Common use of Final Written Warning Clause in Contracts

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 Written Warning should be recorded as per pro forma document (c) entitled “Record of Review – Final Written Warning” in Part Three of this Policy. The employee should be asked to sign the Record of Final Written Warning. If the employee refuses to do so, this should be noted on the Record. The employee is to receive a letter confirming that a final warning has been issued. The letter should be as per pro forma Document (d) entitled “Letter of Final Written Warning” in Part Three of this Policy. A copy of the Record of Final Written Warning should be attached to the Letter. (k) At the conclusion of the period of time that the Final Written Warning is in force, the employee’s performance is to be formally reviewed. At that point, the Final Written Warning may be withdrawn, extended, or the employee may be dismissed. The review of the Final Written Warning should be recorded a per pro forma Document (e) entitled “Record of Review – Final Written Warning’” in Part Three of this Policy.

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 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 Written Warning should be recorded as per pro forma document (c) entitled “in accordance with the Disciplinary Policy and Procedures Record of Review – Final Written WarningForm” in Part Three of this Policy. The employee should be asked to sign the Record of Final Written WarningRecord. If the employee refuses to do so, this should be noted on the Record. The employee is to receive a letter confirming that a final warning has been issued. The letter should be as per pro forma Document (d) entitled “Letter of Final Written Warning” in Part Three of this Policy. A copy of the Record of Final Written Warning should be attached issued to the Letteremployee. (kj) At the conclusion of the period of time that the Final Written Warning is in force, the employee’s performance is to be formally reviewed. At that point, the Final Written Warning may be withdrawn, extended, or the employee may be dismissed. The review Review of the Final Written Warning should be recorded a per pro forma Document (e) entitled “in accordance with the "Disciplinary Policy and Procedures Record of Review – Final Written Warning’Form” in Part Three of this Policy. The employee should be asked to sign the Record. If the employee refuses to do so, this should be noted on the Record. A copy of the Record should 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 Written Warning should be recorded as per pro forma document (c) entitled “in accordance with the Disciplinary Policy and Procedures Record of Review – Final Written Warning” in Part Three of this PolicyForm". The employee should be asked to sign the Record of Final Written WarningRecord. If the employee refuses to do so, this should be noted on the Record. The employee is to receive a letter confirming that a final warning has been issued. The letter should be as per pro forma Document (d) entitled “Letter of Final Written Warning” in Part Three of this Policy. A copy of the Record of Final Written Warning should be attached issued to the Letteremployee. (kj) At the conclusion of the period of time that the Final Written Warning is in force, the employee’s performance is to be formally reviewed. At that point, the Final Written Warning may be withdrawn, extended, or the employee may be dismissed. The review Review of the Final Written Warning should be recorded a per pro forma Document (e) entitled “in accordance with the "Disciplinary Policy and Procedures Record Form". The employee should be asked to sign the Record. If the employee refuses to do so, this should be noted on the Record. A copy of Review – Final Written Warning’” in Part Three of this Policythe Record should 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 Written Warning should be recorded as per pro forma document (c) entitled “in accordance with the Disciplinary Policy and Procedures Record of Review – Final Written WarningForm” in Part Three of this Policy. The employee should be asked to sign the Record of Final Written WarningRecord. If the employee refuses to do so, this should be noted on the Record. The employee is to receive a letter confirming that a final warning has been issued. The letter should be as per pro forma Document (d) entitled “Letter of Final Written Warning” in Part Three of this Policy. A copy of the Record of Final Written Warning should be attached issued to the Letteremployee. (kj) At the conclusion of the period of time that the Final Written Warning is in force, the employee’s performance is to be formally reviewed. At that point, the Final Written Warning may be withdrawn, extended, or the employee may be dismissed. The review Review of the Final Written Warning should be recorded a per pro forma Document (e) entitled “in accordance with the "Disciplinary Policy and Procedures Record Form”. The employee should be asked to sign the Record. If the employee refuses to do so, this should be noted on the Record. A copy of Review – Final Written Warning’” in Part Three of this Policythe Record should 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 Written Warning should be recorded as per pro forma document (c) entitled “"Record of Review – - Final Written Warning” " in Part Three of this Policy. The employee should be asked to sign the Record of Final Written Warning. If the employee refuses to do so, this should be noted on the Record. The employee is to receive a letter confirming that a final warning has been issued. The letter should be as per pro forma Document (d) entitled “"Letter of Final Written Warning” " in Part Three of this Policy. A copy of the Record of Final Written Warning should be attached to the Letter. (k) At the conclusion of the period of time that the Final Written Warning is in force, the employee’s performance is to be formally reviewed. At that point, the Final Written Warning may be withdrawn, extended, or the employee may be dismissed. The review of the Final Written Warning should be recorded a per pro forma Document (e) entitled “"Record of Review – - Final Written Warning’” " in Part Three of this Policy.

