Common use of First Written Warning Clause in Contracts

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 At that point, the First Written Warning may be withdrawn, extended, or a Final Written Warning may be issued.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 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.

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 union delegate or co-worker. (d) The manager or supervisor must mu st 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 correcting 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 as per pro forma document (a) entitled "Disciplinary Policy and Procedures Record Form” of First Written Warning" in Part Three of this Policy. The employee should be asked to sign the RecordRecord of First Written Warning. If the employee refuses to do so, this should be noted on the Record. A copy of the Record of First Written Warning 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 review of the First Written Warning should is to be recorded in accordance with the as per pro forma document (b) entitled "Disciplinary Policy and Procedures Record Form” of Review - First Written Warning" 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.

First Written Warning. (a) A First Written Warning is a the second punitive level of the disciplinary procedure. (b) A First Written Warning is issued in circumstances where one or more counselling sessions have a verbal warning has 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 issue is of deemed serious natureenough to have passed counselling and/or verbal warning. (c) Before a First Written Warning is issued, the employee is to must 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 sessionverbal warning. (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 as per pro forma document (a) entitled “Record Formof First Written Warning” in Part Three of this Policy. The employee should be asked to sign the RecordRecord of First Written Warning. If the employee refuses to do so, this should be noted on the Record. A copy of the Record of First Written Warning 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 review of the First Written Warning should is to be recorded in accordance with the "Disciplinary Policy and Procedures as per pro forma document (b) entitled “Record Formof Review – First Written Warning” 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.

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 behavioral standards as required; or as a first step in the disciplinary procedure where the lapse in performance or behavioural behavioral 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 union delegate or co-worker. (d) 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. (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 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 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 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.

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 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 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.

First Written Warning. (a) A First Written Warning is a the second punitive level of the disciplinary procedure. (b) A First Written Warning is issued in circumstances where one or more counselling sessions have a verbal warning has 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 issue is deemed serious enough to have passed counseling and / or behavioural standard is of serious natureverbal warning. (c) Before a First Written Warning is issued, the employee is to must 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 sessionverbal warning. (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 as per pro forma document (a) entitled “Record Formof First Written Warning” in Part Three of this Policy. The employee should be asked to sign the RecordRecord of First Written Warning. If the employee refuses to do so, this should be noted on the Record. A copy of the Record of First Written Warning 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 review of the First Written Warning should is to be recorded in accordance with the "Disciplinary Policy and Procedures as per pro forma document (b) entitled “Record Formof Review – First Written Warning” 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.

First Written Warning. (a) A First Written Warning is a the second punitive level of the disciplinary procedure. (b) A First Written Warning is issued in circumstances where one or more counselling sessions have a verbal warning has 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 issue is deemed serious enough to have passed counselling and / or behavioural standard is of serious natureverbal warning. (c) Before a First Written Warning is issued, the employee is to must 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 sessionverbal warning. (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 as per pro forma document (a) entitled “Record Formof First Written Warning” in Part Three of this Policy. The employee should be asked to sign the RecordRecord of First Written Warning. If the employee refuses to do so, this should be noted on the Record. A copy of the Record of First Written Warning 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 review of the First Written Warning should is to be recorded in accordance with the "Disciplinary Policy and Procedures as per pro forma document (b) entitled “Record Formof Review – First Written Warning” 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.

First Written Warning. If, by the review date established in Step1(c) above, the Employee's work performance or conduct has not improved to the required standard specified in Step 1 a), a second counselling session shall be arranged between the Employee and the Immediate Supervisor, which may lead to a First Written Warning being issued. During this counselling session, and following authorisation from the Operations Manager, the Immediate Supervisor shall: (a) A First Written Warning is a punitive level of Restate the disciplinary procedure.unsatisfactory work performance or conduct identified; (b) A First Written Warning is issued in circumstances where one or more Restate the agreed corrective actions identified at the previous 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.sessions; (c) Before a First Written Warning Give the Employee an opportunity to defend him/herself against allegations made. (If the explanation is issuedacceptable to the Immediate Supervisor, the employee is to no further disciplinary action shall 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.taken); (d) If the Employee's explanation is not acceptable, indicate to the Employee that he/she is to be issued with a First Written Warning. The manager or supervisor must explicitly and clearly identify what work performance or behavioural standard is unacceptable, and specify what Supervisor shall exercise reasonable discretion in the required standard is.issuing of Warning; (e) The employee is Determine, in consultation with the Employee, specific action to be asked if he/she has any comment in regard taken to remedy the stated problem. Due regard is to be given to the employee’s views, unsatisfactory work performance or conduct and any mitigating circumstances taken into account. At this stage, the manager or supervisor may elect not to issue establish a First Written Warning, and revert to a counselling session.date for review; and (f) Once Warn the work performance or behavioural problem has been identifiedEmployee that failure to improve will result in further disciplinary action being taken, which could ultimately lead to dismissal. At any stage of this process, the manager or supervisor is to ascertain whether or not there is any additional training or other resources that Employee may be appropriate in correct request 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 involvement of the problem, the employee’s record, and the length of time reasonably required to demonstrate improvementUnion Delegate and/or other nominated witness. The First Written Warning should not and record of the counselling session shall be in force for more than 6 months. (h) completed and kept on the Employee's personnel file. The First Written Warning should will be recorded in accordance with authorised by the "Disciplinary Policy Immediate Supervisor 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 a copy of the Record should shall be issued to the employee. (i) At Employee in the conclusion presence of the period of time Union Delegate and/or nominated witness. The Employee will be informed that the First Written Warning is in force, will be recorded on his/her personnel file. All parties to the employee’s performance is counselling sessions may sign the Written Warning as recognition of its issue to be formally reviewedand receipt by the Employee. At that point, the This First Written Warning may be withdrawn, extended, or shall remain active for a Final Written Warning may be issued. The Review period of 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 employeefour (4) months.