciplinary process beginning with the first verbal warning.  The report of the disciplinary action will be retained in the employee’s personnel file.  Should a challenge arise regarding the disciplinary action in the report, the report may be used in the ensuing grievance proceeding or arbitration. Nothing herein is intended or shall be construed to change or replace, in any manner, the "at-will" employment relationship between H3 and you.

First offense: The employee may be given a verbal explanation of the violation or behavior in question, including a reiteration of H3’s regulations. In addition, the employee may be advised of the consequences of further infractions of the rule in question.  If no further problems occur with regard to the issue raised as the verbal stage, no further disciplinary action will be taken.

Second offense: If the problem persists, the employee may be given a written explanation of the errant behavior on an employee counseling statement, including a reiteration of what H3’s rules are in regards to their behavior or actions taken.  In addition, the employee may be advised that continuation of the problem will lead to suspension without pay for a stated period of time.  As before, the employee may be given an opportunity to change the unwanted behavior and, if the behavior does not recur, no further disciplinary action will be taken.

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