Disciplinary Actions
This Disciplinary Actions Policy applies to all regular employees who have completed the Introductory Period. This policy pertains to matters of conduct as well as the employee's competence. However, an employee who does not display satisfactory performance and accomplishment on the job may be dismissed, in certain cases, without resorting to the steps set forth in this policy.
Under normal circumstances, managers are expected to follow the procedure outlined below. There may be particular situations, however, in which the seriousness of the offense justifies the omission of one or more of the steps in the procedure. Likewise, there may be times when the company may decide to repeat a disciplinary step.
Discipline Procedure
Unacceptable behavior which does not lead to immediate dismissal may be dealt with in the following manner:
Oral Reminder with documentation
Written Warning and Counseling/Meeting
Termination
To insure that Keith Kristofer business is conducted properly and efficiently, you must conform to certain standards of attendance, conduct, work performance and other work rules and regulations. When a problem in these areas does arise, your manager will coach and counsel you in mutually developing an effective solution. If, however, you fail to respond to coaching or counseling, or an incident occurs requiring formal discipline, the following procedures occur.
Step One: Oral Reminder
Your manager will meet with you in private to discuss the problem or violation, making sure that you understand the nature of the problem or violation and the expected remedy. The purpose of this conversation is to remind you of what the expectation is and to suggest ways in which a remedy can be affected. Your manager will document the Oral Reminder, ask you to sign it acknowledging that it occurred, and place it in your personnel file.
Step Two: Written Warning and Counseling Session(s)
If your performance does not improve after Step One, or if you are again in violation of Keith Kristofer practices, rules or standards of conduct, your manager will discuss the problem with you, emphasizing the seriousness of the issue and the need for you to immediately remedy the problem. Written warnings are meant to provide an opportunity for further discussion about how to remedy the situation, and to document the meeting in case of future termination. Your manager will advise you that you are now at the second formal level of disciplinary action. After the meeting your manager will write a memo summarizing the discussion and your agreement to change and ask you to sign it, acknowledging that it occurred, . A copy of the memo will be placed in your personnel file.
There may be more than one counseling session if the company feels it would be productive and lead to changes in performance or behavior. If the company does not believe additional sessions would result in improvement, there may be only one counseling session prior to termination.
Step Three: Termination
If the previous two steps do not result in improvement, you may be terminated.
Crisis Suspension
If you commit any of the actions listed below, or any other action not specified but similarly serious, you may be suspended without pay pending an investigation of the situation. Following the investigation you may be terminated without any previous disciplinary action having been taken.
1. Theft, including Theft of Client Information or other trade secrets
2. Falsification of Keith Kristofer's records.
3. Failure to follow safety practices.
4. Breach of Confidentiality concerning financial or other valuable information
5. Threat of, or the act of, doing bodily harm.
6. Willful or negligent destruction of property.
7. Use and/or possession of intoxicants, drugs or narcotics.
The provision of this Disciplinary Policy is not a guarantee of its use. Keith Kristofer reserves the right to terminate employment at any time, with or without reason. Additionally, Keith Kristofer reserves the right to prosecute any employee for any of the above infractions.