Warning Procedure. (i) Where an employee’s performance, attendance, punctuality or conduct is not to the satisfaction of the Company, the employee shall be entitled to one verbal and 2 separate written warnings.
Warning Procedure. If after counselling has occurred and the problem continues or another problem arises, which makes the employees conduct unsatisfactory in the areas of inefficiency, neglect of duty or other misconduct (other than serious misconduct warranting summary dismissal) the Company shall follow the following procedures:
Warning Procedure. Workers may be advised of unacceptable conduct or job performance by warnings which may be either verbal or written and which shall normally come from a supervisor or manager in the worker’s chain of command. However, if no supervisor or manager in the worker’s chain of command is present, and if action cannot reasonably be delayed until a supervisor or manager in the worker’s chain of command is available, the warning may come from any supervisor or manager. When appropriate, verbal warnings shall precede written warnings, which shall precede more serious disciplinary action. Copies of written warnings will be placed in the worker’s personnel file. Workers may attach a written response to the warning for inclusion in their personnel file. Warnings are not grievable. If a worker believes a warning received from a manager or supervisor was unjust, that worker may request and will be granted a meeting with the Human Resources Coordinator, or his or her designee, who will discuss the employee's concern and provide the employee a response to that concern.
Warning Procedure. Where it is necessary for the employer to take disciplinary action against an employee, the following procedures shall apply:
Warning Procedure. A Warning Procedure has been agreed for breaches of discipline, such as but not limited to excessive absence, lateness, not notifying absence or leaving job without relief, which are not serious enough to warrant dismissal or suspension. The option to use a warning as well as suspension is also available. The Staff Supervisor will collect relevant facts to substantiate the warning and, if requested by the employee, will discuss the matter and the intention to issue a warning with the Union Shop Xxxxxxx.
Warning Procedure i) If after general counselling, a Team Member does not make sufficient improvement to the satisfaction, as agreed, by the review date; or alternatively, the Team Member commits a breach of Company regulation, policy or procedure, which is sufficiently important to warrant the giving of a warning, the Team Member will be issued with the first warning.
Warning Procedure. Where there are problems with an employees conduct or competence requiring formal action the following procedures will be used. Employees are entitled to representation (or a support person to be present) at any time in this process. Before any warning is issued the employer will do the following: Inform the employee (in writing) of the issue causing concern; Allow the employee to explain their behaviour or actions in writing, orally or both; Consider such explanation; If the explanation is not satisfactory, advise of the behaviour or performance that is unsatisfactory; Advise what action to take to correct the problem and provide the appropriate support; Advise of the consequences of continuing unsatisfactory performance; Confirm the details of any warning by letter to the employee. If the employee’s performance continues to be unsatisfactory the employee may receive a final warning. This will be issued following the procedure outlined above and will be given in writing. The final warning will make it clear that any further similar unsatisfactory performance or misconduct will result in dismissal. Any formal warning will expire after 12 months.
