PROGRESSIVE DISCIPLINE POLICY
Sandy Lane Automotive promotes fair and constructive treatment of unacceptable conduct or work performance. This is accomplished in part through a progressive discipline process. The purpose of this policy is to explain when and how progressive discipline generally be applied. Progressive discipline process is carried out with the intent to improve behaviour.
Generally, employee conduct that warrants discipline results from unacceptable behavior, poor performance or violation of the company’s policies, practices or procedures. However, discipline may be issued for conduct that falls outside of those identified areas.
Unsatisfactory job performance occurs when an employee fails to meet employment expectations. It includes, but is not limited to, misconduct, incompetence, insubordination, violation of policies, procedures or practices, conflict of interest, breach of confidentiality, inappropriate behavior or other inappropriate actions, or absenteeism.
Inappropriate behavior includes, but is not limited to, theft, fraud, intoxication, assault, harassment, abuse of any type, discrimination, neglect of duties, damage to company property and/or equipment, and breach of confidentiality.
Inappropriate actions include, but are not limited to, harassment, bullying, discrimination, abuse of any type, or abuse of authority.
Procedure:
Verbal Warning: An employee will be given a verbal warning when they engage in problematic behaviour. As the first step in the progressive discipline policy, a verbal caution is meant to alert the employee that a problem may exist or that one has been identified, which must be addressed. Verbal warnings will be documented and maintained in the employee’s personnel file.
Written Warning: A written warning is more serious than a verbal warning. A written warning will be given when an employee engages in conduct that justifies a written warning or the employee engages in unacceptable behavior during the period that a verbal warning is in effect. Written warnings are maintained in an employee’s personnel file.
Termination: An employee will be terminated when he or she engages in conduct that justifies termination or does not correct the matter outlined in previous written warnings. While the company will generally take disciplinary action in a progressive manner, it reserves the right, in its sole discretion, to decide whether and what disciplinary action will be taken in a given situation. Some forms of misconduct, including theft or fraud, violence or threats of violence, harassment or violations of the drug or alcohol policy will generally result in immediate dismissal for just cause.
A printable copy of this policy may be found here.
Dated: 2018-10-15