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The Corrective Acti=
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3/27/2009
1
Corrective Action and Progressive Discipline
Presented
By:
The
Office of Human Resources
Frostburg
State University
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3/27/2009
2
Agenda
•We will cover the following topics:
=
;
nCorrective Action.
nThe Corrective Action Meeting.
nProgressive Steps of Discipline.
•
3/27/2009
3
When our session is comple=
te you
will :
•Understand the correcti=
ve,
constructive, and
progressive aspects of discipline.
•Know when and how to use fair and <=
span
style=3D'position:absolute;top:46.75%;left:14.04%;width:79.96%;height:7.5%=
'>consistent discipline.
•Be able to work with employees to <=
span
style=3D'position:absolute;top:62.25%;left:14.04%;width:79.96%;height:7.5%=
'>improve performance.
3/27/2009
4
Introduction
nPerhaps
the most difficult part of a supervisor’s job centers around the n=
eed to
discipline an employee.
•How?
•When?
•What steps?
•What level ?
3/27/2009
5
Corrective Action Should:
<=
span
class=3DBB style=3D'position:absolute;left:-4.43%;top:.49em'>nCorre=
ct
behavior, not just punish.
nBe co=
mprised
of a series of progressive steps.
=
nBe
administered in a fair and consistent manner.
<=
span
class=3DBB style=3D'position:absolute;left:-4.43%;top:.49em'>nBe
documented.
<=
span
style=3D'visibility:hidden'>n
3/27/2009
6
Questions:
nEmployees generally don’t like to see a fellow employee disciplined. T or F?
n
nSometimes it’s better to just yell at an employee who breaks a rule rather than following a disciplinary process. T or F?
n
nIf two employees violate the same rule, you should handle them the same even if one =
has a bad attitude.
T or F?
3/27/2009
7
What Is Corrective Action?
nCorrective action i=
s a
series of steps to correct employee performance. Steps =
usually
consist of:
nPrivate verbal warning or counseling session.
nWritten warning(s) (in consultation with HR).
nSuspension (in consultation with HR).
nTermination (in consultation with HR).
3/27/2009
8
Why Discipline?
<=
span
class=3DBB style=3D'position:absolute;left:-4.1%;top:.49em'>nThe Un=
iversity
needs rules to function.
nEmplo=
yees and
supervisors should know University and departmental work
rules and disciplinary
procedures.
nThe University needs a paper trail in the event
that employee behavior worsens.3/27/2009
9
When to Discipline.
nRespond
to genuine work rule violations.
nDon’t bend rules.
nDon’t take action in violation of Title VII.
nDon’t take action in violation of employee rights.
nRespond
immediately to all violations.
3/27/2009
10
How to Discipline.
nDiscipline similar offenses in the same way.
<=
/span>
nMake discipline appropriate to the offense.
<=
/span>
nGive employees opportunity to correct all but =
the most serious offenses.
nFollow progressive discipline.
<=
/div>
nKeep dated, written documentation of all disciplinary actions.
nBe sure to remember disciplinary actions at PMP time.
3/27/2009
11
Summary
– Corrective Action
nBe familiar with work rules and policies.
nGive immediate attention to all violations.
nDiscipline only for real violations.
nApply discipline fairly and consistently.
nUse discipline to encourage employees to correct&#=
13;
=
n behavior,
not to punish them.
nMatch the discipline to the offense and the
offender.
nFollow progressive discipline steps.
nDocument all disciplinary actions.
nRecord all disciplinary actions on the PMP.
• Questions?
Comments?
<=
span
style=3D'font-size:75%;mso-special-format:lastCR;display:none'>
3/27/2009
12
The
Corrective Action Meeting
3/27/2009
13
Question=
s:
nIt’s
best to warn a rule breaker privately.
•T? F?
nEmploy=
ees
don’t have to take verbal warnings seriously
since only written warnings are entered in the personnel file.
•T? F?
3/27/2009
14
The Corrective Action Meeting
3/27/2009
15
The
Corrective Action Meeting – When
?
nTalk
with the employee privately and promptly after the offense=
or
problem has occurred.
nAvoid
an emotional discussion.
=
3/27/2009
16
The
Corrective Action Meeting, How?
<=
span
class=3DBB style=3D'position:absolute;left:-4.43%;top:.49em'>nDeter=
mine the
facts of the situation
<=
span
class=3DBB style=3D'position:absolute;left:-4.43%;top:.49em'>nBe
prepared.
nEmpha=
size the
seriousness of the situation.
nMutually agree o=
n a
plan of corrective action.
<=
span
class=3DBB style=3D'position:absolute;left:-4.43%;top:.49em'>nKeep a
written record.
3/27/2009
17
Union Representation
<=
span
class=3DBB style=3D'position:absolute;left:-4.43%;top:.49em'>nThe e=
mployee
must request.
<=
span
class=3DBB style=3D'position:absolute;left:-4.29%;top:.49em'>nRequi=
red in
an investigatory process.
nNot r=
equired
when notice of discipline is being given
nReview
Article 16, page 30, of non-exempt MOU. (AFSCME)
<=
span
style=3D'visibility:hidden'>n
3/27/2009
18
Summary
– Corrective Action Meeting=
nMeet promptly and privately.
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nRemain calm, focusing on the act.
nGet the employee’s side .
nBe sure the employee understands the situation.
nTreat all employees fairly and consistently.
<=
/span>
nAgree on corrective action.
nDocument.
nRecord on PMP.
3/27/2009
19
Progressive Discipline
3/27/2009
20
Questio=
ns:
nWith very serious
violations, you may skip some of the warning steps invol=
ved =
in
discipline. T? F?
nThe escalating steps of progressive =
=
discipline
may be skipped for lesser offenses. T? F?
nSuper=
visors
are on their own as they move through the steps of progressiv=
e discipline.
T? F?
3/27/2009
21
Progres=
sive
Discipline – Why?
nBalances the bus=
iness
needs of the University with fairness to employees.
nEncou=
rages
employees to correct behavior at an early stage.
nAllows
employers to take appropriate, documented action for
repeated violations, which protects them from legal =
challenges.
3/27/2009
22
Progres=
sive
Discipline, How?
nDisciplinary procedures should follow defined, documented, escalating steps.
=
nOnly the most seri=
ous
violations require immedia=
te
discharge.
nCounseling or initial discussion is the first step for a minor infraction.
nA verbal reprimand=
is
the second step of the
formal process.
<=
span
style=3D'font-size:88%;visibility:hidden'>n
3/27/2009
23
Progressive Discipline, Step 1
nStep
1 – Counseling
nOral discussion
nMore informal than a verbal reprimand
nEffort is improvement without punishment.
nKeep an accurate written record.
nCounseling is not grievable.
