1.1 - DEMOTIONS AND TERMINATION
WENN reserves the right to redeploy employees / demote employees. While not an exhaustive list, the following examples may lead to disciplinary action up to and including termination.
- Failing to meet company rank responsibility.
- Failing to meet company delegated tasks/responsibilities.
- Failing to meet requirements after the Performance Management Meeting.
- Failing to meet requirements after Written Warning.
- Absence without Official Leave approved
- Failing to meet company rank responsibility
- Failing to meet company delegated tasks/responsibilities.
- Failing to meet requirements after the Performance Management Meeting.
- Failing to meet requirements after Written Warning.
1.2 - HOUR WARNINGS
If an employee does not meet their weekly hour requirements, a note will be left on their personnel file.
- Management and above are expected to work 5 hours a week; all other employees are expected to work 3.
- Every rank above Junior Staff can receive a total of 3 hour warnings in a row before being terminated. Junior Staff and Trainees may be let go without warning if they fail to meet hour requirements.
- In the event you are unable to complete your hour requirements, you are expected to to fill out a Leave of Absence no later than Wednesday of that week here.
1.3 - DIVISIONAL REQUIREMENT WARNINGS
If an employee does not meet their weekly divisional requirements, a note will be left on their personnel file.
- Divisional requirements can be found here.
- Every rank above Junior Staff can receive a total of 3 divisional warnings in a row before being terminated. Junior Staff may be let go without warning if they fail to meet divisional requirements.
- In the event you are unable to complete your divisional requirements, you are expected to reach out to the Divisional Head via e-mail with your reasoning no later than Wednesday of that week.
1.4 - DISCIPLINARY ACTIONS
While hour requirements and divisional requirements exist to hold our employees accountable, there may be times where unprofessional conduct occurs outside of these, which is where Disciplinary Actions come into effect. Disciplinary Actions can be issued by anyone in Management or above.
Disciplinary Actions may be one of the following types:
If any employee feels they have been wrongly disciplined they must file a Company Commendation/Complaint Form which will be reviewed by the HR Department and Executive Command until they can either uphold or overturn the action taken.
Disciplinary Actions may be one of the following types:
- Verbal Guidance - Management speaks with an employee on how to improve performance. This is a minor occurrence and is not logged on the employee record.
- Written Warning - Management sends a written warning to the employee which outlines a mistake made and how to correct it for the future. This is logged on the employee record.
- Dock of Pay - Management submits a request to a Human Resources Manager for a portion of pay to be docked from employees' next salary as a result of breach of company policy.
- Suspension - Management suspends the employees ability to log hours or use company equipment in any capacity due to a major policy breach.
- Termination - Management terminates employment of the individual due to being unable to meet company expectations.
If any employee feels they have been wrongly disciplined they must file a Company Commendation/Complaint Form which will be reviewed by the HR Department and Executive Command until they can either uphold or overturn the action taken.