25 NCAC 01I .2305. WRITTEN WARNING

(a)  The supervisor shall monitor and promote the satisfactory performance of work assignments and acceptable standards of personal conduct.  All types of performance‑related job inadequacies may constitute unsatisfactory job performance under this Section.  Unacceptable personal conduct may be work‑related or non‑work‑related conduct and may be intentional or unintentional.  When the supervisor determines that disciplinary action is appropriate for unsatisfactory job performance, a written warning is the first type of disciplinary action that an employee must receive.  The supervisor may elect to issue a written warning for grossly inefficient job performance or unacceptable personal conduct.  The written warning must:

(1)           Inform the employee that this is a written warning, and not some other non‑disciplinary process such as counseling;

(2)           Inform the employee of the specific issues that are the basis for the warning;

(3)           Tell the employee what specific improvements, if applicable, must be made to address these specific issues;

(4)           Tell the employee the time frame allowed for making the required improvements/corrections.  Absent a specified time frame, 60 days is the time frame allowed for correcting unsatisfactory job performance.  Immediate correction is required for grossly inefficient job performance or unacceptable personal conduct;

(5)           Tell the employee the consequences of failing to make the required improvements/corrections.

(b)  A written warning must be issued in accordance with the procedural requirements of this Section, including any applicable appeal rights.

 

History Note:        Authority G.S. 126‑4;

Eff. August 3, 1992;

Amended Eff. December 1, 1995.