3/27/2009
24
Progressive Discipline, Step 2
nStep 2 – The Verbal Reprimand
nMore formal than counseling.
nCorrective action; improvement and punishment.
•List=
specifics.
•Incl=
ude
a corrective action plan.
nDocument and have employee sign.
•Fo=
llow-up
on the corrective action plan.
nVerbal reprimand is a grievable action.
3/27/2009
25
Progress=
ive
Discipline, Step 3
nStep
3 – The Written Reprimand
•Issue written warnings only f=
or
cause.
•List specifics.
•Include a corrective action
plan.
•Review privately with the
employee.
•Both parties sign the
reprimand and it becomes a permanent part of the personnel
file.
•Follow-up on the
corrective action plan.
3/27/2009
26
Progress=
ive
Discipline, Step 4
nStep 4 – Suspension
•Alwa=
ys
confer with your supervisor and OHR before taking this
step.
•Have=
HR
and/or your VP present when you meet with the employee.=
3;
•Sign=
and
have the employee sign the suspension document.
•Meet =
with
the employee at the end of the suspension period and agree
upon corrective action.
•D=
OCUMENT!
3/27/2009
27
Progres=
sive
Discipline, Final Step
nFinal Step – Termination
n
•Disc=
harge
only for the most serious/repeated violations.
•Act =
only
in consultation with OHR.
•Inve=
stigate
carefully. Document the results of the investigation.
=
•D=
ocument
the meeting in a report signed by all present.=
3/27/2009
28
Summa=
ry –
Progressive Discipline,
nRemember the
Progressive Discipline Steps:
nCounseling/Informal Discussion
nVerbal Reprimand
nWritten Reprimand
nSuspension
nTermination
Questions? Comments?=
3/27/2009
29
=
Summary
– The Corrective Action Process
nDiscipline should aim to correct, not punish, whenever possible.
nDiscipline should follow a series of progressive, =
=
documented steps.
nOnly the most serious infractions require <=
/span>=
discharge (and then only after careful =
investigation & documentation).
nImplement all discipline fairly and consistently.&=
#13;
nRemember disciplinary actions at PMP time.
nInvolve OHR.
3/27/2009
30
LEARN
MORE
<=
span
class=3DBB style=3D'position:absolute;left:-4.43%;top:.49em'>nNEW
RESOURCE:
nSKILLSOFT
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13;
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13;
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ØCorrective action is usually in the form of counselin=
g or
verbal reprimand. Fortunately most problems are
corrected at that level. However, following today’s training, you will understand ho=
w to
administer all steps of the corrective action process.
•Progressive
steps should help an employee to correct/improve behavior or penalize his/her failure to do so.
•False.
If rules are clear and consistently applied, most employees appreci=
ate
that discipline is
necessary to protect their rights and safety, as well as the integrity of =
the department and the University.&#=
13;•False. Always follow the same system with everyone and try not to lose your
temper with anyone.=
It
only makes the situation worse. I=
f you
become stressed, walk away.
•True. To a degree. You have to base
discipline on the act, not the person. However, it is fair to look at work history =
and
prior incidents when determining your course of action.
ØAn employee’s performance may be impacted by absentee=
ism,
a single incident, or poor
interpersonal relationships on the job.
<=
/span>
•People
who ignore or disobey rules jeopardize morale, safety, and efficient operations.
ØOffenses which constitute the ne=
ed for
disciplinary action and corresponding disciplinary actions can be found in Article 16, page 28 of=
the
Non-Exempt MOU..
Ø=
All
policies are set in the spirit of establishing and maintaining an orderly =
and
efficient work
environment.
Ø =
Each
department has internal rules, specific to the job. These should be explained to the employee – preferably =
in
writing – at the time of orientation. All employees should be updated when changes t=
o the
work process are instituted.
ØWhen violations of policy or work rules occur,
disciplinary action should be initiated promptly. The level of disciplinary action should be relati=
ve
to the incident and must be applied consistently and uniformly. Failure to act promptly may give an employee =
the impression you don’t thin=
k the
violation is serious.
Ø=
Discipline
must be related to a specific event – not past performance or personalities. You must be able to clearly demonstrat=
e a
violation of established policy,
procedure, or work rules.
Don’t bend=
rules
as an excuse to penalize or discharge employees for other actions.
It is ille=
gal to
take any personnel action on the basis of race, color, national origin, religion, sex, disabilit=
y,
age, marital status, military service, jury service, or sexual preference.
It is ille=
gal to
discipline employees because they participate in union activities, =
complain about work safety or wa=
ge and
hour violations, file claims against the university, or “blow the whistle” on illegal activities. &#=
13;
Ø=
It is
very important that discipline not be retaliatory in nature.
Ø=
Apply
discipline consistently. Don’t ov=
erlook
offenses because you “like” someone or use work rules to “get” someone you don’t like.
Ø=
Discipline
does not occur in a vacuum. Altho=
ugh
you need to act promptly, you need to act rationally. You
need to consider the impact your decision will have. Never respond in the heat of the momen=
t.
Talk to co-workers, your supervisor, and/or HR for feedback.
Ø=
Consider:
Seriousnes=
s of
offense.
Number of
offenses.
Consistenc=
y with
previous actions for similar offenses.
Impact on =
overall
employee morale.
Mitigating
circumstances.
•<=
/span>Offender’s prior conduct, past
performance record, length of service, and willingness and ability to correct the problem.
<=
/span>
Ø=
This
may seem inconsistent, (as we have previously stated that discipline must be related to the
infraction, not past performance or personality), however, although we cannot use past behavior=
as
an excuse to discip=
line
someone when no infraction has occurred, previous violations do impact the level of discipline
required. You will not discipline an individual in =
the
same manner on his first offense as on his third or fourth offense.
ØTrue. Privacy avoids embarrassme=
nt and
encourages two-way communication.
ØFalse. Verbal warnings may be
informal, but if they are disregarded, more serious disciplinary steps will follow. =
They
should be recorded.
The corrective action meet=
ing is
very important. A supervisor who
handles this session
effectively underlines the significance of the violation and involves the =
employee in correcting it.
<=
/span>ØYou cannot ignore violations of
University rules. You have to address the situation promptly, letting the employee k=
now
that his/her behavior on the job is a problem.
ØThe way you handle this meeting =
is
very important. You must maximize=
its effectiveness.
ØThe employee also needs an oppor=
tunity
to explain his/her side of the issue.
There may be
circumstances you are not aware of.
ØThe employee must understand the seriousness of the
situation and feel that he/she is being treated fairly.
ØYour focus needs to be on the act, not the person.
•<=
/span>Prompt response underscores the
importance of rules.
