Formal Written Warning. A formal written warning will be initiated by a meeting between the employee, supervisor, and Principal, (or Superintendent or her designee), at which time the employee will be informed of the specific reasons for the warning and will be given the opportunity to offer his reasons and arguments in mitigation or extenuation. Such meeting will be followed within 2 days by issuance of an official memorandum from the supervisor to the employee, with a copy for the employee's central personnel file. Please refer to 9.1
Formal Written Warning. In the event of significant misconduct, a written warning notice may be issued to the classified employee. If a written warning is issued, documentation will be provided to the classified employee within ten (10) days of the supervisor gaining knowledge of the event.
Formal Written Warning. Where any employee continues with inappropriate conduct after the formal counselling level, or engages in misconduct of a minor nature, the manager responsible should investigate the matter through the proper process and establish the reason, issue a formal warning and advise the employee that it will be recorded on to their file. Steps 2 and 3 will be documented and contain the following: What is required of the employee. Where and how the employees conduct does not comply with the relevant Company rules or policy. What is to be done by the employee to meet Company rules and policy and appropriate steps which may assist the employee. The likely results of failure to meet Company Rules or requirements.
Formal Written Warning. 1.38.8.1 The Employee will be given a copy of the formal written warning by the University, if either of the following occur:
(a) the Employee’s performance has not improved within the Review Period following formal counselling; or
(b) the Employee engages in further Unsatisfactory Work Performance (which need not be the same as the Unsatisfactory Work Performance previously discussed and noted in the formal counselling).
1.38.8.2 The University will take the same steps as set out at clause 1.38.7.1 when issuing the formal written warning;
1.38.8.3 The formal written warning will set out:
(a) the standard expected of the Employee;
(b) where and how the Employee is not meeting this standard; and
(c) the consequences if the Employee fails to improve their performance, including that continued or repeated Unsatisfactory Work Performance may result in further disciplinary action including the termination of the Employee’s employment.
1.38.8.4 If the University determines that the Employee has met the required standard of performance within the Review Period, the University will advise the Employee that:
(a) the Employee has satisfied the performance improvement requirements; and
(b) no further action will be taken by the Employer unless the Employee engages in continued or repeated Unsatisfactory Work Performance, in which case the formal Unsatisfactory Work Performance process may continue to the next stage.
Formal Written Warning. A formal written warning will be initiated by a meeting between the employee, supervisor, and Principal, (or Superintendent or her designee), at which time the employee will be informed of the specific reasons for the warning and will be given the opportunity to offer his reasons and arguments in mitigation or extenuation. Such meeting will be followed within 24 hours by issuance of an official memorandum from the supervisor to the employee, with a copy for the employee's central personnel file. The employee will have the option of having an Association representative or other advisor present when a formal written warning is to be issued. Both the discussion and the warning will refer to one or more specific previous oral discussions, will be sufficiently detailed so as to let the employee know how he has failed to meet recognized standards, and will suggest, if appropriate, a course of action to improve the condition, as well as a time period to be allowed for the resolution of the problem.
Formal Written Warning. A written warning is given when a staff member has not satisfactorily corrected a problem as outlined during the verbal warning. A written warning may also be the initial action in cases of a more serious nature. The purpose of the written warning is to:
a. Review any prior related action taken, if appropriate.
b. Have a conversation about the current situation.
c. Outline future expectations and responsibilities.
d. Document the conversation and/or agreement for personnel file.
e. Talk about consequences of specific behavior. Actions that may result in a written warning include, but are not limited to:
a. Missing a duty shift unless it is an emergency situation.
b. Missing a staff meeting without prior notification/valid excuse.
c. Prior verbal warning.
Formal Written Warning. After hearing the student’s case, the Head of Department may decide to issue a Stage 3 Formal Written Warning or may decide that no disciplinary action is appropriate. The student will be notified in writing of the decision, and if a Formal Written is issued, it will also include an Action Plan designed to help the student improve together with agreed timelines for implementation. Any Stage 3 Formal Written Warning will give clear reasons for the decision and will state that any further repeated or similar misconduct by the student may result in the student’s formal suspension or expulsion from the College. This decision will be recorded on the student’s Staff Portal / My KMC record.
Formal Written Warning. Formal written warning will inform the individual of the employer's intention to institute termination proceedings if no improvement is evident. The employee shop xxxxxxx is to be notified of the intention to proceed with the issue of written warning. The employee's shop xxxxxxx must be in attendance at the interview. A copy of the record of the interview will be distributed to - - the employee - employee's shop xxxxxxx - relevant section supervisor - employee's file
Formal Written Warning. A Formal Written Warning is to be given to the Employee if the contents of the reprimand letter are not met. An explanation needs to be given to the Employee that the problem/issue that has been the subject of the reprimand discussion and letter has not met the standards required of the position and that a formal written warning letter will be issued. The Manager or their designated representative should advise the following: • where, why and how there has been a failure of performance or conduct • state specifically what improvement is required and the expected standard to redress the poor performance or conduct issues • an outline of the time limit the Employee has to rectify the issues • date and time of the review • state that the Employee will be subject to disciplinary action up to and including dismissal if the Employee fails to meet the required standard The Employee is to be advised that, despite a previous written reprimand, their performance in connection with the problem/issue has not met the standards required of their position. Xxxxxxx Earthmoving & Road Constructions finds this situation unacceptable and consequently issues the Employee with a final written warning. Advise the Employee that unless the problem/issue is rectified by the date specified, the Manager or their designated representative will require the Employee to show cause why their employment should not be terminated.
Formal Written Warning. If the offense is serious, or if there is no improvement in standards after informal action has been taken in cases of minor misconduct or unsatisfactory performance or there has been further misconduct within 6 months of any informal action, a written warning will be given. This written warning will include the reason for the warning and a note that, if there is no improvement after a specified period, a final written warning will be given. A copy of the written warning will be given to You and a copy will be placed on Your personnel file. The warning will be disregarded after 6 months of satisfactory service.
