Page 3 - HRD

be used at any time according to the seriousness of the offense: Verbal
Warning/Reprimand, Written Warning (Memorandum), Final Written Warning,
Suspension, and Termination.
3. The final warning should make it clear that, unless there is significant
improvement, termination will result. When a final warning is given, a copy should
be forwarded to the HR Department. Compliance with any corrective action will
not change the at-will nature of the employee’s employment.
4. Each offense shall be dealt with as objectively and as privately as possible. SOP
and Policy infractions shall be dealt with as soon as possible.
5. Discipline shall usually be progressive, but depending on the severity of the
offense, certain levels in the process may be omitted and immediate termination
could be required. Discipline may be administered by the immediate supervisor,
Department Manager or Director, COO, and CEO.
6. Immediate Supervisors and Company Officials should adhere to the following
procedures, when appropriate, with respect to taking disciplinary action: Secure
the necessary facts related to the misconduct. Obtain verifiable information by
interviewing witnesses and obtaining all necessary supporting documentation.
Discuss the alleged misconduct with the employee by seeking the employee’s
side of the story. Analyze the facts that have been obtained, including those
presented by the employee. Determine if sufficient facts exist to support
disciplinary action. If appropriate to the situation, determine corrective action.
Consider the severity of discipline, and when appropriate, apply principles of
progressive discipline.
7. Inform the employee of the disciplinary decision, including documentation of any
disciplinary action that is being taken. A Human Resources Department
representative should be present when an employee termination is performed.

Separation/Termination of Employment

1. Termination of employment refers to the end of an employee’s contract with a
company. An employee may be terminated from a job of his/her own free will or
following a decision made by the employer. An employee who is not actively
working due to an illness, leave of absence, or temporary layoff is still considered
employed if his/her relationship with the employer has not been terminated
formally with a notice of termination.
2. Termination of employment can be voluntarily done by an employee. An
employee who makes the voluntary decision to terminate his employment status
with a company usually does so when he finds a better job with another
company, retires from the labor force, resigns to start his own business or take a
break from working, etc. Voluntary termination of employment could also be a