•<=
/span>Meet privately to avoid embarras=
sing
the employee.
ØA
brief, informal caution or warning may be adequate for a first offense or
minor violation (co=
ming
in late, forgetting something, etc.)
Ø=
Arrange
a more in depth session as soon as possible for more serious or repeat offenses.
•<=
/span>State the problem clearly.
<=
/span>
•<=
/span>Don’t argue, get angry, lecture,=
or
interrogate.
•<=
/span>Focus on the act and its potenti=
al
consequences, not the employee.
Ø=
Ø=
DISTRIBUTE
“QUESTIONS TO CONSIDER BEFORE TAKING DISCIPLINARY ACTION”.
ØReview employee personnel file.&=
#13;
ØIf appropriate, ask another supe=
rvisor
or HR to sit in on the meeting.
ØAsk for the employee’s side of t=
he
story and keep an open mind.
Ø=
Consider the seriousness of the
offense and the employee’s record and past behavior.
ØTry to determined how the rule w=
as
enforced in the past.
ØIdentify any mitigating circumst=
ances
(personal problems, provocation, etc.)
ØConduct a post-meeting investiga=
tion
if necessary (check if traffic accident occurred.)
ØInterview witnesses if necessary=
.
ØRestate what was wrong and why it
needs corrected.
ØMake clear that the violation is
unacceptable.
ØState that a verbal warning is r=
eal
and further problems will lead to more serious action.
ØKeep the emphasis on correction, not punishment. Be consistent. Consider past Ø=
Ask for the employee’s suggestio=
ns
first adding yours if his/hers are inadequate.
ØAgree on the violation, correcti=
ve
action, and timetable.
ØTake brief notes during the meet=
ing
and enter them with dates and signatures into the personnel file.•It is
not the responsibility of the employer to ask the employee if he/she wants
union representatio=
n.
•If you are investigating an infraction or discussing a “proposed” disciplinary action <=
span
style=3D'font-family:Arial;font-size:83%'>and the employee requests union
representation, you must allow it.
•If
you are dispensing an already determined disciplinary action, the union ne=
ed
not be present. How=
ever,
in the interest of a strong labor relationship, I encourage you to =
allow it, if requested by the
employee.
•<=
/span>The union rep is there to assist=
and
clarify for the employee. The rep may not interfere or dominate the hearing.
•LEOBOR applies to sworn police officers.
<=
/div>
=
<=
/span>
ØTrue. Some major violations warrant immediate dischar=
ge,
through proper proc=
edures
must be followed carefully – investigation, etc.
ØFalse. You should normally follo=
w the
same sequence of steps.
ØFalse. OHR should be involved to
provide guidance and assure that procedures are followed correctly.ØEffective discipline is a challenge for most supervis=
ors.
You have to enforce the rules in a fair and consistent manner. Disciplinary action has to
match the seriousness of the violations and the context in which they occurred. That is the goal of the progressive discipline process;a series of e=
ver
more serious steps. It is important to follow these steps.
It encourages respect for the rules and demonstrates fair, consiste=
nt enforcement. It also provides documentation to back=
up a
necessary suspension or discharge.
ØSteps – counseling, verbal repri=
mand,
written reprimand, suspension, and termination.
Bullet two: Examples of violations requiring immediate discharge incl=
ude
theft, sabotage, ph=
ysical
attacks, threats of violence, drug use on premises, etc.) Proper investigation and termination
procedures must be followed.
ØRefer to summary under “corrective action meeting” – =
get
the facts, respond =
promptly,
fairly, consistently, consider mitigating circumstances, and agree on a pl=
an for corrective action.
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------=_NextPart_01C9AEC7.533EF690
Content-Location: file:///C:/EB2322D3/Corrective_Action_Process_files/script.js
Content-Transfer-Encoding: quoted-printable
Content-Type: application/javascript; charset="windows-1252"
function LoadSld()
{
var sld=3DGetObj("SlideObj")
if( !g_supportsPPTHTML ) { =09
sld.style.visibility=3D"visible"
return
}
if( MakeNotesVis() ) return
runAnimations =3D _InitAnimations();
=09
if( IsWin("PPTSld") )
parent.SldUpdated(GetSldId())
g_origSz=3DparseInt(SlideObj.style.fontSize)
g_origH=3Dsld.style.posHeight
g_origW=3Dsld.style.posWidth
g_scaleHyperlinks=3D(document.all.tags("AREA").length>0)
if( g_scaleHyperlinks )
InitHLinkArray()
if( g_scaleInFrame||(IsWin("PPTSld") && parent.IsFullScrMode() ) )
document.body.scroll=3D"no"
_RSW()
if( IsWin("PPTSld") && parent.IsFullScrMode() )
FullScrInit();
=09
MakeSldVis();
ChkAutoAdv()
if( runAnimations )
{
if( document.all("NSPlay") )
document.all("NSPlay").autoStart =3D false;
if( sld.filters && sld.filters.revealtrans )
setTimeout( "document.body.start()", sld.filters.revealtrans.duration * =
1000 );
else
document.body.start();
}
}
function MakeSldVis()=20
{
var fTrans=3Dg_showAnimation && SldHasTrans()
if( fTrans )=09
{
if( g_bgSound ) {
idx=3Dg_bgSound.indexOf(",");
pptSound.src=3Dg_bgSound.substr( 0, idx );
pptSound.loop=3D -(parseInt(g_bgSound.substr(idx+1)));
}
SlideObj.filters.revealtrans.Apply()=09
}
SlideObj.style.visibility=3D"visible"
if( fTrans )
SlideObj.filters.revealtrans.Play()
}
function MakeNotesVis()=20
{
if( !IsNts() ) return false=20
SlideObj.style.display=3D"none"
nObj =3D document.all.item("NotesObj")
parent.SetHasNts(0)
if( nObj ) {=20
nObj.style.display=3D""
parent.SetHasNts(1)
}
return 1
}
function ChkAutoAdv()
{
if(SldHasTrans())
SlideObj.onfilterchange=3DAutoAdv
else
AutoAdv()
}
function AutoAdv()
{
if(!IsWin("PPTSld") || !gUseSldTimings )return
