Final Written Warning. (a) A Final Written Warning is a punitive level of the disciplinary process.
Final Written Warning. If after the first written warning has been issued and the Employee continues or has other unsatisfactory conduct, capacity or performance issue/s that do not meet the Employer’s standards a final written warning may be issued to the Employee.
Final Written Warning. Should the first written warning fail to remedy the misconduct complained of within a reasonable time, or if further instances of unsatisfactory performance or misconduct occur, the employee shall again be interviewed and invited to respond. If the response is judged to be unsatisfactory, a final written warning shall be issued by the Employer to the employee containing the following elements:
Final Written Warning. For serious breaches of conduct or continued poor performance or a failure to improve conduct or performance following receipt of a written warning. The employee must be warned that any further breach may result in dismissal. This will remain on the employee’s file for a period of 12 months.
Final Written Warning. This is a documented discussion signed by the employee and manager. The documentation is part of the employee’s permanent personnel file and may be used to substantiate disciplinary action for up to one (1)
Final Written Warning. If the Grantee is placed on final written warning (or its equivalent as determined by the Committee) at any time subsequent to the last day of the Performance Period but prior to the Service Vesting Date, the Grantee shall forfeit the Performance Units and Dividend Equivalent Rights scheduled to vest on the Service Vesting Date to the extent the Award is the next subsequent Award (when compared to other Awards held by the Grantee) that is scheduled to vest following the date that the Grantee is placed on final written warning (it being understood that all other Awards, if any, that are scheduled to vest on the Service Vesting Date shall also be forfeited). The Committee’s determination as to whether (1) a leave of absence or a transfer of employment between Lilly and an Affiliate or between Affiliates constitutes a termination of Service, (2) the Grantee’s Service has been terminated by reason of Disability or Retirement, (3) the Grantee’s Service has been terminated as a direct result of either a plant closing or a reduction in force, and (4) the Grantee's service has been terminated as a result of the failure to locate a position within the Company or an Affiliate following reallocation or medical reassignment shall be final and binding on the Grantee.
Final Written Warning. If there is still no improvement in the performance or conduct of the employee a second and final written warning shall be given including an indication that failure to improve may result in termination of employment. A review period should be established and a third party may be present but only if requested by the employee or employer and the representative is chosen by the party making the request.
Final Written Warning. A final written warning is to be issued by the appropriate Manager after giving the employee the opportunity to respond to the allegations. In most situations, the issue of a final warning would follow a series of interviews with the employee. There will be occasions when the employee’s conduct results in the issue of a final written warning on the first occurrence. Where the employee so requires, a union delegate is to be advised of the fact that the warning had been issued and of the circumstances surrounding the matter.
Final Written Warning. A second written document outlining the specific Employer policy or policies which have been contravened by the Employee. This document contains an “Action Plan” and “Date of Expected Improvement” for which the Action Plan must be implemented by the Employee. A copy of the Final Written Warning will be delivered to the Employee by registered mail or verified email. Failure to accept delivery of the registered mail or view the verified email within three (3) days of delivery will be considered as if it was delivered and read by the Employee. It is understood by the Parties that an Employee at any given discipline stage who contravenes one or more Employer policies, which may or may not differ from the Employer policies previously contravened and that led to the current discipline stage, will automatically advance to the next discipline stage. It is also understood by the Parties that an Employee who does not adhere to the Grievance Procedure defined in Article 7 of this Collective Agreement, will have no future recourse against progressive discipline warnings received and any progressive discipline warnings not grieved shall be accepted as factual in the case of arbitration.
Final Written Warning. Where any employee fails to met Company rules and requirements after normal warning or engages in misconduct of a more serious nature the manager responsible should issue a final warning following an investigation through the agreed process. Final written warning is the last step before termination of employment and should contain the following information: A statement that the letter is written advice of a final warning. Definition of the inappropriate conduct by the employee with reference to relevant Company rules and requirements. A detailed chronological summary of relevant disciplinary procedure to date. Specific change required in the employee’s conduct a statement that failure to achieve the required change could lead to dismissal. Dates for review of the employees' conduct. The outcome of the review will be documented and provided to employee. The duration for which this warning will remain effective (12 months). At the 12 month review, the Company will outline in writing the expectation required of the employee to ensure that there is no confusion in the future.
