EmploymentHandbook-UpdatedMay2024-2

Obviously, when employee misconduct occurs, measures must be undertaken to correct the situation and to curtail further occurrences, for the good of us all. The approach we take to discipline may vary depending in our discretion on, among other things, the gravity of the offense, the circumstances under which it occurred, your duties, your length of service (seniority) with our Firm, and your overall work record, including any prior misconduct. Keep in mind that our Firm has no obligation to use any one or more of these forms of discipline prior to discharging an employee. Any or all of these steps can be omitted as the Firm deems appropriate, in its discretion. Moreover, by establishing this disciplinary procedure, the Firm is not relinquishing or limiting its managerial right to discharge for any or no reason at all, at any time, with or without notice. The use of progressive discipline as a pre-condition to termination thus is discretionary, in our Firm’s judgment. For examples of behaviors and conduct which are unacceptable at Venable, click here to view the full General Workplace Policies. Dispute Resolution An effective inquiry procedure provides employees with a mechanism to resolve issues of concern. An inquiry is generally defined as a concern by an employee that he or she is adversely affected by the misinterpretation or misapplication of a Firm policy or practice. An inquiry procedure is a means of internal dispute resolution by which an employee may have their concerns heard. Inquiries are generally brought to the employee’s immediate supervisor. For additional information, click here to view the Inquiry Process Policy.

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