Common use of Disciplinary Guidelines Clause in Contracts

Disciplinary Guidelines. Step 1: First counselling meeting - reprimand A counselling meeting with the employee is arranged for the purpose of discussing the incident/problem concerning his/her work that has come to the attention of management. An opportunity is given for the employee to have another person present at the interview, if this is deemed to be appropriate for the first counselling meeting: i. The employee is made aware of the incident/problem concerning his/her work, and why it is unacceptable. ii. The manager explains what is expected in the future concerning adherence to work instructions, work standards or company policy. iii. The employee is asked whether he/she has any explanation or reason for the unsatisfactory work and/or conduct. Full consideration is given to the employee’s response. iv. If the employee does not have a reasonable explanation for the problem, the employee is informed that the unsatisfactory work and/or conduct must be rectified. If it is appropriate, assistance is offered to the employee in overcoming the cause of the problem, eg, offering additional training in the work or use of equipment. v. A time limit is established for the correction of the problem, at the end of which the employee’s performance is to be reviewed in a second counselling meeting to determine whether the required improvement has been achieved. The employee, of course, may seek assistance at any time up to the second counselling session and should be advised whom he/she may contact for clarification of issues. vi. The employee is to be given the warning that failure to improve may put their employment at risk. vii. This reprimand is put in writing, forwarded to the employee and a copy placed on the employee’s file. Step 2: Second counselling meeting - formal warning At this meeting, the following occurs: i. The manager informs the employee whether or not the required improvement has been achieved. ii. If not, the employee will be asked for any explanation for why improvement has not occurred. iii. The manager will consider the employee’s explanation. iv. A formal warning of the seriousness and consequences of non-improvement is given, which is followed up with a written formal warning letter requiring improvement by a specified date. v. A formal warning shall remain in place for a period of 6 months. Step 3: Third counselling meeting - final warning before termination A further meeting is arranged: i. The manager informs the employee whether or not the required improvement has been achieved. ii. If not, the employee is advised that despite previous reprimands and formal warning his/her performance in connection with the problem/issue is not meeting the standards detailed to him/her. iii. A final warning is given that management finds this situation unacceptable. The verbal final warning is followed up with a written final warning letter requiring improvement by a specified date, otherwise termination of employment is the likely consequence. iv. A formal warning shall remain in place for a period of 6 months.

Disciplinary Guidelines. Step 1: First counselling meeting - – reprimand A counselling meeting with the employee is arranged for the purpose of discussing the incident/problem concerning his/her work that has come to the attention of management. An opportunity is given for the employee to have another person present at the interview, if this is deemed to be appropriate for the first counselling meeting: i. (i) The employee is made aware of the incident/problem concerning his/her work, and why it is unacceptable. (ii. ) The manager explains what is expected in the future concerning adherence to work instructions, work standards or company policy. (iii. ) The employee is asked whether he/she has any explanation or reason for the unsatisfactory work and/or conduct. Full consideration is given to the employee’s response. (iv. ) If the employee does not have a reasonable explanation for the problem, the employee is informed that the unsatisfactory work and/or conduct must be rectified. If it is appropriate, assistance is offered to the employee in overcoming the cause of the problem, eg, offering additional training in the work or use of equipment. v. (v) A time limit is established for the correction of the problem, at the end of which the employee’s performance is to be reviewed in a second counselling meeting to determine whether the required improvement has been achieved. The employee, of course, may seek assistance at any time up to the second counselling session and should be advised whom he/she may contact for clarification of issues. (vi. ) The employee is to be given the warning that failure to improve may put their employment at risk. (vii. ) This reprimand is put in writing, forwarded to the employee and a copy placed on the employee’s file. Step 2: Second counselling meeting - – formal warning At this meeting, the following occurs: i. (i) The manager informs the employee whether or not the required improvement has been achieved. (ii. ) If not, the employee will be asked for any explanation for why improvement has not occurred. (iii. ) The manager will consider the employee’s explanation. (iv. ) A formal warning of the seriousness and consequences of non-improvement is given, which is followed up with a written formal warning letter requiring improvement by a specified date. v. (v) A formal warning shall remain in place for a period of 6 months. Step 3: Third counselling meeting - – final warning before termination A further meeting is arranged: i. (i) The manager informs the employee whether or not the required improvement has been achieved. (ii. ) If not, the employee is advised that despite previous reprimands and formal warning his/her performance in connection with the problem/issue is not meeting the standards detailed to him/her. (iii. ) A final warning is given that management finds this situation unacceptable. The verbal final warning is followed up with a written final warning letter requiring improvement by a specified date, otherwise termination of employment is the likely consequence. (iv. ) A formal warning shall remain in place for a period of 6 months.