First Written Warning. If the Employer considers that the Employee conduct, capacity or performance has been unsatisfactory and has not met the Employer’s standards a written warning may be issued to the Employee, provided that the Employer may skip this step and issue a First and Final warning if the Employee’s conduct, capacity or performance warrants the issue of such a warning.
First Written Warning. (a) A First Written Warning is a punitive level of the disciplinary procedure.
(b) A First Written Warning is issued in circumstances where one or more counselling sessions have failed to modify the work performance or behavioural standards as required; or as a first step in the disciplinary procedure where the lapse in performance or behavioural standard is of serious nature.
(c) Before a First Written Warning is issued, the employee is to be advised that the disciplinary procedure has commenced, and that the process may eventually result in the employee’s 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.
(d) The manager or supervisor must explicitly and clearly identify what work performance or behavioural standard is unacceptable, and specify what the required standard is.
(e) The employee is to be asked if he/she has any comment in 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 First Written Warning, and revert to a counselling session.
(f) 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 correct the problem.
(g) A First Written Warning is to be issued for a specified period of time. The appropriate period for a First 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 First Written Warning should not be in force for more than 6 months.
(h) The First Written Warning should be recorded in accordance with the "Disciplinary Policy and Procedures Record 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.
(i) At the conclusion of the period of time that the First Written Warning is in force, the employee’s performance is to be formally reviewed. At that point, the First Written Warning may be withdrawn, extended, or a Final Written Warning may be issued. The Review of the First Written Warning should be recorded in accordance with the "Disciplinary Policy ...
First Written Warning. If the employee fails to meet the agreed standards of improvement in accordance with Step 1, or if the Company has a second concern about the conduct of the employee, the Company shall undertake an investigation into the issues pertaining to the unsatisfactory conduct. The employee will be given the opportunity to provide an explanation. The Company will consider this explanation and relevant facts in making its determination. Based on its determination, the Company may provide the employee with a written warning, with a copy placed on the employee's personnel file. The employee receiving the written warning shall be made aware of the standards of improvement in conduct that is to be made. If after 12 months from the date of written warning the Company determines that the conduct has been satisfactory, the written warning will be removed from the employee's personnel file.
First Written Warning. If the employee's work performance or conduct has not improved, or another incident of poor work performance or conduct has been identified a second interview should be arranged which may lead to a first written warning being issued. During the second counselling session the counsellor in the presence of a third party observer should:
(a) Advise the employee of the unsatisfactory work performance or conduct identified.
(b) Give the employee an opportunity to respond to the allegations made, (again, if the explanation is satisfactory, no further disciplinary action should be taken).
(c) If the employee's explanation is not acceptable, indicate to the employee that a first written warning is to be issued.
(d) Agree on specific action to be taken to remedy the problem which may include setting a date for review.
(e) Warn the employee that failure to improve will result in further disciplinary action being taken, which could ultimately lead to dismissal. The counselling/disciplinary interview record should be completed and kept on the employee's file. Once the written warning is completed and authorised by the General Manager, it should be signed by all parties (including witnesses). The employee should be issued a copy and informed that it will be entered on their employment record.
First Written Warning. This involves a formal discussion between an employee and supervisor or manager. A site union representative or co-worker of the employee’s choice should be present unless the employee elects otherwise. The employee is to be provided with the opportunity to write comments and to receive a copy of the written warning. The First Written Warning includes a reference that a continuation or repeat of the problem may lead to the termination of employment.
First Written Warning. 5.4.1 This may be given for a repetition of an offence for which an unrecorded warning has been given or it may be given for a first offence classified as Moderate in the schedule of offences.
5.4.2 The employee must be informed that the warning will remain in force for a period of six months using the form referred to as Annex 4 5.4.3 First Written Warnings may be awarded by the Disciplinary Officer.
First Written Warning. Any infraction in excess of the acceptable attendance level will warrant a written warning.
First Written Warning. In the event of further misconduct or failure to improve standards of work performance, a written warning will be given, stating that any further misconduct or continued failure to improve performance will render you liable to a final written warning. A First Written Warning will be entered on your personnel record and remain for 12 months.
First Written Warning. In the event of the Employee failing to make or sustain the required improvement, the School Principal will arrange a meeting with the Employee. The Employee will be given at least 5 days written notice of the meeting. The notice will state the purpose of the meeting and the specific nature of the complaints together with any supporting documentation. The Employee may be accompanied at the meeting by his/her representative. At the meeting the Employee will be given an opportunity to respond and to state his/her position. Having considered the response the School Principal will decide on the appropriate action to be taken. Where it is decided that disciplinary action at this stage is warranted the Employee will be informed that s/he is being given a written warning. S/he will also be informed that failure to improve will result in further disciplinary action up to and including dismissal. This warning will remain on the Employee’s file for 6 months.
First Written Warning. In the event that a verbal warning has gone unheeded or in the case of conduct or behaviour of such a nature that it warrants more than a verbal warning, a written warning may be issued by the appropriate Manager. Such written warning shall not be issued without full consultation and counselling by the appropriate Manager and the Employee shall have the opportunity to respond to any allegation in the company of another Employee (of their choosing and at the request of the Employee).
