INTENT
Carraway Inc. uses progressive discipline to address performance, conduct, and policy violation issues. Progressive discipline allows employees to correct any issues or concerns and reduces the need for the termination of employment. Carraway Inc. strives to work with employees regarding any issues in the workplace but also needs to hold employees to a high standard of performance and conduct. Therefore, a progressive, multi-step disciplinary process has been implemented.
GUIDELINES
Progressive Discipline Process
In the event that an employee of Carraway Inc. violates company policy or exhibits problematic behaviour, a system of progressive discipline shall be utilized.
Progressive Discipline can be issued on either: attendance, conduct, uniform discrepancies, Health & Safety, damage claims, client complaints, or performance concerns. This is not an exhaustive list of the reasons it may be used.
Employees will be given three (3) opportunities to correct the unwanted behaviour, unless the behaviour or concern is one of a severe nature, in which case, progressive discipline can be accelerated to match the violation. All stages will be documented and shared with the employee in writing.
Typically, progressive discipline will progress through the following stages:
Warning (Verbal informal coaching)
Accountability 1 (Verbal and written report filed)
Accountability 2 (Final warning in writing)
Accountability 4 (Termination)
With each violation or apparent problem, the employee will be provided with a written document to: (1) alert them to the problem, provide a reiteration of the correct company policy regarding the violation, (2) advise them of the consequences associated with further infractions, and (3) provide a suggestion towards a method of improvement.
All formal warnings will be kept on file for a period of twenty-four (24) months. If no further discipline happens within the time period, the warning will become inactive. If further offences relating to the issue have taken place, the warning will be attached to the next set of progressive disciplinary actions.
Degrees of discipline shall be used in relation to the problem at hand. As the situation dictates, based on the past performances of the employee, and the seriousness of the violation, Carraway Inc. reserves the right to skip the three-step disciplinary process and move straight to termination where necessary.
Investigation and Documentation
All violations or alleged violations will be properly investigated and documented by a Manager, Supervisor, Operations Coordinators and/or Human Resources. All formal measures that have been taken within the progressive discipline process will be documented and kept in the employee’s personnel file.
Suspension and Review Period
After the final written warning, an employee may be suspended and/or put on review.
Suspension: Employees put on the suspension will be excluded without pay from the workplace for a period of seven (7) days depending on the violation. The purpose of the suspension will be to provide the employee time to reflect on their actions as well as their continued employment with Carraway Inc..
Review: Employees may be put on a review period following the final written warning. The review period will last three (3) months. During the review period, the employee will be excluded from wage increases and advancements.
Termination of Employment
The final stage of progressive discipline is the termination of employment. Termination of employment with Carraway Inc. may occur following an employee committing multiple violations of company policy after the logical steps for progressive disciplinary action have been taken or immediately following a severe violation.
Appeals
In the event that an employee feels that they have been wrongfully accused, or disciplined, they may file a written appeal with Human Resources. Written appeals must contain:
Details of the discipline;
Events surrounding the discipline;
Why the employee feels the discipline is not warranted or appropriate.
Human Resources shall review and respond to all written appeals within ten (10) business days.
Zero-Tolerance Policy
Carraway Inc. has also established a group of actions and/or behaviours by the employee that the company will not initiate the disciplinary action for but instead due to the severity of the situation will move directly to termination of employment. Some of these actions include but are not limited to:
2 or more No Shows to shifts (after probationary period);
Insubordination;
Theft and/or Time Fraud;
Violence;
Drug and/or Alcohol use while on-site or prior to a shift
Administration
If you have any questions or concerns about this policy or its related procedures please contact:
Human Resources Manager
647-724-4125
support@twegco.com