At times, performance or disciplinary issues can arise. These can lead to counseling, discipline and, perhaps discharge. For all employees, the Company reserves the right to determine what action is to be taken for performance or disciplinary issues in its sole discretion up to and including termination.

 

The following are examples of discipline which may be used:

Verbal Warning: is given, followed by a note to the employee’s personnel file. A verbal
warning is generally a discussion between a supervisor and an employee or a discussion of
unsafe practices during a safety meeting.

Written Warning: is given outlining the practice that needs to be corrected. Copies of the
warning will go in the personnel file.

Demotion/Pay Reduction: is used, in accordance with union regulations, if the
performance of an employee is deficient but the employee may be able to satisfactorily
perform a different job or at a lesser pay rate.

Suspension/Termination: of employment. Suspension is either with or without pay at
the Company’s discretion. Suspension with pay may occur as the employer is investigating
discipline or performance issues. Suspension without pay for one or more days may be used as
a form of disciplinary action. The form noting the suspension will be completed and placed in
the personnel file and will be reviewed with the union.

The Company reserves the right to forego any or all types of discipline based on the
severity of the performance/conduct and terminate immediately. An employee who is
terminated is not eligible for re-employment with the Company for a minimum of 90 days. It is
within the sole discretion of the Company to determine if the employee is eligible for reemployment
at any time after 90 days.

Union employees will be disciplined in accordance with the applicable Union Contract.