Infractions is an approach used by leadership to modify undesirable performance and behavior through the use of a corrective action process. At the onset of any staff member performance or conduct issues, leaders are strongly encouraged to contact Community Relations staff for assistance.
Staff should receive training, coaching, and constructive feedback to assist in modifying their performance. Timely, appropriate, and continous feedback is essential to maintain effective performance. Inappropriate behavior/performance must be evaluated on a case-by-case basis and judged by the severity of the incident.
Central Group Hub uses the Conduct tab for filing and putting incidents on file for staff. Incidents can be created by your leadership.
CGH uses a three-strike rule on incidents. Incidents can start as low as a minor offense and go as high as a severe-final. Depending on the situation, the severity of the incident can start at a minor, a serious or a severe. Once you receive a documentation, the severity can not go down for future offenses. Once you have received a severe-final documentation, your next documentation will be brought to Community Management for separation.
The purpose of infractions is to review staff member performance and be to document staff-members who have acted inappropriately.
Minor
This is your first infraction given. No action will be taken to this infraction other than a warning.
Serious
This is your second infraction given. No action will be taken to this infraction other than a warning.
Severe Final
This is your third and final infraction. A suspension will be given by your leader for no less than 3 days and no more than 10 days.
Reported to Community Management
This infraction has been referred to the Community Manager for Community Relations. Separation will most likely occur unless excruciating circumstances are created whereas another action may be imposed.