Second Written Warning Sample Clauses

Second Written Warning. 29.6.1 The business unit manager in the presence of the supervisor and employee representative will discuss the situation with the employee. 29.6.2 The manager will begin the session by reviewing the previous counselling session - when and why it was called, the corrective action agreed, the time frame set - and the circumstances that have led to this situation. 29.6.3 Again a specific plan of corrective action is agreed and a time frame set. Failure to rectify the situation within the agreed time, or a subsequent breach of acceptable conduct or performance, may lead to dismissal. This will be clearly stated. 29.6.4 A completed ‘Second Written Warning Report’ will be provided to the employee for signature, together with that of the employee representative although it is not compulsory for the employee or the employee representative to sign. 29.6.5 The completed ‘Second Written Warning Report’ will be given to the Human Resources Officer for filing where it will remain active for a period of six months. A copy will be given to the employee. 29.6.7 The Second Written Warning will be followed up within the time frame agreed. If a satisfactory improvement has not been made as agreed in 29.5.3, Step 4 of this procedure shall be applied.

Second Written Warning. If the employee fails to meet the standards of performance in accordance with Step 1, the Company will have a further discussion with the employee where it will advise the employee of the performance / misconduct issues it has identified. The employee will be provided the opportunity to respond. If appropriate, the Company will issue a second written warning detailing: • the issues of concern; • the standards of improvement required

Second Written Warning. If the conduct or performance does not improve within the stated time, or in the event of a repeated or more serious offence, the employee’s supervisor/manager will interview the employee and, if necessary issue a written warning. The employee may have a representative present. The warning will clearly state: ❑ the nature and circumstances of the breach or offence ❑ the improvements to be made, or behaviour which must change ❑ an agreed specific time in which to improve ❑ what further action will be taken if the desired improvement does not occur. The warning may indicate that it is a final warning, which could result in dismissal if the breach is repeated or the desired improvement is not made.

Second Written Warning. The second time a given opportunity for improvement is discussed with an associate, formal, written documentation of this incident will be once more developed on the prescribed warning document. Copies of this warning notice will be placed in the associate’s file and provided to the associate in question, as well as the Local 81408 office within one (1) week of being placed in the associate’s file.

Second Written Warning. Further infractions in excess of the acceptable attendance level will warrant a second written warning.

Second Written Warning. If the Employee fails to meet the appropriate standard within the time allowed, the Manager should then have a second official meeting with the Employee. The second official meeting should replicate the first meeting. However, if the Employee has not adequately explained their failure to remedy their poor performance or conduct, they shall be advised that continuing poor performance or conduct MAY lead to dismissal.

Second Written Warning. If during the 6 months following the first written warning, the employee repeats the specified behaviour/performance issue raised, he/she will receive a second written warning, the duration of which will be six months. [Special note as to time limits. Where the behaviour or performance being dealt with is serious or occurs or recurs over a period of time (eg. absenteeism - but not limited to absenteeism) the company will nominate a longer period (up to 12 months) as the duration of the warning].

Second Written Warning. If you have more than two (2) unexcused absences in any three (3) consecutive calendar months. • If you have unexcused absences in excess of eight (8) hours in any three (3) consecutive calendar months.

Second Written Warning. Where an employee continues with inappropriate conduct after the first written warning, or engages in misconduct of a minor nature, the manager should investigate the matter through the proper process and establish any underlying reasons for the conduct and a participate commitment to correct and/or improve the area of concern, where warranted, issue a second written warning and advise the employee that it will be recorded on their personal file. The procedure involves clearly indicating to the employee (in presence of the union delegate) the following which will be documented on the counselling form: (i) What is required of the employee, (ii) Where and how the employee's conduct does not comply with relevant company rules and requirements, (iii) What is done by the employee to meet company rules and requirements and appropriate steps which may assist the employee, (iv) The likely results of failure to meet company rules and requirements, (v) The date to review the employee's conduct. All counselling/warnings to be reviewed at 1, 5 months. The outcome of the reviews will be documented and provided tot he employee. (vi) The duration for which this warning will remain effective - six months. (vii) At the final review the company will outline in writing the expectation required of the employee to ensure that there is not confusion in the future. (viii) A copy of the counselling/warning should be given to the employee and the delegate.