Severe Reprimand and Final Warning Sample Clauses

Severe Reprimand and Final Warning. If the offence or conduct is repeated or continues, a severe reprimand and final warning will be necessary. Once again, the offence, or unsatisfactory conduct, should be restated and the employee warned that failure to improve within a four month period will result in dismissal. Final warnings should be recorded as in Step 3 (5) above. The Union Delegate will be present at this stage.
Sample 1
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Severe Reprimand and Final Warning. If the offence or conduct is repeated or continues, a severe reprimand and final warning will be necessary. Once again, the offence, or unsatisfactory conduct, should be restated and the employee warned that failure to improve within a four month period will result in dismissal. Final warnings should be recorded as in Step 3 (5) above. The Union Delegate will be present at this stage. Step 5 - Dismissal If counselling, reprimand and severe reprimand and the final warning have proved to be ineffective, there is no alternative but to dismiss the employee. If the dismissal becomes necessary, the action should directly involve the Distribution Manager and the following procedure will be observed: Prior to actually dismissing any employee in these circumstances, the matters giving rise to the possible dismissal are reviewed between the Distribution Manager and his/her Leading Hand. In this review, the Distribution Manager will satisfy himself/herself that all steps in the procedure have been faithfully followed and that the employee has failed to respond to earlier counselling and formal reprimands and that dismissal is now both justifiable and necessary. Having decided on dismissal, the employee should be invited into the privacy of an office and, if a member of the Union, the attendance of the Union Delegate must be arranged. Restate the offence or problem giving rise to the dismissal and restate the corrective action which was previously agreed upon. Advise the employee that as he/she has failed to comply with the previously agreed corrective action, dismissal has resulted as a consequence. All terminations are to be enacted by the Distribution Manager. Submit the usual termination advice to the Personnel Section and employee stating the reason for dismissal Expiry of Probationary Period If after the lapse of the agreed period the employee subsequently repeats the offending conduct then the procedure will be repeated from the first step. Summary Dismissal If an employee is guilty of conduct or behaviour which warrants summary dismissal, the Company shall not be required to either give notice or to make a payment in lieu thereof or comply with the above procedures. Without limiting the Company’s rights in this regard, examples of such conduct or behaviour may be the commission of a criminal act against the Company, its employees, contractors or clients, refusal of duty, serious and wilful breaches of the Company’s safety policy and/or the provisions of the Oc...
Sample 1

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