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 Written Warning should be recorded as per pro forma document (c) entitled “in accordance with the Disciplinary Policy and Procedures Record of Review – Final Written Warning” in Part Three of this PolicyForm" . The employee should be asked to sign the Record of Final Written WarningRecord. If the employee refuses to do so, this should be noted on the Record. The employee is to receive a letter confirming that a final warning has been issued. The letter should be as per pro forma Document (d) entitled “Letter of Final Written Warning” in Part Three of this Policy. A copy of the Record of Final Written Warning should be attached issued to the Letteremployee. (kj) At the conclusion of the period of time that the Final Written Warning is in force, the employee’s performance is to be formally reviewed. At that point, the Final Written Warning may be withdrawn, extended, or the employee may be dismissed. The review Review of the Final Written Warning should be recorded a per pro forma Document (e) entitled “in accordance with the "Disciplinary Policy and Procedures Record Form". The employee should be asked to sign the Record. If the employee refuses to do so, this should be noted on the Record. A copy of Review – Final Written Warning’” in Part Three of this Policythe Record should 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 behavioral standards as require; or as a first step in the disciplinary procedure where the lapse in performance or behavioural behavioral 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 behavioral 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 behavioral 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 Written Warning should be recorded as per pro forma document (c) entitled “in accordance with the Disciplinary Policy and Procedures Record of Review – Final Written WarningForm” in Part Three of this Policy. The employee should be asked to sign the Record of Final Written WarningRecord. If the employee refuses to do so, this should be noted on the Record. The employee is to receive a letter confirming that a final warning has been issued. The letter should be as per pro forma Document (d) entitled “Letter of Final Written Warning” in Part Three of this Policy. A copy of the Record of Final Written Warning should be attached issued to the Letteremployee. (kj) At the conclusion of the period of time that the Final Written Warning is in force, the employee’s performance is to be formally reviewed. At that point, the Final Written Warning may be withdrawn, extended, or the employee may be dismissed. The review Review of the Final Written Warning should be recorded a per pro forma Document (e) entitled “in accordance with the "Disciplinary Policy and Procedures Record of Review – Final Written Warning’Form” in Part Three of this Policy. The employee should be asked to sign the Record. If the employee refuses to do so, this should be noted on the Record. A copy of the Record should 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 representative of the employee’s choice or co-a 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 counseling 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 demonstrating improvement. The Final Written Warning should not be in force for more than 12 months. (j) The Final Written Warning should be recorded as per pro forma document (c) entitled “Record of Review – Final Written Warning” in Part Three of this Policy. The employee should be asked to sign the Record of Final Written Warning. If the employee refuses to do so, this should be noted on the Record. The employee is to receive a letter confirming that a final warning has been issued. The letter should be as per pro forma Document (d) entitled “Letter of Final Written Warning” in Part Three of this Policy. A copy of the Record of Final Written Warning should be attached to the Letter. (k) At the conclusion of the period of time that the Final Written Warning is in force, the employee’s performance is to be formally reviewed. At that point, the Final Written Warning may be withdrawn, extended, or the employee may be dismissed. The review of the Final Written Warning should be recorded a as per pro forma Document (e) entitled “Record of Review – Final Written Warning’” in Part Three of this Policy.