These procedures implement the Policy of the Metropolitan Library Commission providing a series of disciplinary actions or stages that may take place when coaching is unsuccessful or not appropriate. The stages are progressively more severe leading to improvement of performance or termination from employment. Progressive discipline is not a RIGHT; but an opportunity, offered by the library system, to correct performance on the job. The library reserves the right to combine or skip steps depending upon facts of each situation and the nature of the offense.

1. Stage 1: A Verbal warning
   
   1. The supervisor gives an employee a verbal warning in situations that are deemed less serious in nature.
   2. The supervisor and the employee make every effort to determine and resolve the cause of the problem
   3. The supervisor makes it clear to the employee that s/he is receiving a warning.
   4. The supervisor clearly states what is expected of the employee to avoid further disciplinary action.
   5. Documentation of the verbal counseling is made and maintained in supervisor’s files.
2. Stage 2: A Written warning
   
   1. The supervisor gives an employee a written warning when the behavior of the employee:
      
      1. is a repeated violation and verbal counseling has been administered, or
      2. hinders the progress of the department/library in which the employee works, or
   2. The supervisor documents the written warning. The supervisor clearly states what is expected of the employee to avoid further disciplinary action.
   3. The employee signs the document noting that he or she has received the document. If the employee refuses to sign the document, the supervisor will note this on the document.
   4. Copies of all written warnings are distributed as follows:
      
      1. Original goes to the Human Resources Office
      2. one copy to the employee,
      3. one copy maintained in the supervisor’s files.
   5. Referral to the Employee Assistance Program (EAP) for treatment or counseling, in addition to a disciplinary response, may be made if appropriate. The employee’s participation in treatment or counseling will not necessarily mitigate a disciplinary response.
   6. The supervisor may recommend suspension for an initial incident if s/he thinks it is too severe for a warning yet not sufficiently severe for a recommendation of dismissal (see item 5).
   7. The supervisor may give a second written warning if, following the first written counseling, some improvement has occurred, but not to the standard required.
      
      1. A second written warning is handled using the same procedures as the first written warning.
      2. The supervisor may recommend suspension if a second warning would not suffice (see item 5).
   8. If expectations are not met as outlined in the previous warning(s), the supervisor gives a final written warning to the employee.
      
      1. The supervisor provides a written document detailing the performance and the actions taken.
      2. This document will include a statement that the next incident or act of unsatisfactory performance may result in further disciplinary action up to and including termination of employment
      3. The employee signs the document noting that he or she has received the document. If the employee refuses to sign the document, the supervisor will note this on the document.
      4. Copies of the final written warning should be distributed as described in section 2(d) above.
3. Stage 3: Suspension
   
   1. A supervisor may recommend suspension, or release from duty:
      
      1. as a more severe action that may be used to continue investigations and/or for constructive improvement.
      2. when it is determined that a second warning would not suffice or that an initial incident is too severe for a warning yet not sufficiently severe for dismissal.
      3. the length may vary, according to the severity of the offense or deficiency. Where a suspension has failed to produce the proper results, consideration should be given for a more lengthy suspension or the dismissal of the employee.
   2. The supervisor provides the next level supervisor with a written document detailing the employee’s performance and the actions taken including attempts of Stages 1-2 as identified in the SH 410 Regulations A [6].
   3. The next level supervisor concurs with the document or returns the document to the supervisor and provides guidance on how the supervisor should proceed.
   4. If the next level concurs with the supervisor, the document is presented to Human Resources who will notify the employee.
   5. The employee will be placed on administrative leave pending the due process hearing (see SH 530 Due Process Hearing in Certain Employment Actions [7])
   6. Human Resources will provide guidance so that the discipline is administered without jeopardizing the FLSA exemption status.
4. Stage 4: Recommendation for termination
   
   1. A supervisor may recommend termination of an employee's employment:
      
      1. after other disciplinary measures have failed
      2. when a first time incident occurs that is extremely serious
      3. if employee commits an offense for which immediate discharge is specified as a penalty
      4. if, in the library’s judgment, the employee's continued presence would be contrary to the well-being of the library or its employees
   2. The supervisor provides the next level supervisor with a written document detailing the employee’s performance and the actions taken. The document must also include any attempts of Stages 1-3 as identified in the SH 410 [6].
   3. The next level supervisor concurs with the document or returns the document to the supervisor and provides guidance on how the supervisor should proceed.
   4. If the next level concurs with the supervisor, the document is presented to Human Resources who will notify the employee.
   5. The employee may be placed on administrative leave pending the due process hearing (see SH 530 Due Process Hearing in Certain Employment Actions [7])