18 Questions
What is the primary purpose of a written warning notice?
To outline the corrective steps the employee needs to take
What happens if the employee fails to correct their behavior as outlined in the written warning?
They are immediately terminated
What is the maximum duration of a suspension without pay for a serious or repeated violation?
30 calendar days
What is the purpose of an investigative suspension?
To allow time for a complete investigation of facts relating to a misconduct issue
What happens to the employee if the investigation reveals no cause for disciplinary action?
They are returned to work
What is the final step in the disciplinary process?
Step 4 - Suspensions
What should the employee do in response to the written warning notice?
Write a response on the notice form and sign it
What should the supervisor do if the employee refuses to sign the written warning notice?
Document the refusal on the notice form
What is the primary purpose of the disciplinary process in FMYN?
To correct unacceptable conduct related to work performance whenever possible
What is the maximum number of additional working days a suspension can be extended for?
10 additional working days
Who has the right to dismiss an employee under the 'at-will' policy?
FMYN reserves the right
What is required of the employee during the disciplinary process?
To maintain a professional demeanor
What is the purpose of the first written warning (documented oral warning)?
To eliminate any possible misunderstanding concerning the rules
What should be included in the written warning notice?
The corrective steps the employee needs to take and the consequences of failure to correct the problem
Who reviews the termination decision prior to implementation?
The Human Resources Department
What is provided to the employee along with the disciplinary action?
A copy of the appeal process policy
What is the final step in the disciplinary process?
Termination
What is the policy of FMYN regarding the discharge of an employee for a first infraction?
FMYN will only discharge an employee for a first infraction if it is determined by management to be extremely serious
Study Notes
Discipline Policy
- The purpose of the discipline policy is to correct unacceptable work conduct and ensure a constructive disciplinary process.
- The policy aims to maintain an orderly work environment and address issues related to work performance.
Progressive Discipline
- The policy outlines a system of progressive discipline for general offenses, but management reserves the right to discharge an employee without following the procedure.
- The disciplinary procedures do not change the "at-will" employment relationship or create a property right in employment.
Step 1 - First Written Warning (Documented Oral Warning)
- The immediate supervisor counsels the employee to eliminate misunderstandings, state expectations, point out consequences, and provide a record of the contact.
- The employee is encouraged to provide a written response.
Step 2 - Second Written Warning
- A written warning notice is issued to document the employee's misconduct, corrective steps, and consequences of failure to correct.
- The employee is encouraged to write a response and sign the form, which is placed in the employee's personnel file.
Step 3 - Final Written Warning
- This step is optional and generally reserved for situations defined under "general offenses."
- Failure to correct behavior as outlined in the written warning will result in immediate termination.
Step 4 - Suspensions
- Disciplinary suspension: up to 30 calendar days without pay for serious or repeated violations.
- Investigative suspension: paid administrative leave for up to 30 calendar days to allow for a complete investigation.
- The Human Resources Department must be involved in suspension decisions to ensure compliance with policy guidelines.
Step 5 - Termination
- An employee may be terminated at any time, including as a result of a serious offense or as the final step in an accumulation of minor offenses.
- Termination decisions must be reviewed with the Human Resources Department prior to implementation.
Appeal Process
- An employee may appeal a disciplinary action by following the procedures outlined in Sections 112A and B.
- A copy of the appeal process policy must be attached to every disciplinary action.
This quiz assesses understanding of the discipline policy in employment, specifically the final written warning step. It covers the circumstances under which it is issued and what it should include.
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