Second Written Warning. The next time a given opportunity for improvement is discussed with an associate, formal, written documentation of this incident will be once more developed on the prescribed warning document. Copies of this warning notice will be placed in the associate’s file and provided to the associate in question, as well as the Location Xxxxxxx.
Second Written Warning. If the conduct or performance does not improve within the stated time, or in the event of a repeated or more serious offence, the employee’s supervisor/manager will interview the employee and, if necessary issue a written warning. The employee may have a representative present. The warning will clearly state: ❑ the nature and circumstances of the breach or offence ❑ the improvements to be made, or behaviour which must change ❑ an agreed specific time in which to improve ❑ what further action will be taken if the desired improvement does not occur. The warning may indicate that it is a final warning, which could result in dismissal if the breach is repeated or the desired improvement is not made.
Second Written Warning. If the Employee fails to meet the appropriate standard within the time allowed, the Manager should then have a second official meeting with the Employee. The second official meeting should replicate the first meeting. However, if the Employee has not adequately explained their failure to remedy their poor performance or conduct, they shall be advised that continuing poor performance or conduct MAY lead to dismissal.
Second Written Warning. Further infractions in excess of the acceptable attendance level will warrant a second written warning.
Second Written Warning. If you have more than two (2) unexcused absences in any six (6) consecutive calendar months. • If you have unexcused absences in excess of eight (8) hours in any six (6) consecutive calendar months.
Second Written Warning. 5.5.1 Given for a repetition of the same offence or a similar offence during a period when a first written warning is still effective.
Second Written Warning. If during the 3 months following the first written warning, the employee repeats the specified behaviour/performance issue raised, he/she will receive a second written warning, the duration of which will be six months. [Special note as to time limits. Where the behaviour or performance being dealt with is serious or occurs or recurs over a period of time (eg. unsubstantiated absenteeism - but not limited to unsubstantiated absenteeism) the company will nominate a longer period (up to 12 months) as the duration of the warning].
Second Written Warning. If there is insufficient or no improvement after the review period, the Chief Executive Officer will issue the staff member with a written notice which: • sets out the remainder of the counselling and disciplinary procedure; • sets out a further review period; • identifies the problem with the staff member’s performance or behaviour and the standard expected of them; and • warns the staff member that if the problem persists they may be dismissed, transferred or demoted. A copy of the warning will also be placed on the staff member’s personnel file and will be destroyed if there is no recurrence of the problem within six months. The staff member will be again counselled. The Chief Executive Officer shall inform the Executive that the second written warning has been issued and brief it regarding the matter.
Second Written Warning. Further inability of the employee to respond to the required standards, procedures and policies will justify a second written warning.
Second Written Warning. This warning should: • Reinforce the standard of work or conduct expected, the employee’s failure to meet the standard and the severity of the situation. • The employee’s response and the employer’s consideration of the response should be noted and recorded in the warning. • Nominate a suitable review period to monitor performance/conduct. • Outline the consequences of continuing the unsatisfactory performance. • Make reference to previous oral warnings and their dates. • Clearly define the possible consequences of continued non compliance
