Progressive Discipline

Purpose

The FFPLTC promotes fair and constructive treatment of unacceptable conduct or work performance. A progressive discipline process is intended to improve performance and behavior.

In all cases, an employee is made aware of a performance or behaviour problem promptly and will receive both verbal and written expectations to ensure that they know the standard expected.

Progressive Discipline Process

The progressive disciplinary process is initiated for serious situations in which policies and procedures have been ignored or contravened, or an employee’s performance fails to meet acceptable standards. The progressive discipline process can be initiated at any step of the process based on the circumstance.

An employee has the right to request a third party be present during disciplinary discussions. Likewise, the CEO or Board may have a third party present during disciplinary discussions. By inviting other parties into the meeting, all parties present are bound by confidentiality.

1. Verbal Warning:

   A verbal warning is the entry-level disciplinary action, typically used for minor infractions.
   The CEO or Board discusses the situation with the employee, specifying clear expectations and standards of performance, a plan of action to bring about the desired change, and a reasonable period of time for improvements.
   A date is set for a follow-up interview.

2. Written Warning:

   Should the problem continue after the time period specified by the verbal warning, the employee will be given a written warning.
   The employee is advised that continued failure to improve the behavior could lead to further disciplinary action including possible dismissal.

3. Suspension:

   If the employee’s performance fails to improve, or if there is a recurrence of misconduct, the CEO or Board determines the need for and the length of the suspension.

   After the suspension, an interview will be scheduled to discuss the conditions of return to work.

4. Dismissal:

   If the employee fails to improve, or if there is a recurrence of misconduct, the CEO or Board prepares for termination.