Page 111 - Operations & Procedures Manuals

1. Consistent unsatisfactory job performance which has not improved with counsel and corrective action.
2. Continued violation of Company Policy. Violation of certain company policies may result in immediate termination and will not require corrective action counseling.
3. Behavior that puts Club members in danger, harm’s way, or abusive situations.
4. Behaviors that create an unsafe work environment; mentally, emotionally, or physically.
5. Unlawful behaviors.
Employee termination recommendation must be made by supervisor, in writing, and must be accompanied by documentation of prior corrective counseling (when applicable). Human Resources and COO must be made aware of recommendation. Supervisor must not convey recommendation to employee until final determination is made and plan of action is discussed and agreed upon by Human Resources. This includes determining who will be present during separation discussion.
Staff Status Change/Leave/Inactive
Any change of status, leave, or inactive employee must be communicated to Human Resources immediately. Branch Director and COO must be included in communication. Actions related to benefits, grants, etc. will be handled according to changes made.
Staff Transfer
Staff Transfers require approval of COO and Human Resources. Both branch/department Directors must communicate approval of planned change, as well as, awareness of any outstanding duties, deadlines, or commitments that need to be fulfilled prior to transfer occurring. Supervisors must collaborate to create transfer plan that includes timeline of change.
FREQUENCY/TIMING:
Required for all status change actions
FORMS/DATABASE/OTHER
Employee HR file
INPUTS:
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