Discipline

Policies & Procedures

Things To Consider Before Beginning The Discipline Process

1
Have you set expectations with your employee so they know what to do and when to do it?
2
Did the employee know in advance that such conduct or lack of performance is subject to disciplinary action?
3
Have your appropriate levels of management been notified?
4
Has the employee received training and been provided the required resources in order to succeed?
5
Have you effectively documented the issue being addressed?
6
Have you been effectively coaching and giving high-quality feedback?
7
Has HR been notified to help determine appropriate next steps?

Recommended Disciplinary Steps To Address Concerns

(discretion to accelerate is permitted when appropriate)
Step One:

Reminder
Step Two:

Warning
Step Three

Final Warning
(with or without Decision Making Leave and/or Performance Improvement Plan)
Step Four:

Termination

Employees Must Understand Practical Rules When Administering Progressive Discipline

Employees must understand:

  • What the problem is
  • What they need to do to fix the problem
    • The outcome may be increased production numbers, decreased errors, improved interpersonal communications, or a tardy-free attendance record
  • The time period to fix the problem
  • The consequences of inaction

Progressive Discipline Guide

The Progressive Discipline Guide below outlines the different levels of discipline that can be administered along with HR support in the process. Progressive disciplinary counseling is recommended, however, at the discretion of Valero, any or none of these disciplinary steps may be used prior to termination based on the severity of the offense. It is important to contact your local HR Department to help you determine appropriate next steps when addressing an issue.
Level of Discipline HR Involvement Consequences Document Signatures

Reminder

HR Rep may be present and will work with manager to create:

  • Talking points
  • Appropriate documentation
  • Potential disciplinary progression
  • Disciplinary record sent to employee file
  • May affect Bonus/Performance Adjustment (if applicable)
  • Employee
  • Immediate Supervisor
  • HR Rep

Warning

HR Rep must be present and will work with manager to create:

  • Talking points
  • Appropriate documentation
  • Potential disciplinary progression
  • Unable to post for six months
  • Discipline record sent to employee file
  • May affect Bonus/Performance Adjustment (if applicable)
  • Employee
  • Immediate Supervisor
  • Next Level Management
  • HR Rep

Final Warning
(with or without Decision Making Leave and/or Performance Improvement Plan)

HR Rep must be present and will work with manager to create:

  • Talking points
  • Appropriate documentation
  • Potential disciplinary progression
  • Unable to post for six months
  • Discipline record sent to employee file
  • May affect Performance Adjustment (if applicable) and will result in the loss of any bonus to be paid
  • Final Warning (may include Decision Making Leave and/or Performance Improvement Plan)
  • Employee
  • Immediate Supervisor
  • Next Level Management
  • HR Rep

Termination

HR Rep must be present and will work with manager to create:

  • Talking points
  • Appropriate documentation
  • Discontinuation of Employment
  • Ineligible for Rehire
  • N/A
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