First Formal Warning Sample Clauses

First Formal Warning. The employee concerned is to be approached by his supervisor. The supervisor will make clear to the employee what the problem area is and how the employee’s behaviour must improve. Following this discussion, the supervisor shall report the matter to the Production Manager or General Manager, who shall ensure that this action is noted and followed up in writing as well as documented on the employee file. The employee shall have the right to have their Representative present.

First Formal Warning. The Employee concerned is to be approached on site by their direct supervisor. The supervisor will make clear to the Employee what the problem area(s) is (are) and how their behaviour must improve. Following this discussion, the supervisor shall report the matter to their site manager/xxxxxxx, who shall ensure that this action is noted and followed up in writing as well as inscribed on the Employee's file.

First Formal Warning. • The employee will be notified of time and date of the formal counselling meeting, including advice of who will be present at the meeting, the purpose of the meeting and his right to representation • At the meeting the employee will be made fully aware of the matters of concern, and given a clear understanding of the steps that will need to be taken for performance to be improved • The employee will be made aware of the seriousness of the situation and that the formal action may lead to termination should performance not improve • Strategies will be jointly developed to remedy the shortcomings in performance and provide support and guidance to the employee • A date will be set for a review of performance • Notes of the counselling meeting will be kept and filed on the Employee's personnel record, and the employee will receive written confirmation of the first warning, the improvements that need to be made, and the strategies adopted.

First Formal Warning. The Employee concerned is to be approached by the supervisor. The supervisor will make clear to the Employee what the problem area(s) is/are and how his behaviour must improve. Following this discussion, the supervisor shall report the matter to the Production Manager or General Manager, who shall ensure that this action is noted and followed up in writing as well as documented on the Employee file. The Employee has the right to have their Representative present. Second Formal Warning: Where the same or similar behaviour continues and it is necessary to issue a second formal warning this shall be issued in writing, by the Employee’s direct Manager or General Manager. A copy of the written warning shall be given to the Company Consultative Committee and /or Employee Representative. At the time of issuing the written warning the Production Manager or General Manager shall canvass the desirability of counselling the Employee. Final Warning: Where the same or similar behaviour continues and it is necessary to issue a final warning this shall be issued by the Production Manager or General Manager. The warning will be in writing and will be issued to the Employee in front of a member of the Company Consultative Committee, Employee Representative and/or other member of management. Termination: Following any further breach – the Employee’s service shall be terminated by the Production Manager or General Manager in front of the member of the Company Consultative Committee or Delegate and one other member of management. Revoking Final Warning: Where a period of three months has elapsed after issuing a final written warning and the Company has had no cause to take further disciplinary action in respect of that Employee that warning shall be revoked and the Employee file noted accordingly.

First Formal Warning. 15.2.1. The employee will be notified of time and date of the formal counselling meeting, including advice of who will be present at the meeting, the purpose of the meeting and their right to representation.

First Formal Warning. When it has been determined that disciplinary action is required a First Formal Warning will be issued, unless the matter is so serious as to justify dismissal (see below). The First Formal Warning will be in writing and clearly outline the following:  The performance or behaviour issues which are giving rise to the warning being issued.  The required standards.  Actions required of the individual, including any training to be undertaken and support provided,  The timeframe for progress to be observed  The process by which progress will be monitored, and  The consequences of not meeting the required standard The original warning will be signed by the relevant Director and given to the employee. A copy signed by the Director and the employee, as an acknowledgement of receipt, will be placed on the Employee’s file. If the employee refuses to sign for any reason this should be noted on the file copy. The objective of the first warning is to remedy the unsatisfactory work performance or behaviour to the satisfaction of both Council and the employee. In most cases there will be no need to go beyond this first step in the procedure. If at the end of the agreed period there is evidence that the employee’s work performance or behaviour is improving but that a further assessment period is necessary, then the initial period should be extended. If no, or insufficient, improvement occurs, it will be necessary to proceed to the second stage.