Employee Disciplinary Process
Our disciplinary process is designed to provide clear communication, fair expectations, and opportunities for improvement. The goal is to address concerns early, support employee success, and maintain consistent standards across the team.
Step 1: Verbal Coaching / Verbal Warning
The first step typically involves a conversation between the employee and their manager. The purpose is to address the issue informally, clarify expectations, and provide guidance for improvement.
- Issue is discussed directly with the employee
- Expectations are clearly communicated
- No formal written documentation is required (unless noted)
- Employee is given an opportunity to correct the behavior or performance
Step 2: First Written Warning
If the issue continues or is more serious, a formal written warning is issued.
- Documented record of the concern
- Specific details of the issue are outlined
- Expectations and corrective actions are clearly stated
- Employee acknowledgment is typically requested
- Improvement is expected within a defined timeframe
Step 3: Second Written Warning
If the issue persists after the first written warning, a second written warning is issued.
- Reinforces prior expectations and documentation
- Indicates that prior corrective efforts have not been successful
- May include additional coaching or performance plans
- Emphasizes the importance of immediate improvement
Step 4: Third (Final) Written Warning
The third write-up is considered the final step in the disciplinary process.
- Serves as a final notice of concern
- References all prior documented warnings
- Clearly states that immediate and sustained improvement is required
- Notifies the employee that further issues may result in termination
Outcome
Failure to improve after the final written warning may result in termination of employment. In some cases, depending on the severity of the issue, the company may bypass steps and move directly to termination.
