Common use of Formal Warning Clause in Contracts

Formal Warning. A Formal Warning may be warranted in situations of any: - unsatisfactory performance or - misconduct (other than serious misconduct). Final Written Warning A Final Written Warning may be warranted in situations of any: - misconduct that follows a Formal Warning - unsatisfactory performance after a Formal Warning - serious misconduct that might justify dismissal, but where a "second chance" is warranted. Dismissal Dismissal may be warranted in situations of any: - misconduct that follows a Final Written Warning - continued unsatisfactory performance following a Final Written Warning - serious misconduct As an alternative to dismissal, the employer may consider: - demotion - redeployment - such other action as may be appropriate in the circumstances. Disciplinary Meetings Procedures The following principles shall be observed in the case of any meeting that may result In a warning or dismissal for cause. Prior to any disciplinary meeting: • The employer must investigate the facts. The procedure for investigating facts may Include an "Informal Meeting" in accordance with the procedure above. The employer will then consider the facts. • Where the employer then considers that there is a need to proceed to a Disciplinary Meeting, those procedures will be initiated. • The employee will be advised of the brief reason(s) for the meeting, and of the right to seek representation at any disciplinary meeting. At any disciplinary meeting: • A Human Resources representative should be present. • The employee must be advised of the misconduct and/or unsatisfactory performance. • The employee must be provided with an opportunity to explain the behaviour/performance. • Time should be given for adjournment(s) so that the employee and representative have time to consider his/her response to the allegations. • The meeting should be conducted in a non-threatening manner. After a disciplinary meeting: • The employer shall fully consider the explanations of the employee before determining what action, if any, Is appropriate in the circumstances. • If the employer considers that a Formal Warning or Final Written Warning is warranted, then this shall be recorded in writing and provided to the employee. There must be a request for an Improvement in conduct and/or performance. The employee must be advised that, if performance or conduct does not improve a further warning and/or termination of employment may be possible. A copy of any warning should be noted on the employee's file and the employee should be advised of this. Appropriate training and support shall be provided. • If dismissal Is warranted, then the notification of dismissal and the reasons for dismissal shall be provided in writing to the employee. • The Manager who will make any decision in relation to any disciplinary meeting will listen to and consider the explanation of the staff member. Before making any such decision, the manager must discuss the matter with an HR practitioner.

Formal Warning. A Formal Warning may be warranted in situations of any: - unsatisfactory performance or - misconduct (other than serious misconduct). ) Final Written Warning A Final Written Warning may be warranted in situations of any: - misconduct that follows a Formal Warning - unsatisfactory performance after a Formal Warning - serious misconduct that might justify dismissal, but where a "second chance" is warranted. warranted Dismissal Dismissal may be warranted in situations of any: - misconduct that follows a Final Written Warning - continued unsatisfactory performance following a Final Written Warning - serious misconduct As an alternative to dismissal, the employer may consider: - demotion - redeployment - such other action as may be appropriate in the circumstances. Disciplinary Meetings Procedures The following principles shall be observed in the case of any meeting that may result In in a warning or dismissal for cause. Prior to any disciplinary meeting: • The employer must investigate the facts. The procedure for investigating facts may Include include an "“Informal Meeting" ” in accordance with the procedure above. The employer will then consider the facts. • Where the employer then considers that there is a need to proceed to a Disciplinary Meeting, those procedures will be initiated. • The employee will be advised of the brief reason(s) for the meeting, and of the right to seek representation at any disciplinary meeting. At any disciplinary meeting: • A Human Resources representative should be presentpresent as should a support person for the employee. • The employee must be advised in writing, prior to the meeting of the misconduct and/or unsatisfactory performance. • The employee must be provided with an opportunity to explain the behaviour/performance. • Time should be given for adjournment(s) so that the employee and representative have time to consider his/her response to the allegations. • The meeting should be conducted in a non-threatening manner. After a disciplinary meeting: • The employer shall fully consider the explanations of the employee before determining what action, if any, Is is appropriate in the circumstances. • If the employer considers that a Formal Warning or Final Written Warning is warranted, then this shall be recorded in writing and provided to the employee. There must be a request for an Improvement improvement in conduct and/or performance. The employee must be advised that, if performance or conduct does not improve a further warning and/or termination of employment may be possible. A copy of any warning should be noted on the employee's ’s file and the employee should be advised of this. The Warning shall expire after 12 months from the date of issue. Appropriate training and support shall be provided. • If dismissal Is is warranted, then the notification of dismissal and the reasons for dismissal shall be provided in writing to the employee. • The Manager who will make any decision in relation to any disciplinary meeting will listen to and consider the explanation of the staff memberemployee. Before making any such decision, the manager must discuss the matter with an HR practitioner. The Union will be provided with a copy of the written warning or dismissal notice if the employee is a member of the union.

Formal Warning. A Formal Warning may be warranted in situations of any: - unsatisfactory performance or - misconduct (other than serious misconduct). Final Written Warning A Final Written Warning may be warranted in situations of any: - misconduct that follows a Formal Warning - unsatisfactory performance after a Formal Warning - serious misconduct that might justify dismissal, but where a "second chance" is warranted. Dismissal Dismissal may be warranted in situations of any: - misconduct that follows a Final Written Warning - continued unsatisfactory performance following a Final Written Warning - serious misconduct As an alternative to dismissal, the employer may consider: - demotion - redeployment - such other action as may be appropriate in the circumstances. Disciplinary Meetings Procedures The following principles shall be observed in the case of any meeting that may result In a warning or dismissal for cause. Prior to any disciplinary meeting: • The employer must investigate the facts. The procedure for investigating facts may Include an "Informal Meeting" in accordance with the procedure above. The employer will then consider the facts. • Where the employer then considers that there is a need to proceed to a Disciplinary Meeting, those procedures will be initiated. • The employee will be advised of the brief reason(s) for the meeting, and of the right to seek representation at any disciplinary meeting. At any disciplinary meeting: • A Human Resources representative should be present. • The employee must be advised of the misconduct and/or unsatisfactory performance. • The employee must be provided with an opportunity to explain the behaviour/performance. • Time should be given for adjournment(s) so that the employee and representative have time to consider his/her response to the allegations. • The meeting should be conducted in a non-threatening manner. After a disciplinary meeting: • The employer shall fully consider the explanations of the employee before determining what action, if any, Is appropriate in the circumstances. • If the employer considers that a Formal Warning or Final Written Warning is warranted, then this shall be recorded in writing and provided to the employee. There must be a request for an Improvement in conduct and/or performance. The employee must be advised that, if performance or conduct does not improve a further warning and/or termination of employment may be possible. A copy of any warning should be noted on the employee's file and the employee should be advised of this. ' Appropriate training and support shall be provided. • If dismissal Is warranted, then the notification of dismissal and the reasons for dismissal shall be provided in In writing to the employee. • The Manager who will make any decision in relation to any disciplinary meeting will listen must also be the person who Investigates any allegation relating to misconduct or unsatisfactory performance, and consider who listens to the explanation of the staff memberemployee. Before making any such decision, All warnings must be issued with the manager must discuss the matter with approval or an HR practitioner. All dismissals must be approved by the Director of Human Resources.