Reporting Concerns

If there is a failure to improve conduct or performance after a written warning has been issued, or if the issue is sufficiently serious to warrant only one written warning, a final written warning may be given to you – in effect, both a first and final written warning using the Discipline Meeting Memo template.

Such a final written warning will set out details of the issue and will also warn you that dismissal will result if there is no satisfactory improvement. The final warning makes it very clear that no further warning shall be given, the next step is dismissal and the nature of the next infraction which could result in your dismissal (e.g., any further incidents of misconduct).

A copy of any final written warning will also be kept on your Personnel File.

Suspension

A suspension is a period, not exceeding three (3) working days, during which time you are relieved of your job because of alleged serious misconduct. You may be placed on investigative suspension when it is necessary to make a full investigation to determine the facts of the case, (e.g., a fighting, insubordination, or theft incident.)

If after the investigation:

● Termination is warranted, you will not be paid for the period of investigative suspension. Your termination is effective on the date of the termination interview.

● If no misconduct is determined, you will return to work within the prescribed period and be paid for the time lost because of the investigative suspension.

Summary Dismissal

If your conduct or performance is unsatisfactory, and you do not reach the required performance standard, despite receiving verbal and/or written warnings, or if the issue is one of serious and wilful misconduct (this is discussed in more detail below), you will be asked to show cause why you should not be terminated.

Serious & Wilful Misconduct

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