Current as of: 1/1/2023

ALTIVUS CRM SOLUTIONS - Corrective Action Policy

Our corrective action policy outlines the procedures we follow to address and resolve employee performance, behavioral, or policy violations. Below are the key components of our corrective action policy:

1. Purpose and Scope
   • Purpose: 
     • The purpose of this Corrective Action Policy is to provide a structured and transparent approach to addressing employee performance or behavioral issues in the workplace. The policy aims to foster accountability, promote professional growth, and maintain a productive and respectful work environment.
     • By addressing concerns fairly and consistently, the organization seeks to provide employees with the opportunity to understand expectations, improve their performance or behavior, and succeed in their roles. This policy is designed to ensure compliance with organizational standards, policies, and applicable laws while protecting the rights and dignity of all employees. 
     • We are committed to fair treatment, consistency, and transparency in addressing performance and conduct issues. 
     • Our goal is improvement where appropriate.
   • Scope: Applies to all employees in our enterprise service division:
     • Consulting
     • Operations
     • Implementations. 
2. Types of Issues Addressed
   • Performance deficiencies
   • Behavioral concerns
   • Attendance issues
   • Policy or legal violations
3. 5 Step Corrective Action Process
   • Verbal Warning: Initial informal conversation to address the issue.
   • Written Warning: Documented notice with clear expectations for improvement.
   • Review: A supervisor of people is to review any employee deficiency at this level with their next level manager before further action.
   • Suspension: Temporary removal from duties, if necessary.
   • Termination: Final step if corrective actions fail.
4. Documentation Requirements
   • All corrective action documents are to contain the following: 
     • Date, time, and nature of the incident.
     • Employee’s response
     • Steps taken for resolution or corrective action step.
5. Roles and Responsibilities
   • Immediate Supervisor: Responsible for initiating corrective actions and communicating expectations.
   • Next Level Manager: Responsible for reviewing immediate supervisor steps being taken to correct actions.
   • HR Department: Ensure consistency in process.
   • Employees: Expected to cooperate and work toward improvement.
6. Timelines
   • Corrective action should be issued within 24 hours of the infraction, or the next business day.
   • Employees should receive corrective action as immediate notice to improve the behavior noted in the corrective action document. 
7. Confidentiality
   • Corrective action is a private matter and should not be discussed with another employee at any time, other than the immediate supervisor or next level manager.
8. Consistency
   • Corrective action will be administered consistently.
9. Open Door
   • An employee can discuss any matter with any member of management at any time.
10. Other
    • Altivus CRM Solutions LLC is an equal opportunity employer.

Once a verbal warning has been issued and expectations for improvement have been clearly outlined to the employee, that corrective action step cannot be removed or reset.

If any additional occurrences of the same or similar issue take place after a verbal warning has been given, the employee will automatically progress to a written warning, in accordance with the corrective action process. Employees will remain at the written warning level for any subsequent occurrences related to that issue unless further corrective action is warranted.

Corrective action status does not reset based on time alone and will only progress forward if improvement is not demonstrated. The intent of this stipulation is to ensure accountability, consistency, and clarity regarding expectations and consequences, while still providing employees with the opportunity to improve and succeed.

Current as of: 1/1/2023