PROGRESSIVE DISCIPLINE
Policy Scope
The Progressive Discipline policy outlines the principles and procedures for
addressing employee misconduct, performance deficiencies, and violations of
company policies.
Policy and Policy Definitions
This policy's purpose is to provide a fair, consistent, and structured approach to
correcting behavior and improving performance, aiming to retain valuable employees
while maintaining a productive, respectful, and compliant work environment. This
policy applies to all employees, and management is responsible for its consistent and
equitable application.
Coaching and Retraining: Supportive actions taken by the company (e.g.,
guidance, training, mentoring) to help an employee improve performance or
correct minor behavioral issues before formal disciplinary steps are initiated.
This is not considered a formal disciplinary action. Documentation of these
efforts will be maintained and will typically expire 90 days from the date of
employee acknowledgment, meaning they will not be considered for future
progressive discipline steps after this period. The documentation will remain
part of the employee file.
Employee File: A confidential record maintained by the company that contains
an employee's employment history, performance reviews, disciplinary actions,
and other relevant documents.
Expiration Date: The date after which a documented disciplinary action will no
longer be considered when determining subsequent progressive discipline steps
for continuous issues. The warning itself remains part of the employee file and
may be considered in, but not limited to performance reviews, promotion
decisions, or transfer considerations.
Human Resources (HR): The department responsible for managing employee
relations, policies, and procedures, including disciplinary actions.
Misconduct: Any behavior or action by an employee that violates company
rules, policies, or acceptable standards of conduct in the workplace. This can
range from minor infractions (e.g., tardiness) to serious offenses (e.g.,
harassment, insubordination).
Performance Deficiency: When an employee fails to meet the established job
requirements, quality standards, or other performance expectations for their
role.