2.15 – Standards of Conduct
Open Door management has the right to respond to employee performance issues and will adhere to any one or a combination of the following plans of correction.
- Issue a corrective action to address a performance issue or violation of the below Employee Standards.
- Place the employee on a probation period not to exceed 120 days.
- Demote or transfer the employee to another position.
- End the employment relationship at will, at any time, with or without notice or cause, if there is no violation of local, or federal law.
Corrective Action Procedures
When an employee accepts a position with Open Door he or she also accepts the responsibility of adhering to rules, regulations, and standards which are essential to the efficient operation of the agency. Policy violations may be subject to corrective action. The agency has the discretion to take any of the corrective actions listed below, in any order, based on the severity of the offense. Corrective action includes the following:
- Coaching with immediate Supervisor recorded on Employee Development Record (including training)
- Performance Corrective Measure (all corrective actions also require that the employee receive additional training which will be noted on the corrective action form under training notes)
- Written Warning #1
- Written Warning #2
- Written Warning #3
- Termination of employment
Performance Corrective Measures (Corrective Actions)
All documented disciplinary actions will be recorded on the appropriate corrective action form and the employee will receive additional training noted on form. Whenever possible, corrective actions will be discussed with the employee within seven days of the offense, or within seven days of becoming aware of the offense. The original will be maintained in the employee’s personnel file. Should the employee wish to dispute/appeal their corrective action, they are to refer to P&P 2.09 – Employee Complaint and Grievance Policy (Note: If the corrective action is a result of a Systems, Rights and Safety Review, full investigation by Open Door management, or through decision to end the employment relationship at will, they will not be eligible for a formal dispute).
Violations of Employee Standards
Listed below are examples of violations that may subject the employee to disciplinary actions, up to and including termination, at the discretion of the agency. Patterns and Trends may be considered a violation of the set standards based on a case by case basis. These examples are intended to be a guideline and are not necessarily exhaustive.
Category 1 through 5: The first violation in this category will result in a one-on one-coaching between the employee and their immediate supervisor. These coaching sessions will be recorded on an Employee Development Record and will be kept in the Supervisor File. A second violation in this category 1-4 will result in written warning #1; a third in written warning #2; a fourth in written warning #3; a fifth in termination.
- Excessive breaks or other abuse of working time, including unauthorized overtime.
- Unauthorized or inappropriate use of the company’s and/or individual’s telephone/cell phone or inappropriate use of the employee’s personal cell phone during times of delivering services.
- Incorrectly recording or failing to record information on employment records, timekeeping and pay records, agency records, or individuals’ records or meeting Open Door’s requirement to timely submit employee timesheets and pay records.
- Failure to return grocery, credit card, or petty cash receipt(s) or individuals’ receipts to representative payee within three (3) days of purchase.
- Excessive Tardiness or Leaving early: Arriving to work location/clocking in less than one hour late more than two times in one payroll period. Leaving work early/clocking out more than one hour before end of scheduled shift more than two times in one payroll period. Employees are given a 5-minute grace period.
Category 6 through 14: The first violation in this category will result in a written corrective action. A second violation in this category 6-14 will result in written warning #2; a third in a written warning #3; a fourth in termination.
- Failure to exercise good judgment, careless or inefficient performance of job-related duties.
- The failure to follow standard safe practiced driving regulations as reported or observed while driving company-owned vehicles or personal vehicles during working hours with individuals.
- Workplace gossiping and revealing professional and personal information regarding individuals and coworkers.
- Demeaning, disrespectful, disruptive, or punitive behavior or language toward individuals, employees, stakeholders, volunteers, or visitors.
- Receiving unauthorized visitors on grounds during working hours or visiting others on-grounds during off scheduled hours, without authorization.
- Borrowing and inappropriately using Open Door’s equipment/supplies without an approved authorization from management.
- Failure to report incidents or on-the-job accidents. This also includes not reporting accurately or timely and/or cooperating during an investigation and/or review.
- Failure to abide by and meet standards for services outlined in the individual’s person-centered plan.
- Not following attendance notification procedures with adequate notice or an identified pattern and trend of unexcused absences or failing to attend scheduled training or work certification requirements.
Category 15 through 24: Any violation in this category below will result in immediate termination:
- Unauthorized use, theft or the intent of theft, misappropriation, exploitation, or willful damage of property or equipment belonging to the agency, individuals, employees, volunteers, or visitors. This also includes unauthorized use of company or individuals’ credit/debit cards, personal accounts, or bank accounts.
- Unreasonably denying individual’s rights or privileges protected by the Ohio Revised Code Section 5123.62.
- Carrying or otherwise possessing weapons, firearms, or explosives on agency property or at an agency function.
- Threatening or participating in physical, sexual, psychological, or verbal abuse, neglect of individuals, employees, volunteers or visitors and/or neglecting the individuals served. This includes failure to report such acts.
- Insubordinate acts, refusal to carry out any reasonable assignment including refusal to sign job descriptions, corrective actions, evaluations, and statements, and/or refusal to participate in an investigation, or willful disobedience of a reasonable instruction or direction of Open Door management.
- Omission or falsifying of employment records, timekeeping and pay records, agency records, individual’s records, or unauthorized removal and/or tampering of records and documents.
- Conviction for a criminal or traffic violation deemed unacceptable by governing/licensing agencies and/or failure to report such convictions or charges within five days of the violation while employed with the agency.
- Failure to meet employment criteria related to job duties, including, but limited to:
- Not completing essential functions of job description related to assigned duties
- Not working required hours to maintain employment status per 2.01.2 (refer to Attendance Policy 2.08)
- Completion of required trainings and certifications per Federal, State, or Local law for position held, maintaining required valid License/certification per position description
- Substance-Free Workplace Program (P&P 2.07)
- Minimum pre-hire, post hire, and ongoing requirements per Medicaid and Licensure regulations as specifically outlined in OPEN DOOR policy 2.01.2 III
- Introductory or probationary standards
- Unethical acts or statements (refer to P&P 2.00)
- No Call No Show/Job Abandonment. Failure to provide notification of failure to attend scheduled work shift (by end of scheduled shift) per departmental notification guidelines or failure to return to work from scheduled leave time without providing any notification per departmental and leave guidelines.
The Executive Director has the authority to review and overturn any disciplinary actions issued by Open Door management personnel.
Last Revised: 3/14/22