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.
(b) A Final Written Warning is issued in circumstances where one or more First Written Warnings have failed to modify the work performance of behavioural standards as require; or as a first step in the disciplinary procedure where the lapse in performance or behavioural standard is of an extremely serious nature.
(c) In order that a decision to issue a final warning to an employee can be made, it may be appropriate for a detailed investigation to be carried out. In order to facilitate such an investigation, it may be appropriate for the employee concerned to be suspended without loss of normal pay and conditions for the duration of all or some of the investigative process.
(d) Before a Final Written Warning is issued, the employee is to be advised that the disciplinary procedure has commenced and that the process could result in dismissal, and is to be provided with a copy of this policy. The employee is also to be advised that they are entitled to be accompanied by a union delegate or co-worker.
(e) The manager or supervisor should have his/her supervisor/manager or the senior manager’s nominee present at the final warning meeting.
(f) The manager or supervisor must explicitly and clearly identify what work performance or behavioural standard is unacceptable, and specify what the required standard is. Where appropriate, reference should be made to any reprimand or previous relevant disciplinary procedure in place.
(g) The employee is to be asked if he/she has any comment regard to the stated problem. Due regard is to be given to the employee’s views, and any mitigating circumstances taken into account. At this stage, the manager or supervisor may elect not to issue a Final Written Warning, and may issue a First Written Warning or revert to a counselling sessions; or abort the process.
(h) Once the work performance or behavioural problem has been identified, the manager or supervisor is to ascertain whether or not there is any additional training or other resources that may be appropriate in correcting the problem.
(i) A Final Written Warning is to be issued for a specified period of time. The appropriate period for a Final Written Warning to be in force will be determined by the nature of the problem, the employee’s record, and the length of time reasonably required to demonstrate improvement. The Final Written Warning should not be in force for more than 12 months.
(j) The Final...
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:
(a) a statement of the alleged misconduct or unsatisfactory performance
(b) a reference to the previous written warning where one has been issued
(c) action to be taken or amends to be made to remedy the problem (d) a reasonable period of time within which prescribed action must be taken
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. 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. 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. In the event of further misconduct or failure to improve standards of work performance, a final written warning will be given, stating that any further misconduct or continued failure to improve performance will render you liable for suspension or dismissal Written warnings will remain on your personnel record for 18 months. If during that period no further disciplinary action has been taken against you, the written warning will, unless otherwise stated, cease to have effect.
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 performance or conduct continues to be unsatisfactory or unacceptable, the matter will again be discussed with the employee by management. A final written warning will be given to the employee and a copy placed on his or her personnel file. Expectations for improvement will be clearly explained to the employee. It will be made clear to the employee that further unsatisfactory or unacceptable performance or conduct may result in termination of employment.
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.