Decision Making
...to just not being able to get up in the mornings. Her daily schedule was to come in at 10:00 a.m. from Monday through Thursday, and 9:00 a.m. to 11:00 a.m. on Fridays. Even though her schedule began at mid-morning, I still suggested a later start time. She declined this offer stating that she would make herself get to work on time from now on. I also suggested several reliable childcare providers who our program has collaborated with on an ongoing basis. She stated that she was happy with having her mother do the childcare for her. This was fine when she lived with her mother because she did not have to get her children up out of bed and take them to her. This all began to get progressively worse when she moved into a place of her own. Assessing Alternatives After having several meetings with my employee and after documenting the continual tardiness issue, I decided that the alternatives that I suggested were not something the employee was willing to encompass. I continued with the next steps of the progressive discipline policy and continued the required documentation to ensure the process. This began with a verbal warning. This was the third time we had began this process. After being given a verbal warning, the behavior improved in accordance with the outcome plan. However, once the deadlines and outcomes were met, at 45 day intervals, the behavior began once again. This led to the decision of taking the next step, implementing the written warning process and outcome plan. Choosing Among Alternatives/Implementing the Chosen Alternative After making the decision to choose to begin the written warning process, I met with the employee and completed the required paperwork. I then thoroughly explained in detail the policies and procedures associated with the implementation of this process. This included no tardies or infractions whatsoever for a period of 45 days. If an infraction was committed then the employee would progress to the next step. This next step was a discipline meeting with the CEO of our agency to determine whether her status as an employee of P.G.C.C.S. would continue. The employee also generated an outcome plan, detailing how she was going to comply and change this behavior. The behavior was curtailed, but only for 8 days. The tardiness continued and I moved to the next step as required. I called the CEO, forwarded all my documentation and set up a discipline meeting with the CEO, the employee, my supervisor and myself. At this meeting, the CEO addressed the employee’s policy infractions and at the time of the meeting, she had accumulated 13 tardies in 5 months. The CEO asked the employee to tell her what solution she could provide in order to fix the situation. The employee responded by stating that she would definitely be at work on time from now on. The CEO had never gi...