var sld=3DGetCurSld()
if( (sld.mAdvDelay>0) && !parent.IsFramesMode() )
setTimeout("parent.GoToNextSld()",sld.mAdvDelay)
}
function GetObj(id)
{
if(g_supportsPPTHTML) return document.all(id);
else return document.getElementById(id);
}
function SldHasTrans() { return SlideObj.style.filter !=3D ""; }
function GetSldId()=20
{
var regExp =3D /file:\/\/\//i
var pos =3D location.href.search(regExp)
if (MHTMLPrefix !=3D "" && pos !=3D -1)
sId =3D location.href.substring(pos)
else
{
sId =3D RemoveFilePrefixFromHref(location.href);
var regExp =3D /\//
var fixedHref =3D sId
var pos =3D -1
=09
pos =3D fixedHref.search(regExp)
while (pos !=3D -1)
{
fixedHref =3D fixedHref.replace(regExp, "\\")
pos =3D fixedHref.search(regExp)
}
=09
if (g_fBaseHyperlink =3D=3D true)
sId =3D "file:///" + fixedHref;
else
sId =3D fixedHref.substring(fixedHref.lastIndexOf('\\') + 1)
}
=09
return sId
}
function HideMenu() { if( frames["PPTSld"] && PPTSld.document.all.item("ctx=
tmenu") && PPTSld.ctxtmenu.style.display!=3D"none" ) { PPTSld.ctxtmenu.styl=
e.display=3D'none'; return true } return false }
function IsWin( name ) { return window.name =3D=3D name }
function IsNts() { return IsWin("PPTNts") }
function IsSldOrNts() { return( IsWin("PPTSld")||IsWin("PPTNts") ) }
function SupportsPPTAnimation() { return( navigator.platform =3D=3D "Win32"=
&& navigator.appVersion.indexOf("Windows")>0 ) }
function SupportsPPTHTML()
{
var appVer=3Dnavigator.appVersion, msie=3DappVer.indexOf("MSIE "), ver=3D0
if( msie >=3D 0 )
ver=3DparseFloat( appVer.substring( msie+5, appVer.indexOf(";",msie) ) )
else
ver=3DparseInt(appVer)
return( ver >=3D 4 && msie >=3D 0 )
}
function _RSW()
{
if( !g_supportsPPTHTML || IsNts() ||
( !g_scaleInFrame && (!IsWin("PPTSld") || !parent.IsFullScrMode()) ) )
return
var padding=3D0;
if( IsWin("PPTSld") && parent.IsFramesMode() ) padding=3D6
cltWidth=3Ddocument.body.clientWidth-padding
cltHeight=3Ddocument.body.clientHeight-padding
factor=3D(1.0*cltWidth)/g_origW
if( cltHeight < g_origH*factor )
factor=3D(1.0*cltHeight)/g_origH
newSize =3D g_origSz * factor
if( newSize < 1 ) newSize=3D1
s=3DSlideObj.style
s.fontSize=3DnewSize+"px"
s.posWidth=3Dg_origW*factor
s.posHeight=3Dg_origH*factor
s.posLeft=3D(cltWidth-s.posWidth+padding)/2
s.posTop=3D(cltHeight-s.posHeight+padding)/2
if( g_scaleHyperlinks )
ScaleHyperlinks( factor )
}
function _InitAnimations()
{
animRuntimeInstalled =3D ''+document.body.localTime !=3D 'undefined';
isFullScreen =3D (window.name =3D=3D "PPTSld") && !parent.IsFramesMode();
g_animUseRuntime =3D g_showAnimation && animRuntimeInstalled && !(isFullSc=
reen && parent.IsSldVisited());
if( g_animUseRuntime ) {
collSeq =3D document.all.tags("seq");
if( collSeq !=3D null ) {
for(ii=3D0;ii numSlds )
gSldJumpIdx =3D numSlds;
if ( gSldJumpIdx >=3D 0 ) {
if ( gSldJumpIdx =3D=3D 0 )
gSldJumpIdx =3D 1;
var jumpTo =3D parseInt(gSldJumpIdx);
gSldJump =3D 0; gSldJumpIdx =3D "";
win.GoToSld( parent.GetSldList().mList[jumpTo-1].mSldHref )
}
}
}
function _KDH()
{
if( event.keyCode =3D=3D 8 ) {
event.returnValue =3D 0;
parent.GoToPrevSld();
}
}function DocumentOnClick()
{
if( IsNts() || parent.HideMenu() ) return;
if( ( g_allowAdvOnClick && (window.name=3D=3D"PPTSld") && !parent.IsFrames=
Mode() ) ||
(event && event.keyCode=3D=3D32) ) {
=09
if( g_animUseRuntime && g_animMainSequence && g_animMainSequence.cangonex=
t )
return;
parent.GoToNextSld();
}
}
var g_supportsPPTHTML =3D SupportsPPTHTML(), g_scaleInFrame =3D 1, gId=3D""=
, g_bgSound=3D"",
g_scaleHyperlinks =3D false, g_allowAdvOnClick =3D 1, g_showInBrowser =
=3D 0, gLoopCont =3D 0, gUseSldTimings =3D 1;
var g_showAnimation =3D g_supportsPPTHTML && SupportsPPTAnimation() && ( (w=
indow.name=3D=3D"PPTSld" && !parent.IsFramesMode()) || g_showInBrowser );va=
r g_animManager =3D null;
var g_animUseRuntime =3D false;
var g_animItemsToHide, g_animInteractiveItems, g_animSlideTime;
var g_animMainSequence =3D null;
var ENDSHOW_MESG=3D"End of slide show, click to exit.", SCREEN_MODE=3D"Fram=
es", gIsEndShow=3D0, NUM_VIS_SLDS=3D30, SCRIPT_HREF=3D"script.js", FULLSCR_=
HREF=3D"fullscreen.htm";
var gCurSld =3D gPrevSld =3D 1, g_offset =3D 0, gNtsOpen =3D gHasNts =3D gO=
tlTxtExp =3D 0, gHasNarration =3D 0, gOtlOpen =3D true
window.gPPTHTML=3DSupportsPPTHTML()
var g_fBaseHyperlink =3D false;
var gMainDoc=3Dnew Array(new hrefList("slide0001.htm",1,-1,1),new hrefList(=
"slide0003.htm",1,-1,1),new hrefList("slide0027.htm",1,-1,1),new hrefList("=
slide0002.htm",1,-1,1),new hrefList("slide0026.htm",1,-1,1),new hrefList("s=
lide0010.htm",1,-1,1),new hrefList("slide0004.htm",1,-1,1),new hrefList("sl=
ide0006.htm",1,-1,1),new hrefList("slide0011.htm",1,-1,1),new hrefList("sli=
de0012.htm",1,-1,1),new hrefList("slide0014.htm",1,-1,1),new hrefList("slid=
e0028.htm",1,-1,1),new hrefList("slide0015.htm",1,-1,1),new hrefList("slide=
0007.htm",1,-1,1),new hrefList("slide0016.htm",1,-1,1),new hrefList("slide0=
017.htm",1,-1,1),new hrefList("slide0029.htm",1,-1,1),new hrefList("slide00=
08.htm",1,-1,1),new hrefList("slide0030.htm",1,-1,1),new hrefList("slide002=
0.htm",1,-1,1),new hrefList("slide0018.htm",1,-1,1),new hrefList("slide0019=
.htm",1,-1,1),new hrefList("slide0031.htm",1,-1,1),new hrefList("slide0032.=
htm",1,-1,1),new hrefList("slide0021.htm",1,-1,1),new hrefList("slide0022.h=
tm",1,-1,1),new hrefList("slide0023.htm",1,-1,1),new hrefList("slide0025.ht=
m",1,-1,1),new hrefList("slide0024.htm",1,-1,1),new hrefList("slide0033.htm=
",1,-1,1));
/*********************************************
Frameset functions
These functions control slide navigation
and state of the frameset.
