Discipline For Performance. The appointing authority may discipline an employee for reasons related to the employee’s performance. These reasons include but are not limited to:
Discipline For Performance a. It is the Regional Center’s intent to provide support, as specified in this Section, when necessary to help ensure employees’ successful performance of their job duties. If the cause relates to performance, the employee shall not be discharged unless the immediate supervisor or, if the immediate supervisor is not available, the next available supervisor in the chain of command, has provided counseling and a written evaluation of performance, including a statement of action required to remove the deficiency and the employee is given a reasonable period to improve performance initially via a Success Work Plan and then, if necessary, via a Corrective Action Plan. In situations, where a Success Work Plan – see Section 33(C) – does not sufficiently improve an employee’s performance, the employee may be placed on a Corrective Action Plan. When the Regional Center is placing an employee on a Corrective Action Plan, the initial term of the Plan may be up to 90 calendar days; however, the Regional Center may extend the duration of the Corrective Action Plan or place an employee on a new Corrective Action Plan. In the event an employee has been on a Success Work Plan and a Corrective Action Plan, the Regional Center will not be required to place the employee on a new Success Work Plan prior to placing the employee on a new Corrective Action Plan if the performance issues arise within 18 months of the employee successfully completing the previous Corrective Action Plan.
