Effective Date: January 1, 2003
The purpose of discipline is improvement. Its primary purpose is to ensure that employees will perform their duties in compliance with CBC/Radio-Canada rules, directives, regulations, instructions and procedures to meet operational and programming requirements. It is important to realize that discipline is not punishment for its own sake, but rather an attempt to correct breaches of conduct which interfere with either the CBC's operations or rights of other employees.
Applies to all CBC/Radio-Canada employees. The governing policies and procedures for unionized employees are found in the applicable collective agreements.
To provide guidance in, and ensure the competent handling of discipline. In spite of positive strategies, coaching, training and communications, disciplinary situations will arise and supervisors will need to take immediate corrective steps in a firm, fair and consistent manner which is designed to return the employee to an effective conduct. These measures include verbal reprimand to dismissal.
- Relevant Legislation
- Relevant Collective Agreements
- Human Resources Policy 2.2.15 - Harassment
- Human Resources Policy 2.2.16 – Occupational Health, Safety and Environment
- Legal Policy 2.4.2 - Legal Proceedings
- Accountability for the Management of Human Resources
- Disciplinary Report
- This policy was updated in November 2006 and May 2005.
- Replaces previous Human Resources Policy : Discipline no. 1.7
- If the employee's conduct does not meet the requirements of the job, an informal discussion should be held. At the employee's request and/or where applicable, a bargaining agent representative may be invited to attend.
- The discussion should ensure that the employee is fully aware of the level of conduct that is expected, that the current level of conduct is unacceptable and that there are no impediments to achieving the expected level of conduct.
- The supervisor defines the period of time within which the conduct is expected to improve. Supervisors must ensure that expectations are clearly communicated to the employee and regular follow-up occurs.
If no improvement is shown during a specified period, formal processes are undertaken.
An investigation should occur before proceeding with formal disciplinary action. An employee may wish to be accompanied by a union representative, as per their collective agreement.
The immediate supervisor must document all relevant facts.
The supervisor, in consultation with the Head of the department and Human Resources/Industrial Relations, will determine whether or not immediate action must be taken, i.e. supervision or removal from assignment.
- The supervisor must hold a formal discussion with the employee and, if required the union representative. The Human Resource Manager should also attend.
- The supervisor should discuss with the employee: the unsatisfactory work record, expectations, and the schedule for improvement. A detailed letter should be sent to the employee confirming the discussion. Regular feedback should be given to the employee and if the schedule for improvement is met, an acknowledging letter should be issued.
If the schedule for improvement has not been met, the supervisor will consult with his superior and the Human Resources Manager. Together they will determine if a second formal meeting will occur, or if the employee will be disciplined.
The supervisor completes a disciplinary report for disciplinary action in excess of a verbal reprimand.
The supervisor should deliver the written decision to the employee and, where possible, speak to him privately, allowing for a representative of the union to accompany the employee, if required. Otherwise, the written decision should be delivered to the employee's home, ensuring that a delivery receipt is obtained.
- The employee should be asked immediately to hand over to the supervisor all CBC/Radio-Canada property at hand and then the supervisor and the H.R. representative should escort the employee from the premises. It is also the responsibility of the supervisor to ensure that access to CBC/Radio-Canada electronic mail, or any other communication or information systems is immediately discontinued and that the appropriate departments are notified.
- Only the component vice-president/executive director and the Vice-President of People and Culture jointly have the power to dismiss an employee, and the requisite line of authority must review each recommendation.