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DISCIPLINE

On occasion, an associate’s performance may not meet the expectations laid out in their new hire orientation or annual performance appraisals. Before the formal discipline process begins, it is best to have informal verbal discussions based on the behavior in question and the desired outcome. You may even find it beneficial to give the employee additional training in the area of weak performance. If this informal approach is not successful, you will need to move to formal disciplinary action.

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See below for recommended actions for unacceptable behavior.  Start with informal verbal discussions and/or training to fix the performance issues before moving to formal disciplinary action unless the behavior is listed in the "Termination" column.​

PROGRESSIVE DISCIPLINE

  • Irregular attendance

  • Excessive time at lunch/break periods

  • Failure to follow instructions

  • Excessive lateness for work

  • Substandard quality and quantity of work

  • Failure to report defective equipment or safety hazards

  • Failure to complete reports promptly and accurately

  • Not adhering to dress code

  • Horseplay (without injuries) and violation of non-serious safety rules

  • Misues or unauthorized use of company property

  • Improper language

  • Failure to report injury or accident immediately

  • Not fronting and dusting

TERMINATION

  • Discourteous treatment of customers

  • Falsifyng 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 on the job or coming to work impaired

  • Disclosing of confidential company information

  • Absent two consecutive workdays without notice

  • Carrying of weapons without a Concealed Carry Permit on file

  • Taking company merchandise without paying for it

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