Disciplinary
We are dedicated to fostering a positive and productive work environment, and we appreciate your commitment to upholding our expectations. Our internal disciplinary process effectively addresses any issues that may arise during your employment with us. It is imperative for all employees to adhere to the established procedures, as failure to do so can have consequences for your employment with us. Though, It is important to note that a lot of disciplinary actions are intended to help employees grow and improve, and should be viewed as a corrective measure rather than punitive action. However, repeated misconduct can ultimately result in the termination of employment.
Disciplinary Procedures
It is important to be aware of the processes for addressing and resolving issues related to misconduct, poor performance, or violations of our policies. These procedures may involve steps such as verbal warnings, written warnings, performance improvement plans, and, in severe cases, termination. Understanding these procedures helps maintain accountability and ensures a fair and transparent approach to resolving workplace issues.
Examples of Misconduct
Understanding what behaviors or actions may lead to disciplinary action is crucial to maintain a high performance. Examples include harassment, discrimination, insubordination, dishonesty, theft and physical and mental abuse.
Examples of Lacking Performance
Some performance-related behaviors or actions may also lead to disciplinary action. Examples include, but are not limited to consistent underperformance, repeated lateness or absenteeism, poor time management, lack of initiative or accountability, work quality.
Appeals Process
If you believe you have been unfairly treated or disciplined, we have established procedures for you to appeal disciplinary decisions. Your feedback and perspective are important to us, and we want to ensure fairness and transparency in our disciplinary process. For more details on how to initiate an appeal contact your local People Team.
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As a Manager you might need to make disciplinary actions, and that is not an easy task. Here is a guide on have to handle disciplinary actions:
Verbal Warning Procedure
A verbal warning serves as an initial step in addressing performance or behavioral concerns in the workplace. It is a constructive conversation aimed at highlighting the issue, clarifying expectations, and providing an opportunity for improvement
- Preparation: Review company regulations and policies to ensure the violation warrants a verbal warning
- Meeting Arrangement: Schedule a meeting with the employee to discuss the warning. Ensure that this meeting is private and does not interfere with their workload
- Verbal Warning Conversation: Meet with the employee and clearly communicate the reason for the warning. Maintain objectivity and professionalism throughout the conversation
- Understanding and Agreement: Listen to the employee's views and response to the warning. Ensure that the employee understands the severity of the violation and the consequences of repetition
- Follow-up and Evaluation: After the follow-up period, assess the employee’s progress and consider further action if no improvement is observed (This may include a written warning)
- Always document: Be consistent in recording verbal warnings and decisions to ensure the process is followed correctly.
Here is an example of a follow-up email after a conversation with an employee:
Hey [NAME],
I would like to follow up on our conversation. You received a verbal warning on [DATE] due to [REASON]. I want to emphasize that repeating this behavior may lead to a written warning. Please confirm once you have read and understood the above.
Best regards,
[YOUR NAME]
Always CC the HR manager in the follow-up email so they can record the warning in the HR system.
Written Warning Procedure
A written warning is a formal step in addressing repeated or significant performance or behavioral concerns. It documents the issue, outlines expectations for improvement and specifies potential consequences if the issue persists. This ensures clarity, accountability and serves as an official record in the disciplinary process.
- Verbal Warning: The employee must first receive a verbal warning, documented via email confirmation. This is the initial warning provided to the employee. (See verbal warning guidelines)
- Violation of the Same Rules: A written warning can only be issued if the employee repeatedly violates the same rules mentioned in the previous verbal warning
- Meeting Arrangement: Schedule a meeting with the employee to discuss the warning. Ensure that this meeting is private and does not interfere with their workload
- Exceptions: In certain cases of severe violations, a written warning may be issued without a prior verbal warning
- Approval from Compliance Manager (HR): Every written warning must be reviewed and approved by HR who is responsible for ensuring that the procedure is correctly followed and aligns with company policies
- Issuing the Written Warning: After HR approval, the warning will be issued
- Purpose and Future Goals: During the conversation, clearly define the objectives and possibly set future goals for the employee. This includes describing expectations and the required changes in behavior
- Authorized Personnel: Only an Area Manager/District Manager, in collaboration with a Bar Manager/Store Manager or HR is authorized to conduct a written warning conversation
- Documentation: Ensure the employee signs both copies of the warning and receives one copy. Submit the signed copy to HR
By following this procedure, we ensure that written warnings are issued after a carefully considered process that considers the employee's behavior and the company's policies.
Teminations
Termination is the final step in addressing ongoing performance or behavioral issues that have not been resolved through prior warnings or corrective actions. It is a formal process that requires careful consideration and adherence to company policies. Managers must consult the HR department before proceeding with any termination to ensure compliance with legal and organizational guidelines.
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