General HR
Corrective Action Part I
Corrective Action Part II
Time & Attendance
Corrective Coaching
100
During the RFT process, when should you term the employee in Peoplesite?
After you have notified the employee about the termination.
100
What are the two umbrellas of the Corrective Action?
Time & Attendance and Behavioral/Performance.
100
How long does a corrective action typically stay with an employee?
6 months
100
What is the grace period for clocking in?
7 minutes
100
What are 3 common defense mechanisms when approaching employees on corrective coaching?
1) Shouting 2) Cursing 3) Taking a step forward 4) Rrying 5) Not wanting to say anything 6) Get you off track
200
Which corrective action does the employee NOT receive a copy of the document?
Recommendation for Termination
200
What are the 4 steps of Progressive Corrective Action? (Non-Probationary)
1st Written Warning, 2nd Written Warning, Final Written Warning, Rec for Term
200
What corrective action step is removed for probationary employees?
2nd Written Warning
200
What happens to an employee that leaves their shift early without permission or notification?
What is: They will receive a half point under T&A (.5). Plus, this is considered a behavioral issue and is subject to Corrective Action. Usually results in FWW.
200
What is the more cost efficient way to save an experienced employee?
Corrective Coaching (or develop the employee)
300
What steps should be taken when an employee is gate-locked from the facility?
Contact HR, submit the RFT, and obtain a memo from corrections stating the employee no longer has access to the institution.
300
Which corrective action(s) stay active for the entire length of employment?
Threats of Violence and Sexual Harassment.
300
What is the goal of corrective actions?
To correct or improve the behavior, performance or attendance issues.
300
What is the typical the result of employees punching/swiping in or out for others?
Usually this results in Termination.
300
What word should you avoid when conducting corrective coaching session?
'YOU'
400
When should you obtain the employee's side of the story?
Rule of thumb...ALWAYS.
400
In regards to corrective action, when should you always consult HR and/or your Director of Ops?
1) If skipping any steps in the CA process 2) Suspensions 3) FWW and RFT
400
What should you do if an employee refuses to sign their CA?
Simply write, "Employee Refused to Sign", initial and date. Plus, have witness sign and date.
400
What is the result of a No Call/No Show for a probationary employee?
Termination
400
What should be the focus when conducting corrective coaching?
Focus on Work Process, Issue, or Behavior (Not on the person)
500
To demonstrate consistency & fairness, what should you be prepared to demonstrate or discuss with HR & Regional Management?
1) What have you done in the past in regards to the situation? 2) What is the past practice?
500
At what level of corrective action should you include HR and Regional Management for APPROVAL?
Final Written Warning and Recommendation for Termination
500
What is some of the documentation that should always be included when transmitting for HR and Regional Management to review?
What is: Signed ESG Acknowledgement Signed T&A Acknowledgement (if applicable) Previous CA's Any witness statements Any reports, logs, timesheets, etc.
500
What is the Proper Notification timeframe for the various shifts?
1) 2 hours for dayshift 2) 4 hours for evening/nightshift
500
How should you approach someone during the corrective coaching session?
Treat with respect, consideration and fairness
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