Progressive Discipline Policy
Squishable.com, Inc. supports the use of progressive discipline to address issues such as poor work performance or misconduct to encourage employees to become more productive workers and to adapt their behavior to Company standards and expectations.
Examples of employee conduct that would lead to discipline and the usual course of disciplinary action have been separated into groups according to the severity and impact of the infraction against the business or others. Violations may be handled differently depending on the group they are in and the specific circumstances. Squishable.com, Inc. reserves the right to determine the appropriate level of discipline for any performance or conduct issues, including verbal and written warnings, suspension with or without pay, demotion, and termination of employment. Each situation will be dealt with on an individual basis.
A verbal warning occurs when a supervisor verbally counsels an employee about an issue of concern. A written record of the discussion, noting the date, event, and recommended action is placed in the employee's personnel file.
A written warning is used for behavior or performance that a supervisor considers serious or when a verbal warning has not helped change unacceptable behavior or performance.
A written warning with suspension occurs when conduct or safety incidents are so problematic and harmful that the most effective action may be the temporary removal of the employee from the workplace. When immediate action is necessary to ensure the safety of the employee or others, the immediate supervisor may suspend the employee pending the results of an investigation.
Group 1
Disciplinary process:
1st offense: Documented verbal warning.
2nd offense: Written warning.
3rd offense: Written warning with suspension.
4th offense: Termination of employment.
Examples include, but are not limited to:
Failing to follow practices as needed for the specific job assignment.
Smoking in nonsmoking areas.
Leaving the assigned work area or facility without the supervisor's permission.
Loitering or loafing while on duty.
Being absent or tardy or leaving early without notification or permission, in accordance with Squishable’s Attendance and Punctuality Policy.
Disregarding the organization's dress code.
Violating other rules or policies not specifically listed.
Group 2
Disciplinary process:
1st offense: Documented verbal warning.
2nd offense: Written warning with suspension.
3rd offense: Termination of employment.
Examples:
Abusing lunch and break periods.
Creating conflict with co-workers, supervisors, visitors or volunteers.
Acting negligently.
Engaging in horseplay that results in personal injury or equipment damage.
Spreading rumors or gossiping.
Copying Company documents for personal use.
Using Company communication systems and equipment inappropriately.
Treating customers or co-workers in a discourteous, inattentive, or unprofessional manner.
Not following department guidelines concerning notification of an absence.
Group 3
Disciplinary process:
Any employee activity or behavior that violate Squishable.com, Inc.'s Code of Conduct, Sexual Harassment and Discrimination policy, or jeopardize its ability to successfully operate its business are subject to immediate escalation to HR and actions up to, and including, termination. Behavior that is illegal is not subject to progressive discipline and may result in immediate termination. Such behavior may be reported to local law enforcement authorities.
Examples include, but are not limited to:
Bringing firearms or weapons of any type, intoxication beverages, non-prescribed controlled drugs or chemicals onto the Company property.
Performing job duties while under the influence of alcohol, drugs or intoxicants of any type, inhibiting or potentially inhibiting the employee’s work abilities.
Being absent for two or more days without notification or permission (job abandonment).
Falsifying Company forms, reports or records, including, but not limited to, timecards or time sheets and records.
Falsely stating or making claims of injury, illness, or harassment.
Unauthorized removal or use of Company property including supplies, equipment, or any other property.
Removing, posting, or altering notices on any bulletin board on Company property without permission from the employee's manager or HR department.
Failing to report injuries or damage to, or an accident involving Company equipment.
Violating safety rules or health guidelines.
Inappropriate physical contact such as fighting or unwelcome touching.
Destroying or damaging Company property, customer’s property, or employee’s property.
Recording time worked on another employee’s timecard or time sheet or clocking in or out for another employee.
Insubordination, refusing to follow a supervisor’s direction, or disrespectful conduct to a supervisor.
Engaging in conduct which creates a safety or health hazard or tampering with safety equipment.
Engaging in unlawful or improper conduct off the Company’s premises or during non-working time, which affects the employee’s relationship to the job, fellow employees, supervisors, or the Company overall.
Sleeping while on duty, including sleeping during break periods or on Company premises.
Intimidating or threatening other employees, customers, or vendors.
Accepting, giving, or coordinating bribes of any nature.
Unauthorized disclosure of Company records or information.
Making false or malicious statements regarding the facility, Company, its services, customers, or any staff member.
Causing harm to staff or customers or demonstrating questionable job performance having the potential to cause harm to staff or customers.
Behavior that is inconsistent with Company philosophy or mission, or detrimental to operations.
Documentation
The employee will be provided copies of all progressive discipline documentation. The employee will be asked to sign copies of this documentation attesting to their receipt and understanding of the corrective action outlined