• History of the problem • Specific examples of the employee’s failure to meet standards • Detailed corrective actions taken so far • Notification of probation and its length (usually up to 3 months) • Standards to be met by the employee • Action that will occur if the standards are not met (up to and including termination) The supervisor will request the employee to sign a copy of the letter indicating that he/she understands the conditions. A copy of the letter will be kept in the employee’s file. By the end of the PIP period, a decision regarding the employee’s continued employment must be made by the supervisor in consultation with the People Management Department. The decision to terminate can be made at any time during the probationary period. Suspension without pay: Where serious violations of AfriLabs policy occur and an employee is unable to satisfactorily explain the situation, or clear evidence is available directly implicating the employee, the employee may be suspended without pay for up to two months. This type of suspension is intended as a punitive measure and is not to be confused with administrative suspension, in which there is a presumption of innocence. Administrative suspension: In some cases, employees may be implicated in situations, which require external, legal authorities to properly investigate. In such instances, staff will be placed on administrative suspension, while pay and benefits continue, pending the conclusion of the outside investigation. Suspension of this nature is indefinite and will last until the outside authorities conclude that no further action is necessary in the case. The staff member is presumed innocent in all cases until the appropriate legal authority files charges. Termination: As long as it provides written warnings as described in section C above, AfriLabs may terminate employees for the following reasons: unsatisfactory job performance; continuous non-compliance with instructions from supervisors; continuous or unjustified absence without permission; continuous lateness for work; unauthorised use of AfriLabs vehicles or other property; reasonable suspicion of theft or dishonesty.
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