Working people many a times come across an issue that cannot be termed as harassment but is not less than harassment. It’s an act where in colleagues use foul or filthy language or tone or act to humiliate or establish their superiority. But reporting such cases to HR are most of the time becomes useless as very few companies have any policy to check such acts.
In some of the organizations, there is a policy, which I believe is quite a bit to help those people who are harassed by the harassing lots. The policy is called Corrective Action Policy (CAT).Cat is described as Discipline, in its literal sense, is action that corrects or improves. Its purpose in the workplace is to correct or improve job-related performance or behavior. This policy applies to Professional Staff and Support and Service Staff not covered by a union and who have completed the new-employee evaluation period.
The Policy is as follows:
- Most workplace performance problems are handled by informal discussion and counseling between the supervisor and the employee. This Corrective Action policy is applied when more formal action is required.
- It is the university’s policy and practice that discipline be progressive in nature, beginning with the least severe action necessary to correct the undesirable situation, and increasing in severity only if the condition is not corrected.
- In addition to being progressive in nature, it is important that the degree of discipline be directly related to the seriousness of the offense and the employee’s record; therefore, it is possible for steps to be skipped or repeated.
- Nothing in this policy is intended to alter the limitations described in the Problem or Grievance Resolution policy, about the types of discipline cases that can be appealed to Stage IV.
If corrective action fails to result in satisfactory progress, the employee may be considered for separation from employment. The Human Resources Office of Employee Relations (Employee Relations) shall review and approve the termination. The normal progression of corrective action incorporates a(n)
a. Oral warning,
b. Written Warning,
c. Probation,
d. Suspension, and/or
e. Termination from employment.
If an employee’s misconduct or job-related misconduct is severe and/or repetitive, a step or steps in the process may be skipped or combined. It is recommended that skipping or combining a step or steps be reviewed with Employee Relations.
Previous disciplinary actions
- Generally, disciplinary action that is more than 12 months old is not used in considering, moving to the next level of discipline. Whereas any disciplinary action taken in between 12 months can be considered for the next step of action
- For example if a disciplinary action occurs on 2/1/02 and a second one occurs on 10/1/02, both can be considered if a third, similar occurrence arises on 6/1/03.
- The twelve-month time limit on the use of corrective action does not apply to any corrective actions which are severe in nature like the following offenses: theft, falsification of university records, sexual harassment, workplace violence, and other extremely serious offenses or other types of harassment prohibited by law.
Weconscious has come up by combining two words “WE” & “CONSCIOUS”. Thereby meaning, we the people who ought to be conscious about our rights & duties. We Conscious is a pious effort to highlight, show, and educate people of the various monsterheads of corruption, moral degradation and gross civic negligence that are rampant in our society. It’s an effort to highlight the illegalities we suffer on day to day basis.