**********************************************/
function RemoveFilePrefixFromHref(href)
{
var regExp =3D /^file:\/\/\//i;
return href.replace(regExp, "")
}
function FullScrInit()
{
g_allowAdvOnClick =3D GetCurSld().mAdvOnClk
document.body.style.backgroundColor=3D"black"
document.oncontextmenu=3Dparent._CM;
document.onkeydown =3D _KDH;
document.ondragstart=3DCancel
document.onselectstart=3DCancel
self.focus()
}
function Redirect( frmId )
{=09
var str=3Ddocument.location.hash,idx=3Dstr.indexOf('#'), sId=3DGetSldId()
if(idx>=3D0) str=3Dstr.substr(1);
if( window.name !=3D frmId && ( sId !=3D str) ) {
obj =3D GetObj("Main-File")
window.location.href=3Dobj.href+"#"+sId
return 1
}
return 0
}
var MHTMLPrefix =3D CalculateMHTMLPrefix();=20
function CalculateMHTMLPrefix()
{
if ( document.location.protocol =3D=3D 'mhtml:') {=20
href=3Dnew String(document.location.href)=20
Start=3Dhref.indexOf('!')+1=20
End=3Dhref.lastIndexOf('/')+1=20
if (End < Start)=20
return href.substring(0, Start)=20
else=20
return href.substring(0, End)=20
}
return '';
}
function GetTags(base,tag)
{
if(g_supportsPPTHTML) return base.all.tags(tag);
else return base.getElementsByTagName(tag);
}
function UpdNtsPane(){ if(frames["PPTNts"]) PPTNts.location.replace( MHTMLP=
refix+GetHrefObj( gCurSld ).mNtsHref ) }
function UpdNavPane( sldIndex ){ if(gNavLoaded) PPTNav.UpdNav() }
function UpdOtNavPane(){ if(gOtlNavLoaded) PPTOtlNav.UpdOtlNav() }
function UpdOtlPane(){ if(gOtlLoaded) PPTOtl.UpdOtl() }
function SetHasNts( fVal )
{
if( gHasNts !=3D fVal ) {
gHasNts=3DfVal
UpdNavPane()
}
}
function ToggleOtlText()
{
gOtlTxtExp=3D!gOtlTxtExp
UpdOtlPane()
}
function ClearMedia()
{
// Clear any sounds playing before launching another browser window. Other=
wise,
// in fullscreen mode, you'll continue to hear the sound in the frames mod=
e.
if (PPTSld.pptSound) PPTSld.pptSound.loop =3D 0;
}
function FullScreen()
{=20
if ( PPTSld.g_animUseRuntime )
PPTSld.document.body.pause();
ClearMedia();
var href =3D ( document.location.protocol =3D=3D 'mhtml:') ? FULLSCR_HREF =
: FULLSCR_HREF+"#"+GetHrefObj(gCurSld).mSldHref;
if (MHTMLPrefix !=3D "")
href =3D RemoveFilePrefixFromHref(href)
if(PPTNav.event.ctrlKey) {
var w =3D (window.screen.availWidth * 1.0) / 2.0
var h =3D w * (PPTSld.g_origH * 1.0) / PPTSld.g_origW
win =3D window.open( MHTMLPrefix+href,null,"toolbar=3D0,resizable=3D1,top=
=3D0,left=3D0," + "width=3D"+ w + ",height=3D" + h );
if( win.document.body && PPTSld.g_animUseRuntime )
win.document.body.PPTSldFrameset=3Dwindow;
}
else
{
win =3D window.open( MHTMLPrefix+href,null,"fullscreen=3Dyes" );
if( win.document.body && PPTSld.g_animUseRuntime )
win.document.body.PPTSldFrameset=3Dwindow;
}
}
function ToggleVNarration()
{
rObj=3DPPTSld.document.all("NSPlay")
if( rObj && !PPTSld.g_animUseRuntime ) {
if( (rObj.playState =3D=3D 1)||(rObj.playState =3D=3D 0) )
rObj.Play()
else if( rObj.playState =3D=3D 2 )
rObj.Pause()
else
return;
}
else if( PPTSld.g_animUseRuntime )
{
narObj =3D PPTSld.document.all("narrationID")
if( narObj )
narObj.togglePause()
}
}
function GetCurSldNum()
{ =20
obj=3DGetHrefObj(gCurSld)
if( obj.mOrigVis =3D=3D 1 )
return obj.mSldIdx
else =20
return gCurSld
}
function GetNumSlds()
{ =20
if( GetHrefObj(gCurSld).mOrigVis =3D=3D 1 )
return GetSldList().mNumVisSlds;
else
return GetSldList().mList.length
}
function GetSldNum( href )
{
for(ii=3D0; ii 1 )
PopSldList();
else if( !IsFramesMode() ) {
if( gLoopCont )
GoToFirst()
else
EndShow()
}
}
function GoToPrevSld()
{
ii=3DgCurSld-1
if( ii > 0 ) {
obj=3DGetHrefObj(ii)
while ( obj && ( obj.mVis =3D=3D 0 ) && ( ii>0 ) )
obj=3DGetHrefObj(--ii)
if( ii =3D=3D 0 ) ii=3D1
GoToSldNum(ii)
}
}
function GoToFirst(){ GoToSld( GetHrefObj(1).mSldHref ) }
function GoToLast()
{
ii=3DGetSldList().mList.length
if( ii !=3D gCurSld )
GoToSld( GetHrefObj(ii).mSldHref )
}
function GoToSldNum( num )
{
if( PPTSld.event ) PPTSld.event.cancelBubble=3Dtrue
obj =3D GetHrefObj( num )
obj.mVis=3D1
gPrevSld=3DgCurSld
gCurSld =3D num;
=09
if (MHTMLPrefix !=3D "")
PPTSld.location.replace(MHTMLPrefix+RemoveFilePrefixFromHref(obj.mSldHref=
))
else
PPTSld.location.replace(obj.mSldHref)
=09
if( IsFramesMode() ) {
UpdNavPane(); UpdOtlPane(); UpdNtsPane()
}
}
function GoToSld( href )
{
if( PPTSld.event ) PPTSld.event.cancelBubble=3Dtrue
GetHrefObj( GetSldNum(href) ).mVis=3D1
if (MHTMLPrefix !=3D "")
PPTSld.location.replace(MHTMLPrefix+RemoveFilePrefixFromHref(href))
