Weaknesses Case

Administration in Healthcare Services

Corrective Action Policies

By: Jeri Miller

Date: July 2013

Colorado Technical University Online

In most companies, corrective action policies involve four steps which are largely run in a liberal directive. Depending on the significance of the case, some violations or enactment problems might deserve avoiding one or more phases in the process. However, in such cases as attendance, the company would use the four-step process (UND, 2004). In this particular instance, there is an employee that has been late five times in a one-month cycle. The following is the systematic process that would be taken:

First written warning - is the formal manner of notifying the employee of the infraction which has occurred due to failure of executing the departmental duties in a timely fashion for late attendance. Normally, a first notice transpires after an individual has received consultation from the department manager associated to the matter, and it is anticipated to inspire the worker to alter their actions. Employee has received the first written warning for being tardy the allotted number of times according to the handbook. Employee received consultation from the supervisor, employee was asked to sign that they understood the content and reason for the warning. Employee received a copy of the notice.

Second written warning - is used when the infraction persisted and reached seven times tardy for work. Employee was advised that this particular behavior could not continue since it placed other employees in a stressful situation due to the workload. Likewise, the behavior was unacceptable since their work had to be shifted to other employees, or their work failed to be completed on time when required. Advised that if this behavior continued, the employee would receive disciplinary action up to and including discharge.

Third written warning (suspension without pay) - has be ordered for three scheduled workdays since employee has failed to correct the problem and been tardy for ten workdays in one month. This type of situation is handled in this manner since the employee failed to adhere to the previous warnings. However, the supervisor should consult with