Progressive Disciplinary Action Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform their duties to the best of their ability and to the standards as outlined in their job description or as otherwise established. The Company supports the use of progressive discipline to address issues such as poor work performance or misconduct. Performance improvement may be suggested when Company management believes that an employee’s performance is less than satisfactory and can be resolved through adequate counseling. This does not supersede an employee’s “at-will” status. Outlined below are the steps of our progressive discipline policy and procedure. The Company reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. The employee’s supervisor/manager will work with Human Resources to determine the course of action best suited to the circumstances. Performance Improvement
e. Falsification of Company records. f. Unauthorized use or possession of property that belongs to the Company or a coworker. g. Possession or control of illicit drugs, weapons, explosives, or other dangerous or unauthorized materials. h. Fighting, engaging in threats of violence or violence, use of vulgar or abusive language, horseplay, practical jokes, or other disorderly conduct that may endanger others or damage property. i. Insubordination, failure to perform assigned duties or failure to comply with the Company's health, safety or other rules. j. Failure to observe proper work schedule, including start time, quitting time, and designated breaks. k. Taking unauthorized time away from the job, including loitering, absence from the work area, and sleeping on the job. l. Solicitation or distribution of material, vending, or collection of contributions during work time or in work areas. m. Use of vulgar, profane, offensive, threatening, or abusive language directed at another employee of a disruptive nature or use in general conversation. n. Restriction of production or interference with another employee’s performance or duties. o. Unauthorized or careless use of the Company's materials, equipment, or property. p. Entering the building or grounds without receiving authorization if not scheduled for work. q. Unauthorized and/or excessive absenteeism or tardiness. r. Lack of teamwork, poor communication, unsatisfactory performance, unprofessional conduct, or improper conduct in the workplace. s. Sexual or other illegal harassment or discrimination. t. Unauthorized use or disclosure of the Company's confidential information. u. Failure to meet/maintain performance standards. v. Felony Convictions. w. Violation of any Company policy. x. Theft.
The steps in performance improvement are as follows
1. Verbal Warning As the first step in correcting unacceptable performance or behavior, the supervisor/manager will review pertinent job requirements with the employee to ensure their understanding of the requirements. The supervisor/manager will consider the severity of the problem surrounding the case. The seriousness of the performance or misconduct should be indicated by stating that further discipline will result if the problem is not resolved. The employee will be asked to review what has been discussed to ensure their understanding of the seriousness of the problem and the necessary corrective action. The supervisor/manager will then document the verbal warning for future reference immediately following the review and forward such documentation to Human Resources.
31
800-444-7313 •
800-388-9798 •
fastenerconnection.com
Made with FlippingBook - Online catalogs