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. Written The company representative in the presence of the employee concerned and the Union Secretary (or a nominee) will discuss the second breach and if substantiated a "second written warning" will be recorded on the employee's personnel record. The employee will be advised of the possible consequences of a further breach. Counselling and additional training may be available and can be requested by the Company and/or the employee to avoid further transgression. Signed copies of the warning are to be issued to the employee, the Union Secretary (or nominee) and the Company representative.
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. If disciplinary concerns continue then the employee will be notified in writing and be given an opportunity to respond. The matter will be discussed with the employee and if appropriate, a second warning in writing will be given and recorded on the employee’s personnel file. A union representative or other employee representative shall be present if desired by either party.
Second Warning. This will be handled as for the first official warning.
Second Warning. The bus driver may move student(s), assign seats and bus contractor will contact the parents and the school of the situation. Disciplinary action may result with bus suspension of up to five (5) days. A parent conference may be required with the driver, student, TT to discuss the situation and status of future riding privileges. Each situation will be handled individually and more severe situation can expedite the process and require immediate suspension or parent contact. Gross misconduct or continued behavior issues may result in immediate loss of riding privileges. No refund of payment or release of this Transportation Contract will be offered for bus suspensions or expulsion from the bus. St. Anne’s School of Annapolis & the Key School PARENT / CONTRACTOR SERVICE AGREEMENT 2014 – 2015 BOWIE BUS ROUTE Page 5 0f 6 TRANSPORTATION COST / PAYMENT: The individual student annual cost for the 2014/15 School Year will be $1,800.00 or $180.00 per month for the ten month school year. We will provide a $20.00 per month discount for the 2nd and/or 3rd child for families with multiple children utilizing bus service or $160.00 per child per month. Bus registration is for the entire 2014 – 2015 school year beginning with the first day of school continuing through the last day of the academic school year in the spring of 2015. Parents are responsible for the full payment of the fees, regardless of the use of the service. If the number of bus riders does not warrant the costs involved in providing this service it may jeopardize the continuation of transportation service for the remainder of the school year beginning with the 1st of the following month. If service is discontinued payments received for service after discontinuation date will be refunded. To expedite the payment process we require a debit/credit card payment for the monthly payment. Charges will be made on the 20th of each month to the authorized cards for the following month’s bus fee and will be reoccurring each and every month during the term of this Agreement. By executing this Agreement, you hereby consent to the use of the debit/credit card provided unless and until otherwise advised. Based on individual family needs we can arrange other payment methods. A credit card will be required to establish credit for bus service, see credit card authorization form. TRANSPORTATION PAYMENT SCHEDULE : Ten (10) equal monthly payments August 2, 2014 Registration paperwork due back from families with payment requir...
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.
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 the employee in the opinion of the employer continues to be unsatisfactory, the company shall again discuss with the employee, in the presence of a witness if requested, the unsatisfactory nature of the employee's service and advise the employee that continuation of such unsatisfactory service will lead to dismissal. Again, the nature of the unsatisfactory service will be committed to writing.
