{ "document_id": 15989, "page": 2, "width_pt": 612, "height_pt": 792, "rotation": 0, "pipeline_version": "paddleocr-vl-1.6+paul-48", "engine": "paddleocr_vl", "source_run_id": 16100, "item_count": 18, "counts_by_type": { "heading": 4, "text": 14 }, "build_ms": 2, "items": [ { "id": "p2.1", "order": 1, "type": "text", "bbox": { "l": 33.6, "t": 740.16, "r": 578.64, "b": 681.36 }, "text": "The progressive discipline system is intended to provide an employee notice of his or unsatisfactory work performance and an opportunity for said employee to improve his or her performance to a satisfactory level through corrective action. As aforementioned, KSU is never obligated to utilize a system of progressive discipline, and it always reserves the right to terminate a staff employee's employment at any time." }, { "id": "p2.2", "order": 2, "type": "heading", "bbox": { "l": 33.6, "t": 666.72, "r": 141.6, "b": 654 }, "text": "When to Take Action", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p2.3", "order": 3, "type": "text", "bbox": { "l": 33.36, "t": 652.08, "r": 578.16, "b": 623.76 }, "text": "Taking corrective action is warranted when an employee fails to correct behavior or performance issues within a reasonable period of time." }, { "id": "p2.4", "order": 4, "type": "text", "bbox": { "l": 33.36, "t": 607.92, "r": 578.64, "b": 564.24 }, "text": "Corrective action should be taken as soon as possible after the occurrence of an offence. An employee's immediate supervisor is responsible for promptly and thoroughly investigating offenses and obtaining and considering all relevant facts, including any mitigating circumstances." }, { "id": "p2.5", "order": 5, "type": "heading", "bbox": { "l": 33.36, "t": 549.6, "r": 127.92, "b": 536.64 }, "text": "Verbal Reprimand", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p2.6", "order": 6, "type": "text", "bbox": { "l": 33.36, "t": 534.48, "r": 578.64, "b": 461.76 }, "text": "When it is determined by a supervisor that corrective action is necessary and appropriate, a verbal reprimand may follow. The verbal reprimand should specify the nature of the problem and the actions necessary for correcting the employee's behavior or performance. The supervisor issuing the verbal reprimand must maintain notes of the date and specific details of the discussion. The employee should be informed that similar behavior or performance in the future may result in more severe disciplinary action." }, { "id": "p2.7", "order": 7, "type": "heading", "bbox": { "l": 33.36, "t": 446.88, "r": 158.16, "b": 433.92 }, "text": "First Written Reprimand", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p2.8", "order": 8, "type": "text", "bbox": { "l": 32.88, "t": 432, "r": 578.16, "b": 388.56 }, "text": "This action follows a verbal reprimand when an employee's work behavior remains uncorrected. It is the second step in the progressive discipline process, though a supervisor may proceed directly to this step if the employee's violation is serious and warrants for significant action." }, { "id": "p2.9", "order": 9, "type": "text", "bbox": { "l": 33.36, "t": 373.92, "r": 578.16, "b": 345.12 }, "text": "A supervisor must issue a formal letter to the employee stating the work rule he or she violated or detailing the employee's unsatisfactory job performance. The letter must also outline the following:" }, { "id": "p2.10", "order": 10, "type": "text", "bbox": { "l": 33.12, "t": 329.28, "r": 351.84, "b": 315.6 }, "text": "The aspects of the employee's work that need improvement;" }, { "id": "p2.11", "order": 11, "type": "text", "bbox": { "l": 33.6, "t": 313.2, "r": 250.8, "b": 300.72 }, "text": "The supervisor's desired improvements;" }, { "id": "p2.12", "order": 12, "type": "text", "bbox": { "l": 33.6, "t": 298.08, "r": 185.52, "b": 285.84 }, "text": "The corrective action plan;" }, { "id": "p2.13", "order": 13, "type": "text", "bbox": { "l": 33.6, "t": 282.96, "r": 299.52, "b": 270.24 }, "text": "The requested date for the plan's completion; and" }, { "id": "p2.14", "order": 14, "type": "text", "bbox": { "l": 33.84, "t": 267.84, "r": 346.56, "b": 254.4 }, "text": "The consequences of not correcting the identified problems" }, { "id": "p2.15", "order": 15, "type": "text", "bbox": { "l": 33.36, "t": 238.8, "r": 577.92, "b": 180.96 }, "text": "The formal letter must be hand-delivered to the employee, and the supervisor must discuss its contents with the employee in private. After the discussion, the supervisor shall request the employee to sign the letter. The original letter will be placed in the employee's personnel file, and copies will be provided to the employee and the supervisor." }, { "id": "p2.16", "order": 16, "type": "heading", "bbox": { "l": 33.6, "t": 165.6, "r": 172.08, "b": 152.64 }, "text": "Second Written Reprimand", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p2.17", "order": 17, "type": "text", "bbox": { "l": 33.36, "t": 150.72, "r": 577.68, "b": 107.28 }, "text": "This action may be taken if an employee's work behavior remains uncorrected after the first written reprimand, but the supervisor believes there is still the possibility of improvement. The supervisor shall follow the same steps used for issuing a first written reprimand when issuing a second written reprimand." }, { "id": "p2.18", "order": 18, "type": "text", "bbox": { "l": 33.6, "t": 92.4, "r": 499.44, "b": 78.48 }, "text": "This is the final step before more serious action, such as disciplinary suspension or termination." } ], "excluded_furniture": { "first": [], "last": [] } }