else
PPTSld.location.replace(href)
}
function SldUpdated( id )
{
if( id =3D=3D GetHrefObj(gCurSld).mSldHref ) return
gPrevSld=3DgCurSld
gCurSld=3DGetSldNum(id)
if( IsFramesMode() ) {
UpdNavPane(); UpdOtlPane(); UpdNtsPane()
}
}
function PrevSldViewed(){ GoToSld( GetHrefObj(gPrevSld).mSldHref ) }
function HasPrevSld() { return ( gIsEndShow || ( gCurSld !=3D 1 && GetHrefO=
bj( gCurSld-1 ).mVis =3D=3D 1 )||( GetCurSldNum() > 1 ) ) }
function HasNextSld() { return (GetCurSldNum() !=3D GetNumSlds()) }
function CloseWindow() {
if( HideMenu() ) return;
=09
var event =3D PPTSld.event;
if( !IsFramesMode() && event && (event.keyCode=3D=3D27 || event.keyCode=3D=
=3D32 || event.type=3D=3D"click" ) )
window.close( self );
CatchNumKeys( self, event );
}
function Unload() { gIsEndShow=3D0; }
function SetupEndShow() {
gIsEndShow=3D1;
PPTSld.document.body.scroll=3D"no";
PPTSld.document.onkeypress=3DCloseWindow;
PPTSld.document.onclick=3DCloseWindow;
PPTSld.document.oncontextmenu=3D_CM;
}
function EndShow()
{
if( IsFramesMode() ) return
if( PPTSld.event ) PPTSld.event.cancelBubble=3Dtrue
doc=3DPPTSld.document
var dir =3D doc.body.dir
if( dir !=3D "rtl" ) dir =3D "ltr";
doc.open()
doc.writeln(' 0) {
PushSldList(sldList,fEnd);
gCurSld =3D 1;
}
else
if( PPTSld.event ) PPTSld.event.cancelBubble=3Dtrue
}
function PushSldList(arr,fEnd) {
var ii =3D gSldStack.length;
gSldStack[ii] =3D new SldList(arr,gCurSld,fEnd);
GoToSld( gSldStack[ii].mList[0].mSldHref );
}
function PopSldList() {
if (gSldStack[gSldStack.length-1].fEndShow)
EndShow()
else {
gCurSld =3D gSldStack[gSldStack.length-1].mCurSld;
gSldStack[gSldStack.length-1] =3D null;
gSldStack.length--;
var sldList =3D gSldStack[gSldStack.length-1];
GoToSld( sldList.mList[gCurSld - 1].mSldHref );
}
}
var custShowList=3Dnew Array();
/*********************************************
Navigation button implementation
There are 2 types of buttons: ImgBtn, TxtBtn
implemented as function objects. They share
a similiar interface so the event handlers
can call SetActive, for example, on a button=20
object without needing to know exactly=20
what type of button it is.
**********************************************/
//----------------------------------
function ImgBtn( oId,bId,w,action )
//----------------------------------
{
var t=3Dthis
t.Perform =3D _IBP
t.SetActive =3D _IBSetA
t.SetInactive=3D _IBSetI
t.SetPressed =3D _IBSetP
t.SetDisabled=3D _IBSetD
t.Enabled =3D _IBSetE
t.ChangeIcon =3D null
t.UserAction =3D action
t.ChgState =3D _IBUI
t.mObjId =3D oId
t.mBorderId=3D bId
t.mWidth =3D w
t.mIsOn =3D t.mCurState =3D 0
}
function _IBSetA()
{
if( this.mIsOn ) {
obj=3Dthis.ChgState( gHiliteClr,gShadowClr,2 )
obj.style.posTop=3D0
}
}
function _IBSetI()
{
if( this.mIsOn ) {
obj=3Dthis.ChgState( gFaceClr,gFaceClr,1 )
obj.style.posTop=3D0=20
}
}
function _IBSetP()
{
if( this.mIsOn ) {
obj=3Dthis.ChgState( gShadowClr,gHiliteClr,2 )
obj.style.posLeft+=3D1; obj.style.posTop+=3D1
}
}
function _IBSetD()
{ =20
obj=3Dthis.ChgState( gFaceClr,gFaceClr,0 )
obj.style.posTop=3D0=20
}
function _IBSetE( state )
{
var t=3Dthis
GetObj( t.mBorderId ).style.visibility=3D"visible"
if( state !=3D t.mIsOn ) {
t.mIsOn=3Dstate
if( state )
t.SetInactive()
else
t.SetDisabled()
}
}
function _IBP()
{
var t=3Dthis
if( t.mIsOn ) {
if( t.UserAction !=3D null )
t.UserAction()
if( t.ChangeIcon ) {
obj=3DGetObj(t.mObjId)
if( t.ChangeIcon() )
obj.style.posLeft=3Dobj.style.posLeft+(t.mCurState-4)*t.mWidth
else
obj.style.posLeft=3Dobj.style.posLeft+(t.mCurState-0)*t.mWidth
}
t.SetActive()
} =20
}
function _IBUI( clr1,clr2,nextState )
{
var t=3Dthis
SetBorder( GetObj( t.mBorderId ),clr1,clr2 )
obj=3DGetObj( t.mObjId )
obj.style.posLeft=3Dobj.style.posLeft+(t.mCurState-nextState)*t.mWidth-obj=
.style.posTop
t.mCurState=3DnextState
return obj
}
//-----------------------------------------
function TxtBtn( oId,oeId,action,chkState )
//-----------------------------------------
{
var t=3Dthis
t.Perform =3D _TBP
t.SetActive =3D _TBSetA
t.SetInactive=3D _TBSetI
t.SetPressed =3D _TBSetP
t.SetDisabled=3D _TBSetD
t.SetEnabled =3D _TBSetE
t.GetState =3D chkState
t.UserAction =3D action
t.ChgState =3D _TBUI
t.mObjId =3D oId
t.m_elementsId=3D oeId
t.mIsOn =3D 1
}
function _TBSetA()
{
var t=3Dthis
if( t.mIsOn && !t.GetState() )
t.ChgState( gHiliteClr,gShadowClr,0,0 )
}
function _TBSetI()
{
var t=3Dthis
if( t.mIsOn && !t.GetState() )
t.ChgState( gFaceClr,gFaceClr,0,0 )
