Common use of Disciplinary Policy Clause in Contracts

Disciplinary Policy. The COMPANY'S corporate view is that the disciplinary procedure is not designed to punish employees, particularly for less serious offenses, but, rather, to educate, correct and train people as effective team members who can be counted on to give reliable productive performance. Finally, time itself is the best measure of correction in any individual, regardless of job or authority. In the situation of the lesser offenses as contrasted with the more serious offenses described in Section 2.04, each manager is cautioned with the need to believe that the employee has corrected his/her problem in the event there is no repetition of such within one year of the last infraction. In that event, the process is to begin anew.

Disciplinary Policy. The COMPANY'S SIMMONS corporate view is that the disciplinary procedure is not designed to desxxxxx xo punish employees, particularly for less serious offenses, but, rather, to educate, correct and train people as effective team members who can be counted on to give reliable productive performance. Finally, time itself is the best measure of correction in any individual, regardless of job or authority. In the situation of the lesser offenses as contrasted with the more serious offenses described in Section 2.04, 2.04 each manager is cautioned with the need to believe that the employee has corrected his/her his problem in the event there is no repetition of such within one year of the last infraction. In that event, the process is to begin anew.

Disciplinary Policy. The COMPANY'S XXXXXXX corporate view is that the disciplinary procedure is not designed to punish employees, particularly for less serious offenses, but, rather, to educate, correct and train people as effective team members who can be counted on to give reliable productive performance. Finally, time itself is the best measure of correction in any individual, regardless of job or authority. In the situation of the lesser offenses as contrasted with the more serious offenses described in Section 2.04, each manager is cautioned with the need to believe that the employee has corrected his/her his problem in the event there is no repetition of such within one year of the last infraction. In that event, the process is to begin anew.

Disciplinary Policy. The COMPANY'S SIMMONS corporate view is that the disciplinary procedure is not designed to desxxxxx xo punish employees, particularly for less serious offenses, but, rather, to educate, correct and train people as effective team members who can be counted on to give reliable productive performance. Finally, time itself is the best measure of correction in any individual, regardless of job or authority. In the situation of the lesser offenses as contrasted with the more serious offenses described in Section 2.04, each manager is cautioned with the need to believe that the employee has corrected his/her his problem in the event there is no repetition of such within one year of the last infraction. In that event, the process is to begin anew.