Verbal Warning. An employee who has committed an infraction is verbally warned and told that if the infraction occurs again (within some specified period), the degree of disciplinary action will be increased. Some examples: minor safety policy violations, minor work-site disruptions, poor workmanship issues, attendance (reporting to work late) problems, verbal abuse to Supervisor and co-workers.
Verbal Warning. If a problem recurs after counselling, the Employee’s supervisor will discuss it with the Employee again. The consequences of further recurrence will be explained to the Employee at this point. The supervisor will make a note in the Employee’s file about what was discussed in the verbal warning.
Verbal Warning. A notation indicating that the verbal warning was issued will be placed in the Professional Staff Member's personnel file.
Verbal Warning. The supervisor shall first issue a verbal warning before imposing further discipline. Verbal warnings may result in a post-conference summary memorandum. This memorandum shall not be placed into the employee’s personnel file, but may be attached to a Written Reprimand and placed in the personnel file if additional steps of the progressive disciplinary process are utilized.
Verbal Warning. This is the initial step in the job action process. The verbal warning is used when a minor problem first occurs. The verbal warning will still be formally documented.
Verbal Warning. If the inappropriate behavior continues, within ten (10) work days after the repeated occurrence, the supervisor may give the employee a verbal warning. The verbal warning must specify the reasons for the disciplinary action and the corrective actions the employee must take in making an appropriate behavioral change. The supervisor meets with the employee to discuss his/her inappropriate behavior and completes a Verbal Warning Documentation Form. This document is forwarded to the Chief Human Resource Officer to be placed in a sealed envelope in the employee's personnel file and a copy given to the employee. The employee shall be given five (5) business days after receipt of the Verbal Warning Documentation Form to prepare a written response/rebuttal which shall be placed in the personnel file. If no further disciplinary action is required, all record of the verbal warning and the response/rebuttal shall be destroyed two years after its date of issue.
Verbal Warning. A verbal warning may be given to unit members for actions, omissions, or infractions that require remediation and shall state the administrator’s expectation/resolution. The administrator may make a summary notation of the meeting.
Verbal Warning. A report of the violation will be placed in your file, and you will receive a verbal warning against further violations. In the event that you are involved in another incident, your consequences will be more severe.
Verbal Warning. Residents may be initially provided a verbal warning by the residency director for actions outlined above in 1-7. The resident and director will sign a document that describes the action and documents that the warning has occurred. However, at the discretion of the REC and pharmacy management, verbal warnings are not required before probation or corrective counseling is issued if the concern regarding the individual’s performance places others in harm.
Verbal Warning. Verbal warning shall be given within ten (10) working days from when the supervisor first learns of the alleged infraction. The supervisor may complete a written conference summary within five (5) days of the verbal warning. The bargaining unit member shall be provided a copy of the conference summary. Conference summaries of verbal warnings shall not be placed in the unit member’s personnel file.
