The parties agree that the objective of discipline is to correct and improve employee behavior so as to promote the efficiency of the service. The parties agree to the concept of progressive discipline which is designed primarily to correct and improve employee behavior. A common pattern of progressive discipline is reprimand, short term suspension, long term suspension and removal. Any of these steps may be bypassed where management determines by the severe nature of the behavior that a lesser form of discipline would not be appropriate.
The parties further agree that normally discipline should be preceded by counseling and assistance including oral warnings which are informal in nature and not recorded. Counseling and warnings will be conducted privately and in such a manner so as to avoid embarrassment to the employee. Bargaining unit employees will be subject to disciplinary or adverse action only for just cause.
Whenever original pay slips or verification from an SSA-approved wage verification company, e.g., the Work Number, is not available, verify wages using secondary evidence such as photocopied pay slips, Interstate Benefits Inquiry (IBIQ), the National Directory of New Hires (NDNH), SSA Access to State Records Online (SASRO), SSA’s Master Earnings File (MEF), W-2’s, or Federal or State tax forms. Contact employers for evidence of wages or termination of wages only for periods requiring development where other primary and secondary evidence are not available.
Obtaining the individual’s signed statement as evidence of wages or termination of wages when primary and secondary evidence are unavailable is no longer required. Instead, the individual’s statement will serve as verification.