}
function _TBSetP()
{
if( this.mIsOn )
this.ChgState( gShadowClr,gHiliteClr,1,1 )
}
function _TBSetD()
{ =20
this.ChgState( gFaceClr,gFaceClr,0,0 )
this.mIsOn =3D 0
}
function _TBSetE()
{
var t=3Dthis
if( !t.GetState() )
t.ChgState( gFaceClr,gFaceClr,0,0 )
else
t.ChgState( gShadowClr,gHiliteClr,1,1 )
t.mIsOn =3D 1
}
function _TBP()
{
var t=3Dthis
if( t.mIsOn ) {=20
if( t.UserAction !=3D null )
t.UserAction()
if( !t.GetState )
return
if( t.GetState() )
t.SetPressed()
else
t.SetActive()
} =20
}
function _TBUI( clr1,clr2,lOffset,tOffset )
{
SetBorder( GetObj( this.mObjId ),clr1,clr2 )
Offset( GetObj( this.m_elementsId ),lOffset,tOffset )
}
function Offset( obj, top, left ){ obj.style.top=3Dtop; obj.style.left=3Dle=
ft }
function SetBorder( obj, upperLeft, lowerRight )
{
s=3Dobj.style;
s.borderStyle =3D "solid"
s.borderWidth =3D 1=20
s.borderLeftColor =3D s.borderTopColor =3D upperLeft
s.borderBottomColor=3D s.borderRightColor =3D lowerRight
}
function GetBtnObj(){ return gBtnArr[window.event.srcElement.id] }
function BtnOnOver(){ b=3DGetBtnObj(); if( b !=3D null ) b.SetActive() }
function BtnOnDown(){ b=3DGetBtnObj(); if( b !=3D null ) b.SetPressed() }
function BtnOnOut(){ b=3DGetBtnObj(); if( b !=3D null ) b.SetInactive() }
function BtnOnUp()
{
b=3DGetBtnObj()
if( b !=3D null )
b.Perform()
else
Upd()
}
function GetNtsState(){ return parent.gNtsOpen }
function GetOtlState(){ return parent.gOtlOpen }
function GetOtlTxtState(){ return parent.gOtlTxtExp }
function NtsBtnSetFlag( fVal )
{
s=3Ddocument.all.item( this.m_flagId ).style
s.display=3D"none"
if( fVal )
s.display=3D""
else
s.display=3D"none"
}
function _BSetA_Border(){ b =3D gBtnArr[this.mObjId]; if( b !=3D null ) b.S=
etActive() }
function _BSetI_Border(){ b =3D gBtnArr[this.mObjId]; if( b !=3D null ) b.S=
etInactive() }
function _BSetP_Border(){ b =3D gBtnArr[this.mObjId]; if( b !=3D null ) b.S=
etPressed() }
function _BSetA_BorderImg()
{=20
b =3D gBtnArr[this.mBorderId]=20
if( b !=3D null && this.mIsOn && !b.GetState() ) {
obj=3Dthis.ChgState( gHiliteClr,gShadowClr,2 )
obj.style.posTop=3D0
}
}
function _BSetI_BorderImg()
{=20
b =3D gBtnArr[this.mBorderId]
if( b !=3D null && this.mIsOn && !b.GetState() ) {
obj=3Dthis.ChgState( gFaceClr,gFaceClr,1 )
obj.style.posTop=3D0
}
}
var gHiliteClr=3D"THREEDHIGHLIGHT",gShadowClr=3D"THREEDSHADOW",gFaceClr=3D"=
THREEDFACE"
var gBtnArr =3D new Array()
gBtnArr["nb_otl"] =3D new TxtBtn( "nb_otl","nb_otlElem",parent.ToggleOtlPan=
e,GetOtlState )
gBtnArr["nb_otlElem"] =3D new TxtBtn( "nb_otl","nb_otlElem",parent.ToggleOt=
lPane,GetOtlState )
gBtnArr["nb_nts"] =3D new ImgBtn( "nb_nts","nb_ntsBorder",10,parent.ToggleN=
tsPane )
gBtnArr["nb_nts"].SetActive =3D _BSetA_BorderImg;
gBtnArr["nb_nts"].SetInactive =3D _BSetI_BorderImg;
gBtnArr["nb_ntsBorder"] =3D new TxtBtn( "nb_ntsBorder","nb_ntsElem",parent.=
ToggleNtsPane,GetNtsState )
gBtnArr["nb_ntsElem"] =3D new TxtBtn( "nb_ntsBorder","nb_ntsElem",parent.To=
ggleNtsPane,GetNtsState )
gBtnArr["nb_prevBorder"] =3D gBtnArr["nb_prev"]=3D new ImgBtn( "nb_prev","n=
b_prevBorder",30,parent.GoToPrevSld )
gBtnArr["nb_nextBorder"] =3D gBtnArr["nb_next"]=3D new ImgBtn( "nb_next","n=
b_nextBorder",30,parent.GoToNextSld )
gBtnArr["nb_sldshw"]=3D new ImgBtn( "nb_sldshw","nb_sldshwBorder",18,parent=
.FullScreen )
gBtnArr["nb_sldshwBorder"] =3D new TxtBtn( "nb_sldshw","nb_sldshwBorder",pa=
rent.FullScreen,null )
gBtnArr["nb_sldshwBorder"].SetActive =3D _BSetA_Border;
gBtnArr["nb_sldshwBorder"].SetInactive =3D _BSetI_Border;
gBtnArr["nb_sldshwText"] =3D new TxtBtn( "nb_sldshw","nb_sldshwText",parent=
.FullScreen,null )
gBtnArr["nb_sldshwText"].SetActive =3D _BSetA_Border;
gBtnArr["nb_sldshwText"].SetInactive =3D _BSetI_Border;
gBtnArr["nb_voice"] =3D gBtnArr["nb_voiceBorder"] =3D new ImgBtn( "nb_voice=
","nb_voiceBorder",18,parent.ToggleVNarration )
gBtnArr["nb_otlTxtBorder"] =3D gBtnArr["nb_otlTxt"]=3D new ImgBtn( "nb_otlT=
xt","nb_otlTxtBorder",23,parent.ToggleOtlText )
gBtnArr["nb_ntsBorder"].m_flagId=3D "nb_nts"
gBtnArr["nb_ntsBorder"].SetFlag =3D NtsBtnSetFlag
gBtnArr["nb_otlTxt"].ChangeIcon=3D GetOtlTxtState
/*********************************************
Context menu implementation
_CM() is the function that's hooked up to
the oncontextmenu event. Once we're asked to
show the menu, we first build it by creating
DIVs on-the-fly. Then we position it=20
within the screen area so it doesn't get
clipped.
