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 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 Warning. An 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. 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. The 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 after the employee’s First Warning their performance or conduct doesn’t improve to the expected level, the employee and their Manager/Supervisor may revisit the earlier conversation about performance expectations. Hopefully, this will help the employee better understand what their focus should be to improve their performance or conduct. During this step the employee’s Manager will communicate the expected performance and/or conduct and the actions they must take to meet expectations. Employees are required to acknowledge receipt of the Second Warning with their signature. This will be placed in the employee’s file and remains active for 6 months.
Second Warning.
8.3.1 Issued in cases of persistent poor performance where the worker has previously been warned or repeated breaches of policies and procedures or misconduct. All written warnings will be fully documented and placed on the workers personnel file and a copy will be provided to the worker.
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. 33.3.1 Where the matter is still not resolved at the conclusion of the agreed timeframe, a second warning must be issued to the employee. This warning must state clearly the reasons for proceeding with disciplinary action and specify a date by which the matter should be resolved.
33.3.2 Where the matter is resolved before the expiry of the timeframe a jointly signed statement to that effect must be placed on the employee's file.
Second Warning. This will be handled as for the first official warning.
