Taking Corrective Action Clause Samples

Taking Corrective Action. The Agency is normally responsible for investigating possible misconduct and initiating disciplinary action. Except where a formal record sufficient to take discipline already exists, such as a report of investigation conducted by the Office of Inspector General or a court record, the Agency should follow these procedures: - Interview the employee who has allegedly committed an offense. - Interview witnesses and any others who can provide pertinent information. - Try to reconcile any conflicting statements or other evidence. Re-interview the parties concerned, if appropriate. 1. Where the Agency requests in writing using a document other than GSA Form 225, the Agency will inform the employee in writing that “this is part of an inquiry into the facts that may lead to corrective action.” 2. Before issuing a warning notice or reprimand, the Agency must discuss the incidents giving rise to the discipline with the employee or permit the employee to review and comment on a GSA Form 225, Record of Infraction, or other written report or description of the incidents. A 225 or other written report must be prepared when the Agency is recommending action to a higher level. Employees will normally be given no more than five (5) working days to review and comment on the report. A reasonable amount of official time will be allowed to prepare a response to the report. Employees will have the opportunity to consult a union representative when drafting a response to a 225 form, or the written report. 3. A copy of all statements, letters and/or investigative reports, if any, upon which the Form 225 or other written report is based will be included with the written report for the employee's review. 4. The Agency will not select the specific disciplinary action to impose or recommend until after discussing the incidents with the employee or reviewing the employee's response to the written report as appropriate. 5. Upon request, the Agency will discuss the basis for the final decision with the employee and/or the employee’s Union representative. If a warning notice or reprimand is issued, the employee will be informed of the right to grieve the action under Article 7. 6. The employee will be given a copy of any other written document(s) not previously provided which was/were relied upon in issuing the warning notice or reprimand. 7. If the Agency determines that no disciplinary or corrective action is required after following the steps in this Section, the employee will be so i...