The usual steps
- A conversation. The problem is named, specifically. You get to respond. You agree on what changes and by when. It may be documented as a note.
- A written warning. If it continues, or if it’s more serious to begin with, you’ll receive a written description of the problem, what’s expected, the timeframe, and what happens if it doesn’t change. You can add your own written response. It goes in your file.
- A final warning or improvement plan. A last, specific chance with a clear deadline and clear consequences.
- Termination.
The steps aren’t a contract
The practice can start at any step, skip steps, or repeat them, depending on the situation. Employment remains at will. What we commit to is that you’ll know what the problem is and what’s expected before a decision is made, wherever that’s possible.Immediate termination
Some things end employment without prior steps. Examples:- Deliberate misuse or disclosure of client information
- Sexual or romantic contact with a client
- Falsifying records, timekeeping, session counts, or billing
- Violence, threats, or harassment
- Working while impaired
- Theft
- License loss or exclusion from federal healthcare programs
- Refusing a lawful directive on a safety or privacy matter
What you can expect
- Specificity. “Your notes have been late” comes with which ones and by how much.
- A chance to respond, and to have your response documented.
- Consistency. The same problem gets the same treatment regardless of who has it.
- Privacy. Corrective action isn’t discussed with colleagues.