First Written Warning. (a) A First Written Warning is a punitive level of the disciplinary procedure.
First Written Warning. If the Employer considers that the Employee conduct, capacity or performance has been unsatisfactory and has not met the Employer’s standards a written warning may be issued to the Employee, provided that the Employer may skip this step and issue a First and Final warning if the Employee’s conduct, capacity or performance warrants the issue of such a warning.
First Written Warning. If the employee's work performance or conduct has not improved, or another incident of poor work performance or conduct has been identified a second interview should be arranged which may lead to a first written warning being issued. During the second counselling session the counsellor in the presence of a third party observer should:
First Written Warning. If the employee fails to meet the agreed standards of improvement in accordance with Step 1, or if the Company has a second concern about the conduct of the employee, the Company shall undertake an investigation into the issues pertaining to the unsatisfactory conduct. The employee will be given the opportunity to provide an explanation. The Company will consider this explanation and relevant facts in making its determination. Based on its determination, the Company may provide the employee with a written warning, with a copy placed on the employee's personnel file. The employee receiving the written warning shall be made aware of the standards of improvement in conduct that is to be made. If after 12 months from the date of written warning the Company determines that the conduct has been satisfactory, the written warning will be removed from the employee's personnel file.
First Written Warning. This involves a formal discussion between an employee and supervisor or manager. A site union representative or co-worker of the employee’s choice should be present unless the employee elects otherwise. The employee is to be provided with the opportunity to write comments and to receive a copy of the written warning. The First Written Warning includes a reference that a continuation or repeat of the problem may lead to the termination of employment.
First Written Warning. If you have more than four (4) unexcused absences in any three (3) consecutive calendar months. • If you have unexcused absences in excess of twenty (20) hours in any three (3) consecutive calendar months.
First Written Warning. In the event of further misconduct or failure to improve standards of work performance, a written warning will be given, stating that any further misconduct or continued failure to improve performance will render you liable to a final written warning. A First Written Warning will be entered on your personnel record and remain for 12 months.
First Written Warning. 1. Inform the employee that this will be a counselling meeting and ask them if they would like a colleague or the union delegate, if appropriate, to be present.
First Written Warning. This will be in the form of a written warning, stating clearly the reason for it(s) being issued. This is to be given to the employee by the leader in the presence of a union representative and the violation will be discussed. Copies of the signed warning will be filed with the employee, leader, union representative and employee file. Record of this warning will be kept on file for a period of six (6) months and then be destroyed.
First Written Warning. Any infraction in excess of the acceptable attendance level will warrant a written warning.
