Disciplinary Actions and Conduct

Improve To Make Better Will communicate and attempt to correct any and all work related problems.

Corrective action may take place in any of the following forms:

  • Verbal warnings
  • Written warnings
  • Coaching
  • Counseling
  • Re-Assignment of duties
  • Suspension of duties
  • Termination

This Policy includes the steps to these procedures. Improve To Make Better reserves the right to combine or skip steps, depending upon the facts of each situation and the nature of the offense.

The Level of disciplinary intervention may also vary. Some of the factors that will be considered depend upon whether the offence is repeated despite coaching, counseling, and/or training, also the staffs work record may also be considered, along with the the impact the conduct and performance issues that may effect the company.

Employment is at will and nothing in this document changes that relationship.

Staff members have the right to resign there employment at anytime, and the company has the right to terminate a staffs employment at any time, effective upon notice to the staff, and pursuant to the company's employment at will policy, unless otherwise required by law or policies. 

Staff separation which falls into any category of layoff or termination of employment may be done on the final authority of the CEO/ Founder or Human Resources. All terminations of employment are documented by completing a letter of separation. 

Termination of employment may occur when the employment relationship is not working out for any number of reasons, including but not limited to the following:

  • Unsatisfactory job performance, as determined by the staff supervisor.
  • Actions or conditions which are directly detrimental to the company and /or persons served.
  • Misconduct, including but not limited to theft, insubordination, violation of company's drug and alcohol use policy, attendance policy, or any other policy.
  • Abuse, harassment, slander, vulnerable adult related violations, or violent or threatening behavior.
  • activities involving or affecting persons served that are not approved by the staff's supervisor.