Written Warnings. Written warnings will include:
(a) issues of concern;
(b) the standards of improvement required;
(c) the timeframe for any improvement to be met;
(d) if it is a final written warning, that failure to meet the standards of improvement required may lead to dismissal; and
(e) the date and time that the warning is issued.
Written Warnings. Written warnings issued to the bargaining unit member constitute the first level of formal discipline.
Written Warnings. A copy of a warning notice shall be sent to the local union at the time it is given to the regular employee.
Written Warnings. An Employee’s Supervisor(s) may issue written warnings. Written warnings consist of a conference between the Employee and the Supervisor imposing the warning and a written memorandum expressing disapproval of the conduct or poor work performance that led to the written warning. The memorandum will warn that continued improper conduct or poor work performance will result in more severe discipline, up to and including discharge.
Written Warnings. A written warning to an employee may be appropriate after an employee has received a verbal warning and no improvement was noted or where the circumstances warrant a written warning in the first instance.
Written Warnings. After the informal or verbal warning(s), the supervisor may issue a written warning to be placed in the personnel file.
Written Warnings. All other just cause reasons for discharge shall require at least one (1) verbal warning, one (1) informal written warning and two (2) formal warnings in writing. Such warnings shall be filed in triplicate. One (1) copy to the employee, one (1) copy to the Union, and one (1) copy to be maintained in the employee’s file. All warnings shall have a statute of limitation of two (2) years.
Written Warnings. Written warnings issued to the bargaining unit member constitute the first level of formal discipline. Written warnings may be issued when efforts at the informal level (discussion(s) and/or memo(s) of concern) do not result in satisfactory correction of the unit member’s behavior. The dates of discussion(s) and memo(s) of concern are to be attached to the written warning.
Written Warnings. The Company and Union agree that a written warning more than eighteen (18) months old may not be used as the justification for discipline or discharge of an employee. Subject to the immediately preceding sentence, in progressive discipline cases, the Company will continue to consider in accordance with past practice that a written warning or suspension without a follow-up discipline or suspension for the same cause for a period of three (3) months as restarting the progressive discipline process from the next succeeding written warning or suspension for the same cause. Nothing in this Section shall be construed to prevent the Company from discharging or otherwise disciplining an employee for just cause or to prevent the Company and the Union from keeping all disciplinary reports in an employee's personnel file and providing the same to the appropriate parties under the Dispute Settlement procedures of Article 16.
Written Warnings. (a) If the previous attempts at correcting the performance problem have not been successful then it may be necessary to issue the person with a written warning.
(b) Once again this involves a formal discussion between the Team Leader, the person, the Union delegate and the Production Manager.
(c) The discussion is recorded formally and a written warning issued that clearly outlines the performance problem, previous discussions on the problem, identified corrective actions and possible future consequences.
(d) The purpose of the written warning is to ensure that the Employee: is properly advised of the seriousness of the problem; has the opportunity to make corrections; has the offer of help; is advised of the likely outcome if the problem is not corrected.
