Final Written Warning. If after the first written warning has been issued and the Employee continues or has other unsatisfactory conduct, capacity or performance issue/s that do not meet the Employer’s standards a final written warning may be issued to the Employee.
Final Written Warning. (a) A Final Written Warning is a punitive level of the disciplinary process.
Final Written Warning. Should the first written warning fail to remedy the misconduct complained of within a reasonable time, or if further instances of unsatisfactory performance or misconduct occur, the employee shall again be interviewed and invited to respond. If the response is judged to be unsatisfactory, a final written warning shall be issued by the Employer to the employee containing the following elements:
Final Written Warning. Should the employee commit misconduct, which merits a final written warning, the same procedure for a verbal and written warning, set out above, must be followed. The employee shall also be informed that a further contravention may result in demotion, suspension without pay or dismissal. A final written warning will also be valid for 6 (six) months, unless the final written warning was given as a sanction after a disciplinary hearing, in which case it shall be valid for 12 (twelve) months.
Final Written Warning. This is a documented discussion signed by the employee and manager. The documentation is part of the employee’s permanent personnel file and may be used to substantiate disciplinary action for up to one (1)
Final Written Warning. If the Grantee is placed on final written warning (or its equivalent as determined by the Committee) at any time subsequent to the last day of the Performance Period but prior to the Service Vesting Date, the Grantee shall forfeit the Performance Units and Dividend Equivalent Rights scheduled to vest on the Service Vesting Date to the extent the Award is the next subsequent Award (when compared to other Awards held by the Grantee) that is scheduled to vest following the date that the Grantee is placed on final written warning (it being understood that all other Awards, if any, that are scheduled to vest on the Service Vesting Date shall also be forfeited). The Committee’s determination as to whether (1) a leave of absence or a transfer of employment between Lilly and an Affiliate or between Affiliates constitutes a termination of Service, (2) the Grantee’s Service has been terminated by reason of Disability or Retirement, (3) the Grantee’s Service has been terminated as a direct result of either a plant closing or a reduction in force, and (4) the Grantee's service has been terminated as a result of the failure to locate a position within the Company or an Affiliate following reallocation or medical reassignment shall be final and binding on the Grantee.
Final Written Warning. If the offence is serious or there is a failure to improve performance or conduct during the currency of a prior warning, a final written warning may be given to the Musician. This will give details of the complaint, the improvement required and the timescale. It will also warn that failure to improve may lead to dismissal. A copy of this written warning will be kept on the Musician’s personnel file but will be disregarded for disciplinary purposes after twelve months (although in exceptional cases the period may be longer, but in any event no longer than 18 months) subject to satisfactory conduct and performance.
Final Written Warning. If there is still no improvement in the performance or conduct of the employee a second and final written warning shall be given including an indication that failure to improve may result in termination of employment. A review period should be established and a third party may be present but only if requested by the employee or employer and the representative is chosen by the party making the request.
Final Written Warning. A final written warning is to be issued by the appropriate Manager after giving the employee the opportunity to respond to the allegations. In most situations, the issue of a final warning would follow a series of interviews with the employee. There will be occasions when the employee’s conduct results in the issue of a final written warning on the first occurrence. Where the employee so requires, a union delegate is to be advised of the fact that the warning had been issued and of the circumstances surrounding the matter.
Final Written Warning. A second written document outlining the specific Employer policy or policies which have been contravened by the Employee. This document contains an “Action Plan” and “Date of Expected Improvement” for which the Action Plan must be implemented by the Employee. A copy of the Final Written Warning will be delivered to the Employee by registered mail or verified email. Failure to accept delivery of the registered mail or view the verified email within three (3) days of delivery will be considered as if it was delivered and read by the Employee. It is understood by the Parties that an Employee at any given discipline stage who contravenes one or more Employer policies, which may or may not differ from the Employer policies previously contravened and that led to the current discipline stage, will automatically advance to the next discipline stage. It is also understood by the Parties that an Employee who does not adhere to the Grievance Procedure defined in Article 7 of this Collective Agreement, will have no future recourse against progressive discipline warnings received and any progressive discipline warnings not grieved shall be accepted as factual in the case of arbitration.
