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Progressive Discipline Policy

Overview/Policy Statement
The purpose of this policy is to state The Hartford's position on administering equitable and consistent discipline for unsatisfactory performance or inappropriate conduct in the workplace. Although employment with The Hartford is based on mutual consent and both the employee and The Hartford have the right to terminate employment at will, with or without cause or advance notice, The Hartford may use progressive discipline at its discretion.

This policy does not in any way create or establish a contract, right, or guarantee, between any employee and The Hartford.

Managers and employees are responsible for adherence to company policy. Failure to do so may result in disciplinary action up to and including termination.

The Hartford's own best interests lie in the delivery of prompt, appropriate and impartial disciplinary actions when needed. The main purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.

This policy is applicable in all U.S. locations.

Applying the Policy

When addressing a performance issue, the following steps will generally be followed:

  1. A documented verbal warning.
  2. A written warning/action plan.

There may be circumstances when one or more steps are bypassed, truncated, or modified. Certain types of problems are serious enough to justify either immediate written warning, probation, or in extreme cases, immediate termination of employment.

While it is impossible to list every type of behavior that may be deemed a serious offense, the Code of Ethics and Business Conduct includes examples of situations that may result in immediate written warning, probation, or termination of employment.

Managers may reference myER for guidance and tools related to the preparation and delivery of verbal warnings under this policy. Managers should consult with an Employee Relations Consultant related to the preparation and delivery of written warnings or other actions.

Since The Hartford recognizes that performance problems can be caused by personal issues, managers should consider referring employees to the Employee Assistance Program when appropriate.

When any type of warning is issued, managers should make employees aware that:

  • A copy of the warning will be placed in their personnel file.
  • Employees have the ability to add their own statement as an addendum to the warning document, which should also be placed in their personnel file.

Also, managers must make a copy of any warnings they deliver and provide the copy to the employee within one day of presenting the warning.