If disciplinary action becomes necessary, management has the discretion to determine what disciplinary action would be appropriate based upon the nature, frequency, or severity of the violation, the employee’s past record, and circumstances surrounding the violation. Management may proceed to use any one, or all of the types of disciplinary action listed below, as deemed appropriate. Management reserves the right to determine the suitable course of action, up to and including termination.

The possible types of disciplinary action include:

Informal Counseling or Oral Warning
This is appropriate when the situation appears to involve a misunderstanding or when management expectations may not be clear. A discussion may be held with the employee to discuss what constitutes proper conduct or what performance standard is not being met. Notation of the date, time, and nature of the discussion will be made in the event of future problems. The development of future expectations will be made clear verbally, warning the employee of consequences should the problem persist.

Written Warning
When a written warning is issued, the employee’s supervisor states in writing the seriousness of the situation and the immediate consequences should the issue have to be addressed in the future.

Suspension
Employees may be suspended, with or without pay, as a disciplinary measure for repeated offenses, while investigating a serious policy violation, or pending a determination of whether to terminate employment.

Termination
An employee may be terminated as the result of a serious offense, the accumulation of minor offenses, failure to meet acceptable standards of performance or any other reason deemed necessary by the company.