Progressive Discipline Policy
Darlington School expects employees to comply with this handbook and all adopted Darlington policies and rules and to conduct themselves according to acceptable standards of behavior.
Disciplinary Action
Darlington School has established a four-step disciplinary procedure:
1. Verbal warning;
2. Written warning;
3. Final written warning; and
4. Termination of employment
Verbal warnings will normally be used for first offenses of a minor nature. In issuing verbal warnings, the date and fact of the warning should be documented and placed in the employee’s permanent records. Repeated minor offenses or offenses of a more serious nature may result in the issuance of a written warning, read to the employee, signed by the supervisor, and filed in the employee’s permanent personnel record.
Subsequent misconduct by the employee may result in the issuance of a final written warning.
The second written reprimand issued during a 12-month period constitutes sufficient grounds for the discharge of an employee.
Before an employee is discharged for violating Darlington School rules, policies, or procedures, an employee may be “suspended pending investigation.”
Darlington School reserves the right to deviate from the four-step disciplinary procedure and terminate an employee when it is deemed to be in the best interests of the school to do so.
Disciplinary Discretion
The policies and procedures contained in this discipline policy are guidelines only. Darlington School reserves absolute discretion to deviate from these policies and procedures on a case-by-case basis as it deems appropriate and in the best interests of Darlington School. As such, violations of Darlington policies or substandard performance may result in one of the following forms of disciplinary action: verbal warning (written note of warning placed in employee file), written warning, suspension and/or termination/discharge, (not necessarily in this or any order). In arriving at a decision for proper action, Darlington will consider the seriousness of the infraction or performance deficiency, the past record of the employee, and the circumstances surrounding the matter.
Termination may be immediate and without warning. The nature and severity of the discipline will be determined by Darlington in its sole discretion, and will reflect the severity of the violation, the employee’s past record, and other individual circumstances. While Darlington usually provides corrective counseling and progressive discipline procedures, immediate dismissal may occur as Darlington deems appropriate.
