311 - DISCIPLINARY ACTION/COACHING

It is the policy of the Company to approach lower level infractions, etc. with coaching. The “Coaching Form” must be completed prior to this activity to ensure there is documentation. If, after appropriate coaching, there is no sustained improvement or additional disciplinary or performance issues, escalated actions may be warranted (such actions may include final warnings or termination). 

While the Company reserves the right to take any disciplinary action it considers appropriate, including termination, at any time, progressive discipline typically follows these steps:

  • Coaching

  • Warning

  • Final warning

Generally, depending on the level of severity, there can be two instance of “warning” before getting to a final. After a final is issued, If there is an additional instance of repeated behavior or unrelated, yet equally unacceptable behavior, then termination is warranted. The completed, signed Coaching form should be uploaded to the employee record in Avionte and brief notes posted.

In addition to those situations discussed elsewhere in this manual, listed below are some other examples where coaching and/or escalated disciplinary action could result. 

  • Violation of any Company policy, procedure or established process.

  • Violation of the law, an established safety, fire prevention, health or security rule of the Company or customer (communicated by written, oral or demonstrated practice).

  • Unsatisfactory work performance.

  • Insubordination: refusing to follow the reasonable expectations and work-related requests of an immediate manager or Supervisor.

  • Unexcused absenteeism, repeated tardiness or other violations of the Company's attendance policy.

  • Job/Post abandonment (leaving early without being relieved and/or failing to directly notify a Supervisor of the need to depart early. Phone messages and/or email are not considered sufficient notification).

  • Malicious, false or derogatory statements or actions related to the Company, another employee or customer.

  • Unauthorized use of, removal of, theft, or intentional damage to the property of the Company, a DPI employee, an independent contractor, or a customer.

  • Threatened or actual physical violence or profane or abusive language.

  • Carrying any weapon or components of a weapon upon Company or customer premises without authorization from the Company, or any other violation of the Company Weapons policy.

  • Use of unauthorized communications devices during work hours (computer, notebook, telephones, text messaging devices).

  • Possession, sale, purchase, distribution, consumption or being under the influence or impaired by alcohol, drugs, or controlled substances on Company/Customer premises or while on Company business or any other violation of the Company drug policy.

  • Refusing to submit to random drug and alcohol testing in accordance with the Company or a customer’s recognized policy and procedure; or refusing to submit to or failure of a worker’s compensation post-accident drug and alcohol test.

  • Unprofessional, discriminatory, harassing and/or abusive conduct toward the public, customer, or fellow employees.

  • Failure to notify the Company of any arrest or charges filed involving the employee. The information is required to comply with customer contracts.

    • Termination decisions are not based on an arrest, without a subsequent conviction or plea of no contest. An arrest, the filing of a disorderly person or criminal complaint, or the return of an indictment against an employee for any alleged wrongful activity may result in an indefinite suspension without pay, subject to discharge depending on the particular circumstances and the offense charged.

    • All employees are obligated to cooperate with the Company by notifying their Supervisor of any arrest or charges filed involving them, to provide and assist the Company in obtaining all relevant information needed to enable the Company to consider the allegation, and to provide current status information on the arrest or allegations as required by the customer.

  • Providing false or misleading information on Company records including the employment application, benefit forms, timecards, expense reimbursement forms, etc.

Nothing in this policy section or any other Company document is intended to:

  • Modify “at-will” employment,

  • Promise progressive discipline or disciplinary counseling,

  • Promise notice in circumstances where the Company considers immediate termination or discipline to be appropriate.

@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021 - The DPI policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.