Progressive Disciplinary Action
This guide provides a quick overview of WellHaven's progressive disciplinary process. For complete requirements and procedures, please review the full SOP.
Resource:
Progressive Disciplinary Action - SOP
Quick Decision Guide
| Question | Next Step |
|---|---|
| Initial or minor performance or conduct concern? | Verbal Warning |
| Verbal warning has not resulted in improvement? | First Written Warning |
| Prior corrective actions have not resulted in sustained improvement? | Final Written Warning |
| Performance concerns need additional structure and support? | Consult HR regarding a PIP |
| Considering involuntary termination? | HR Review Required |
|
Verbal Warning
Initial or minor performance or conduct concerns. Documentation Required |
Written Warnings
Used when improvement has not occurred or formal corrective action is needed. HR Review & Documentation Required |
Termination
No involuntary termination may move forward without HR review and approval. HR Review & Documentation Required |
Performance vs. Conduct
| Performance Issues | Conduct Issues |
|---|---|
|
|
Human Resources will partner with leaders in determining whether an issue should be addressed as a performance concern, a conduct issue, or a combination of both.
Progressive Discipline Process
| Step | Purpose |
|---|---|
| Verbal Warning | Initial or minor performance or conduct concerns. |
| First Written Warning | When a verbal warning has not resulted in improvement or a formal corrective step is warranted. |
| Final Written Warning | When prior corrective actions have not resulted in sustained improvement or concerns are serious enough to warrant a final step before termination. |
| Performance Improvement Plan | Used when HR determines additional structure, clarity, and support are appropriate. |
Steps may be repeated, combined, or skipped depending on severity and circumstances.
Documentation & Paycom Upload Names
| Document | Upload Name |
|---|---|
| Verbal Warning | Verbal Warning |
| First Written Warning | First Written Warning |
| Final Written Warning | Final Written Warning |
| Performance Improvement Plan | Performance Improvement Plan |
| Involuntary Termination Summary | Involuntary Termination Summary |
Key Reminders
- No involuntary termination may move forward without HR review and approval.
- All PIPs must be developed in collaboration with Human Resources.
- Disciplinary conversations should be conducted with two leaders present whenever possible.
- Employee acknowledgment confirms the information was reviewed and discussed; it does not indicate agreement.
- Managers may not keep unofficial or duplicate personnel files.