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Second Warning Sample Clauses

Second Warning. The length of suspension to be at the sole discretion of Management with a written notice of suspension from work for up to five (5) working days, to be issued to the employee, with copy to the Union, by the employer's representative.
Second WarningAn employee who is warned a second time, within a reasonable period of time from the first warning, will have that warning confirmed in writing. The written warning will state that should another situation arise which would result in a warning being issued, formal investigation and dismissal may occur. The second and final warning will be placed on the employee’s personal file.
Second Warning. The bus driver may assign seats to the student(s) involved and the bus contractor will contact the parents of the situation. The school may be contacted about the incident.
Second WarningThe Company representative in the presence of the employee concerned will discuss the breach and if substantiated a "second warning" will be recorded on the employee’s personnel record. A Union delegate from the appropriate section, will be present during the discussions. The employee will be advised of the possible consequences of any type of further breach. A copy of the warning will be given to the employee concerned.
Second Warning. If disciplinary concerns continue then the employee will be notified in writing and be given an opportunity to respond. The matter will be discussed with the employee and if appropriate, a second warning in writing will be given and recorded on the employee’s personnel file. A union representative or other employee representative shall be present if desired by either party.
Second Warning. If the Employee’s performance has not improved in accord with the guidelines described above, or there is a repetition of conduct which was defined as being unacceptable in the first warning process, a meeting should be called for the purpose of issuing a second warning to the Employee. Again, the steps followed in the issuing of the first warning should be followed. The Employee should be given the opportunity to be accompanied at the meeting by a nominated representative or other person of their choice (e.g. Union representative) and it is advisable to have their Head of Department or Manager present. At this meeting the Employee must be given the opportunity to respond to the allegations made. Reference should be made to the previous meeting or counselling sessions and the minutes of those sessions. The Employee’s explanation should be addressed and discussion held as to whether, or why, those explanations are unsatisfactory. The status of the meeting should be clearly explained to the Employee. That is, if a second warning is the outcome, dismissal will occur if a satisfactory and reasonable level of improvement is not reached within a reasonable time. This meeting should be summarised in a letter to the Employee detailing these points. A copy of this letter should be placed on the Employee’s file.
Second Warning. Again, if no improvement is shown within the specific time frame given in stage two the employee will be officially warned without delay and the same procedure will be adhered to as applies to a first warning. The employee will be informed of the areas where work performance needs to be addressed and will be invited to comment on the issues raised. The reason for the warning will be recorded as will any written comments the employee wishes to make. Such record should be signed by both parties as representing a fair and accurate record. Prior to signing the document the Manager will ask the employee if the employee would like the opportunity to consider what has been written and return the discipline interview form within 24 hours. The employee will be advised that this is a second and final warning and a significant improvement is expected. The employee will also be informed that failure to show the required improvement within a specified time frame may result in termination of employment.
Second Warning. If the employee in the opinion of the employer continues to be unsatisfactory, the company shall again discuss with the employee, in the presence of a witness if requested, the unsatisfactory nature of the employee's service and advise the employee that continuation of such unsatisfactory service will lead to dismissal. Again, the nature of the unsatisfactory service will be committed to writing.
Second Warning. Second Warning may be issued as a result of continued underperformance, misconduct, issues/ incident in respect to the previous warning levels. A further breach will likely result in termination.
Second Warning. If the employee does not improve performance, the delegated person will issue the employee a second warning. This warning is to be confirmed in writing and signed by the delegated person. The second warning shall clearly state that should the employees non-performance (actions) continue, he/she will be dismissed and a copy placed on the employee's personnel file. If a period of 12 months or more from the second warning expires without a further action being instituted, then all warnings shall lapse.