Manager Training Manual

Orientation Organizational Structure & Responsibilities Store Operations Advertising/
Merchandising
Human Resources Management Skills Training

 

 


Discipline

 

Disciplinary Action
The Company has established policies that apply to all employees. An employee who commits infractions of the Company’s policies or engages in other conduct considered by the Company to be improper and/ or not in the best interest of the Company is subject to any of the following forms of discipline, up to and including immediate termination:
~Verbal warning (with a written notation of that warning placed in the employee’s file)
~Written warning (with a copy placed in employee’s file)
~Suspension and/ or termination (with a copy of the violation that resulted in the suspension or termination including reference to any previous verbal or written warnings given to be placed in the employee’s file)

While progressive discipline may be used, termination is always possible at the election of the Company at any time with or without reason.

Termination & Employment At-Will
Unfortunately, conditions may arise which will lead either an employee or the Company to terminate the employee’s employment. The employee’s employment at the Company, is “at-will”; that is, the employee of the Company may terminate the employee’s employment at any time with or without reason, and with or without notice. Termination of employment is a serious matter, which normally but not always occurs after corrective measures have failed.

Appeals may be made to the Human Resources Department at the Head Office. Employees will be paid their final pay in accordance with state law. Any outstanding employee charges must be settled in full prior to the last day of work. Terminated employees must return Company-owned property. 

Progressive Discipline vs. Termination
Progressive Discipline
~Irregular attendance.
~Excessive time at lunch and break periods.
~Failure to follow directions.
~Excessive lateness for work.
~Substandard quality and quantity of work.
~Failure to report defective equipment and safety hazards.
~Failure to complete reports promptly and accurately.
~Not adhering to dress code.
~Failure to report absence.
~Horseplay.
~Misuse and unauthorized use of company property.
~Improper language.
~Gambling on company premises.
~Loafing.

Termination
~Discourteous treatment of customers.
~Falsifying records or information.
~Clocking in/out for another employee.
~Theft or dishonesty.
~Leaving job without permission.
~Insubordination.
~Fighting, threatening, or intimidating.
~Use or possession of drugs or alcohol.
~Disclosing of confidential company information.
~Unauthorized possession of weapons.
~Absent two consecutive workdays without notice.
~Taking company merchandise without paying for it.
~Sleeping on the job.
~Violation of solicitation/ distribution rule.
~Safety rule violation resulting in injury to others.

 

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