Page:Professionalism within the Workforce.pdf/27

 Although some offenses may fall within an Offense Code listed in the Table of Penalties, supervisors may consider issuing informal discipline to an employee in certain situations. Supervisors and managers have the responsibility of using good judgment when considering whether informal discipline may be appropriate, based on the totality of the circumstances. The following are examples (not inclusive) of such situations:


 * Tardiness – non habitual
 * Absent Without Leave – less than one workday
 * Appearance Policy – minor violations
 * Performance – minor issues that do not affect the mission
 * Discourtesy or disruptive behavior – minor, non-habitual violations
 * Failure to follow instructions – minor, non-habitual violations
 * Failure to follow leave policies – minor, non-habitual violations
 * Loss of Government Property valued at $500 or less (non-protective equipment or weapons)
 * Loss of Government issued identification or access cards (does not include badges)
 * Security Violation (First Offense)

When considering whether other offenses not listed above may not be so severe as to warrant formal discipline, and therefore may be addressed using Informal Discipline (verbal counseling or memorandum of counseling), supervisors and managers should first review the Table of Penalties. Minor offenses for which a Letter of Reprimand is within the mitigated penalty range may be addressed through Informal Discipline.