Disciplinary Procedure
|
Effective Date:
|
November 2025
|
|
Focus Group:
|
All Home Office Employees
|
|
Purpose:
|
To establish a fair, consistent, and legally compliant approach to addressing performance and behavior concerns while supporting employees in meeting Global Outreach International’s expectations. This procedure also provides safeguards to ensure documentation, reduce bias, and protect the organization from unnecessary risk.
|
Guidelines:
1. Standards of Conduct and Performance
Employees are expected to follow GOI’s policies, uphold workplace standards, and perform their duties satisfactorily. When issues arise, GOI seeks to address concerns promptly, constructively, and consistently.
Integrated Safeguard:
2. Progressive Discipline Framework
Under typical circumstances, GOI utilizes a progressive discipline model to give employees clear feedback and an opportunity to improve. GOI, however, reserves the right to bypass any step in this process when warranted by the situation.
This procedure does not alter employees’ at-will employment status.
All steps must be documented and placed in the employee’s personnel file.
Step 1: Informal Coaching Discussion
When a concern is first identified, the supervisor will meet with the employee to explain:
Integrated Safeguard:
Step 2: Formal Coaching Discussion
If the issue continues, a formal conversation is required. This discussion will:
a. Review the problem
b. Allow the employee to share context or information
c. Reinforce the need for improvement
d. Explain that lack of improvement will lead to further discipline
Integrated Safeguard:
Step 3: Performance Improvement Plan (PIP)
If the concern persists, the supervisor and HR Director will meet privately with the employee to initiate a 30-, 60-, or 90-day PIP outlining:
Step 4: Termination
If the employee does not meet expectations outlined in the PIP, GOI may proceed with:
Suspension
Senior Leadership Team members may temporarily remove an employee from the workplace, with or without pay, if approved in advance by the COO and HR Director.
Multiple or Unrelated Issues
The progressive discipline steps may also be applied when an employee exhibits a pattern of unrelated performance or behavior issues, even if no single incident is severe on its own.
Integrated Safeguard:
Serious Misconduct / Immediate Action
GOI reserves the right to bypass the progressive steps at any time.
Examples include:
Integrated Safeguard:
Faith-Based Commitment
GOI seeks to handle performance concerns with fairness, grace, and clarity. Discipline should reflect truth and accountability while honoring the dignity of each employee and supporting a healthy, Christ-centered workplace culture.
Employees are expected to follow GOI’s policies, uphold workplace standards, and perform their duties satisfactorily. When issues arise, GOI seeks to address concerns promptly, constructively, and consistently.
Integrated Safeguard:
- Supervisors must consult HR for guidance before taking significant disciplinary action to ensure legal compliance and fairness across departments.
2. Progressive Discipline Framework
Under typical circumstances, GOI utilizes a progressive discipline model to give employees clear feedback and an opportunity to improve. GOI, however, reserves the right to bypass any step in this process when warranted by the situation.
This procedure does not alter employees’ at-will employment status.
All steps must be documented and placed in the employee’s personnel file.
Step 1: Informal Coaching Discussion
When a concern is first identified, the supervisor will meet with the employee to explain:
- The issue or behavior observed
- Expectations for improvement
- Appropriate corrective actions
Integrated Safeguard:
- Supervisors should document date, concerns, and expectations—even for informal coaching—to establish clarity and avoid later misunderstandings.
Step 2: Formal Coaching Discussion
If the issue continues, a formal conversation is required. This discussion will:
a. Review the problem
b. Allow the employee to share context or information
c. Reinforce the need for improvement
d. Explain that lack of improvement will lead to further discipline
Integrated Safeguard:
- HR may be consulted to ensure the concern is legitimate, non-discriminatory, and linked to documented expectations.
Step 3: Performance Improvement Plan (PIP)
If the concern persists, the supervisor and HR Director will meet privately with the employee to initiate a 30-, 60-, or 90-day PIP outlining:
- Specific performance issues
- Measurable goals
- Expected timelines
- Support/resources provided
- Consequences of not meeting the plan
- PIPs must be specific, objective, and achievable to withstand legal scrutiny and ensure fairness to employees.
Step 4: Termination
If the employee does not meet expectations outlined in the PIP, GOI may proceed with:
- Additional coaching,
- Further discipline, or
- Termination of employment, depending on severity and organizational needs.
- HR must review and approve all terminations to ensure compliance with employment law and prevent inconsistent treatment.
Suspension
Senior Leadership Team members may temporarily remove an employee from the workplace, with or without pay, if approved in advance by the COO and HR Director.
- Exempt employees generally may not be suspended without pay for less than a full day.
- Any unpaid suspension must relate to serious violations of written workplace conduct rules, such as sexual harassment or workplace violence.
- HR must verify legality before any unpaid suspension is issued to avoid jeopardizing exempt status or violating wage laws.
Multiple or Unrelated Issues
The progressive discipline steps may also be applied when an employee exhibits a pattern of unrelated performance or behavior issues, even if no single incident is severe on its own.
Integrated Safeguard:
- Supervisors should track patterns over time to ensure decisions are based on consistent concerns rather than isolated frustrations.
Serious Misconduct / Immediate Action
GOI reserves the right to bypass the progressive steps at any time.
Examples include:
- Major policy violations
- Harassment or discrimination
- Workplace violence
- Theft, fraud, or dishonesty
- Severe insubordination
- Violations of law
Integrated Safeguard:
- HR must lead or oversee investigations to ensure fairness, confidentiality, and legal compliance.
- Decisions should be based on documented, objective facts to minimize risk of wrongful termination claims.
Faith-Based Commitment
GOI seeks to handle performance concerns with fairness, grace, and clarity. Discipline should reflect truth and accountability while honoring the dignity of each employee and supporting a healthy, Christ-centered workplace culture.