Archived Corrective Actions and the like

Status
Not open for further replies.

GrumpyAP

Go To Six
Joined
Jun 12, 2012
Messages
456
Is there some sort of 'chart' for how this stuff goes?

What things are violations, what are the steps, definitional statements along the way?


This bs corporate lingo is just hogwash malarkey.
 
Joined
Nov 1, 2011
Messages
320
It's generally a 4 step process taking some time depending on the severity of the CA.

1 - Counseling/coaching - 30 day probation
2 - CA - 30 day to 1 year probation (again, depending on the scenario)
3 - Final - Some 30 day to 1 year probation
4 - Termination

It's all pretty flexible. Annie and the other TLs/ETLs here can give you the specifics.
 
Last edited:

Rock Lobster

Executive Team Leader
Joined
Jun 11, 2011
Messages
1,428
Well the basic setup is coaching to corrective action to final warning to termination... The actual process will vary...

Say someone has poor attendance, you will coach them on it first (which is basically just having a conversation and documenting it later for yourself and HR)... you will then say something like "I will followup with this in 30 days and if the issue isn't resolved we will have to further this to CA" or whatever you want to say! Sometimes the first coaching may not have this part, and you will want to have two or more documented coachings before furthering something to CA! If it continues then you will put them on CA which will usually have a 30 day critical and 6 month actual duration (meaning they can't call in for 30 days, and then its on their record for 6 months)... Final is the same thing but it will have a year long duration instead...

If something is a conduct issue (NCNS is the most common) that will skip the coaching and go straight to CA! You can also go on a final for being on too many finals for multiple things... which may sound shady but its there in case you have a TM who is working the system by balancing their NCNSs with call-ins to avoid a termination (oh im on final for attendance, I'll NCNS since that is under conduct instead)....
 
Joined
Jan 17, 2012
Messages
218
Everyone deserves to know what infraction causes which result. This is why people need to unionize and why we need more government regulation on employers. It keeps them from discriminating against one person while someone else can commit the same infraction but not even get a coaching.
 
Joined
Jan 17, 2012
Messages
218
unfortunately, this is a chart only HR has access to, so you would have to reach out to them to find out about the chart
 
Status
Not open for further replies.
Top