Second Warning Sample Clauses

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. 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. 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. 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. (a) If Employees continue to perform unsatisfactorily, they will be provided with a further opportunity to explain their actions and any mitigating circumstances. (b) Where investigations confirm that employees continue to perform unsatisfactorily, they will be formally advised in writing that further poor performance/ conduct will result in further disciplinary action and possibly dismissal. (c) A further offer of assistance or direction will be made. (d) Correspondence to Employees is to be dated and signed by Site management and a witness and acknowledged by an Employee representative accepting that the correspondence is an accurate record of proceedings. (e) At the request of Employees, Employee representatives will also be provided with a copy of the documentation.

Second Warning. If the employee’s performance does not improve, or there is another occurrence of misdemeanour, then a final written warning may be given to the employee. The process outlined in the first written warning would apply. The final warning should state clearly that this is the final warning and that if the employee’s performance or conduct does not improve then the employee will be dismissed. Once again a meeting should be held to allow the employee a chance to respond with any written submission placed on the employee’s Personnel File.

Second Warning. In the course of the interview, the employee will be reminded of the performance that is believed to be of lower standards than the standards which are agreed to be met. The employee will be given full opportunity to explain any reasonable cause for the below standard performance. The warning will detail the facts dis cussed in the interview and what the consequences will be if the unacceptable performance continues. A copy of the warning will be made available 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. If the Employee’s performance has not improved in accord with the guidelines described above, or there is a repetition of conduct which was defined as being unacceptable in the first warning process, a meeting should be called for the purpose of issuing a second warning to the Employee. Again, the steps followed in the issuing of the first warning should be followed. The Employee should be given the opportunity to be accompanied at the meeting by a nominated representative or other person of their choice (e.g. Union representative) and it is advisable to have their Head of Department or Manager present. At this meeting the Employee must be given the opportunity to respond to the allegations made. Reference should be made to the previous meeting or counselling sessions and the minutes of those sessions. The Employee’s explanation should be addressed and discussion held as to whether, or why, those explanations are unsatisfactory. The status of the meeting should be clearly explained to the Employee. That is, if a second warning is the outcome, dismissal will occur if a satisfactory and reasonable level of improvement is not reached within a reasonable time. This meeting should be summarised in a letter to the Employee detailing these points. A copy of this letter should be placed on the Employee’s file.