Disciplinary Action Procedure

misconduct, poor performance, and disciplinary action as a manager, it is your responsibility to promptly identify and respond to any unsatisfactory conduct or performance by the employee when poor behaviour or performance is noticed, we want to offer the employee as much support and guidance as we can before taking any disciplinary action our employees should be continuously updated on their performance, both with the celebration of achievements, and guidance on what needs work please make every effort to address and discuss the topic of performance or behaviour with the employee before taking any further steps however, there are times when progressive discipline or a performance improvement plan may be necessary training on rippling's performance review and 1 1 tool will be provided! stay tuned steps to take when noticing poor behaviour or performance address any concerns immediately with the employee remind them of, correct them on, or re train them on the task or expectation if necessary, go over their responsibilities and offer support through a letter of expectations letter of expectations all employees must sign the letter of expectations on rippling during their onboarding please see wenny mailto\ wenny\@shopmakers ca if you have not done so observe is this behaviour ongoing? if ongoing, notify hr and confirm if this behaviour is misconduct or poor performance begin disciplinary action process with employee and hr \<font color="#b91c1c">misconduct → progressive discipline\</font> \<font color="#b91c1c">poor performance → performance improvement plan\</font> misconduct misconduct is when an employee’s attendance, performance, or behaviour is unacceptable, and is intentional or knowingly poor when an employee is aware that duties are being neglected, but neglects them anyway, this is misconduct in this case, progressive discipline is used progressive discipline warning notice (verbal warning, signed) letter of reprimand (written warning, signed) final warning (written warning, signed) any major misconduct can cause immediate dismissal of the employee, without progressive discipline example bullying and harassment, or theft poor performance poor performance is when an employee is unable to finish work, meet expectations, or meet the essential requirements of their role in this case a performance improvement plan can be used performance improvement plan (pip) performance review meeting ( ripping) provide the employee with a 4 week plan weekly check in meetings with employee pip end if resolved; congratulate employee's success if unresolved; letter of reprimand and extend pip, or employee termination performance review meeting ( rippling ) provide the employee with a 4 week extended plan weekly check in meetings with employee pip end if resolved ; congratulate employee's success if unresolved ; final warning and extend pip, or employee termination performance review meeting ( rippling ) provide the employee with a 4 week extended plan weekly check in meetings with employee pip end if resolved ; congratulate employee's success if unresolved ; employee termination an employee can be placed on a performance improvement plan at any time please document and address poor behaviour or performance immediately use rippling 1 1's or the feedback tool to document conversations had with employees about performance or behaviour in the store (positive feedback also!) use the store manager email to notify p\&c of when you think disciplinary action might be needed for misconduct or poor performance