Step 4 – Dismissal. If after receiving a final warning, the Employee repeats the same conduct within a period of 3 months, then the Employee may be terminated If the Employee fails to meet agreed standards of improvement in accordance with Step 3 within a reasonable period of time, the Company shall have a further discussion with the Employee in which it will advise him / her of the problems that it believes exist. The Employee will have the opportunity to respond to the allegations. If appropriate the Company may then issue a written notice of dismissal in accordance with this Agreement detailing the reasons for the dismissal
Step 4 – Dismissal. If the problem is not resolved after a suspension then the Employee will be dismissed. Any dismissal shall be confirmed in writing to the employee. A copy of the letter of dismissal is to be sent to the Human Resources Department, which will in turn notify the Union in writing of the dismissal.
Step 4 – Dismissal. If the Employee has failed to meet reasonable agreed standards of improvement in relation to his/her performance, attendance and/or conduct, or if the Employer has a third concern about the performance, attendance and/or conduct of the Employee regarding reasonable standards of performance and/or conduct, the following process will be taken:
Step 4 – Dismissal. If the problem(s) dealt with in the Letter of Warning, and/or Letter of Suspension is/are not resolved, either in whole or in part or if a different problem(s) arises following a suspension, then the employee will be dismissed. Any dismissal shall be confirmed in writing to the employee, in the form of a Letter of Dismissal. A copy of the Letter of Dismissal is to be sent to the Human Resources Office which will in turn notify the Union in writing of the dismissal. Employees who are dismissed shall not require notice of the dismissal by the Employer.
Step 4 – Dismissal. ❖ Where the Final Written Warning is unsuccessful and the Company decides that dismissal is appropriate, the Employee Representative shall be advised before any termination occurs. ❖ If the situation is severe enough, that is, it is an illegal act at work (theft, drug abuse, etc.), an act of serious misconduct, or there has been some act of violence involving the employee while working, this may warrant a summary dismissal, ie dismissal without notice or pay in lieu. The employee would be given the opportunity to explain his/her action and the dismissal may take place subject to this interview. As an alternative to dismissal (summary or otherwise), the Company, at its discretion, may offer the employee: ❖ a demotion with a corresponding reduction in pay on a permanent or temporary basis; and/or ❖ a direction to the employee to perform alternative duties either on a permanent or temporary basis which may be at a lower classification and/or rate of pay; and/or These steps may be varied depending on the severity of the matter. Should an employee, after the expiration of the First Written warning re-offend on the same grounds, within a reasonable period of time, then the manager/supervisor can proceed to the Final Written Warning stage. As part of this procedure, the Company may suspend the employee, including to investigate or defuse a situation, with or without pay. If the suspension ends in the employee being reinstated, they will be paid for the duration of the absence at their base rate of pay.
Step 4 – Dismissal. (a) If after receiving a final warning, the employee is subject to further proven breaches of performance, then the employee may be dismissed with or without notice or payment in lieu at the employer’s discretion.