Creating the DIVs using createElement() means
we don't have to write out any extra HTML
into the slide HTML files.
**********************************************/
var sNext=3D"Next",sPrev=3D"Previous",sEnd=3D"End Show",sFont=3D"Arial",sAr=
row=3D"Arrow",sFreeform=3D"Freeform",sRect=3D"Rectangle",sOval=3D"Oval"
function ShowMenu()
{
BuildMenu();
var doc=3DPPTSld.document.body,x=3DPPTSld.event.clientX+doc.scrollLeft,y=
=3DPPTSld.event.clientY+doc.scrollTop
m =3D PPTSld.document.all.item("ctxtmenu")
m.style.pixelLeft=3Dx
if( (x+m.scrollWidth > doc.clientWidth)&&(x-m.scrollWidth > 0) )
m.style.pixelLeft=3Dx-m.scrollWidth
m.style.pixelTop=3Dy
if( (y+m.scrollHeight > doc.clientHeight)&&(y-m.scrollHeight > 0) )
m.style.pixelTop=3Dy-m.scrollHeight
m.style.display=3D""
}
function _CM()
{
if( !parent.IsFullScrMode() ) return;
if(!PPTSld.event.ctrlKey) {
ShowMenu()
return false
} else
HideMenu()
}
function BuildMenu()
{
if( PPTSld.document.all.item("ctxtmenu") ) return
var mObj=3DCreateItem( PPTSld.document.body )
mObj.id=3D"ctxtmenu"
mObj.style.visibility=3D"hidden"
var s=3DmObj.style
s.position=3D"absolute"
s.cursor=3D"default"
s.width=3D"120px"
SetCMBorder(mObj,"menu","black")
var iObj=3DCreateItem( mObj )
SetCMBorder( iObj, "threedhighlight","threedshadow" )
iObj.style.padding=3D2
CreateMenuItem( iObj,sNext,M_GoNextSld,M_True )
CreateMenuItem( iObj,sPrev,M_GoPrevSld,M_HasPrevSld )
=09
CreateSeparator( iObj )
CreateMenuItem( iObj,sEnd,M_End,M_True )
mObj.style.visibility=3D"visible"
}
function Cancel() { window.event.cancelBubble=3Dtrue; window.event.returnVa=
lue=3Dfalse }
function Highlight() { ChangeClr("activecaption","threedhighlight") }
function Deselect() { ChangeClr("threedface","menutext") }
function Perform()
{
e=3DPPTSld.event.srcElement
if( e.type=3D=3D"menuitem" && e.IsActive() )
e.Action()
else
PPTSld.event.cancelBubble=3Dtrue
}
function ChangeClr( bg,clr )
{
e=3DPPTSld.event.srcElement
if( e.type=3D=3D"menuitem" && e.IsActive() ) {
e.style.backgroundColor=3Dbg
e.style.color=3Dclr
}
}
function M_HasPrevSld() { return( parent.HasPrevSld() ) }
function M_GoNextSld() { if( gIsEndShow ) M_End(); else GoToNextSld() }
function M_GoPrevSld() { if( gIsEndShow ) { gIsEndShow=3D0; history.back();=
PPTSld.event.cancelBubble=3Dtrue; } else GoToPrevSld() }
function M_True() { return true }
function M_End() { window.close( self ) }
function CreateMenuItem( node,text,action,eval )
{
var e=3DCreateItem( node )
e.type=3D"menuitem"
e.Action=3Daction
e.IsActive=3Deval
e.innerHTML=3Dtext
if( !e.IsActive() )
e.style.color=3D"threedshadow"
e.onclick=3DPerform
e.onmouseover=3DHighlight
e.onmouseout=3DDeselect
s=3De.style;
s.fontFamily=3DsFont
s.fontSize=3D"9pt"
s.paddingLeft=3D2
}
function CreateSeparator( node )
{
var sObj=3DCreateItem( node )
SetCMBorder(sObj,"menu","menu")
var s=3DsObj.style
s.borderTopColor=3D"threedshadow"
s.borderBottomColor=3D"threedhighlight"
s.height=3D1
s.fontSize=3D"0px"
}
function CreateItem( node )
{
var elem=3DPPTSld.document.createElement("DIV")
node.insertBefore( elem )
return elem
}
function SetCMBorder( o,ltClr,rbClr )
{
var s=3Do.style
s.backgroundColor=3D"menu"
s.borderStyle=3D"solid"
s.borderWidth=3D1
s.borderColor=3DltClr+" "+rbClr+" "+rbClr+" "+ltClr
}
------=_NextPart_01C9AEC7.533EF690
Content-Location: file:///C:/EB2322D3/Corrective_Action_Process_files/fullscreen.htm
Content-Transfer-Encoding: quoted-printable
Content-Type: text/html; charset="windows-1252"
PowerPoint Presentation
ØGive written warnings for repeated or serious
rule-breaking, ignoring orders, insubordination, etc. I
ØSpecifics include infraction, da=
te,
time, place and other facts.
ØGive the written warning in pers=
on and
review it with the employee.
ØRefusal to sign is an act of
insubordination. A signature does not constitute agreement on the part of the emp=
loyee,
it merely means the conversation was held and the document was received. They are free to respo=
nd
or to follow grievance procedures.
ØThe corrective action plan shoul=
d be
specific in terms of duties, dates, etc.
This last-=
resort
step lets the employee think over the seriousness of the offense and hopefully commit to
change. In addition, it gives the supervisor, HR and other individuals an opportunity to determine =
if
further discipline is warranted.
Ø=
Often
an employee who has committed a serious infraction will be suspended “pending termination”. This is t=
he
case in instances of violence, theft, drug use, harassment, and other serious violations.
Ø=
NOTE:
Remember that consistency is important in the disciplinary process. Make sure all documentation is consistent with
departmental/University expectations and discipline. In oth=
er
words, ads for jobs, job descriptions, PMP’s, policies, handbooks, =
etc., should have consistent
explanations for employees.
Ø=
Do not
refer to employees as “permanent”. This
term implies life-long employment. We should refer to non-contingent employees as “benefited” =
or
“regular”.
Ø=
Be
wary of discipline if the reasons for your disciplinary action conflicts w=
ith University documents.
Ø=
EXEMPT
EMPLOYEES – Work at the pleasure of the president and may be terminated at will although t=
here
is a notification requirement.
Have anoth=
er
supervisor or HR present, privately inform the employee of the termination. Explain reasons and
procedures which follow.
Ø=
Ø=
Have
participants complete “Employee Corrective Action Form”. And Discuss <=
/span>– 15 min.
Listen to employee explanations and investigate thoroughly.=
' + ENDSHOW_MESG + '