STEP	WHO	WHEN	INFO TO USE	WHAT TO DO	RESULTS
1	Anyone	Upon believing that an employee has violated a TOP	Own observations; other evidence deemed relevant	Present the evidence of an employee's violating a TOP to that employee's  supervisor or manager (possibly using the HR Manager as an intermediary).	Management informed of belief that policy has been violated.
2	Any supervisor or manager of an employee who has  violated a TOP	Upon notification  his/her employee has violated a TOP	Evidence deemed relevant; TOP in question; Employee's personnel file	Verify a violation has occurred by reviewing evidence and investigation; assuming a violation is verified initiate a TOP Violation Notification; work with Human Resources to determine if this is the employee's first violation of the TOP within the last year or is it a repeat violation	Verification made; TOP Violation Notification form initiated; determination made as to isolated or repetitive violation of the specific TOP

FOLLOW STEP 3a, 3b, 3c OR 3d DEPENDING ON THE NUMBER OF TIMES THIS EMPLOYEE HAS VIOLATED THE SAME TOP*

3a	Supervisor or manager of an employee who has violated a TOP	First violation within a year	Own observations; other evidence deemed relevant; TOP Violation Notification form	Review specific TOP with employee and inform him/her where the violation has occurred; coordinate additional training for employee if deemed necessary (refer to TOP-TRECS); if within the last year the employee had received documented training where the violation occurred (refer to Step 3B), complete TOP Violation Notification form and forward to HR Manager	Employee made aware of TOP violation and given additional training if needed; TOP Violation Notification form forwarded to HR Manager
3b	Supervisor or manager of an employee who has violated a TOP	Second violation within a year	Own observations; other evidence deemed relevant; TOP Violation Notification form	Review repeated violation with employee; coordinate and document training or disciplinary action plan as deemed necessary; require employee to sign Top Violation Notification form; advise employee that a third offense within a year's period will result in immediate suspension for three days without pay; forward form to HR Manager.	Employee notified of violation; additional training for employee coordinated and conducted; employee warned third offense will result in immediate suspension for three days without pay; TOP Violation Notification form forwarded to HR Manager.
3c	Supervisor or manager of an employee who has violated a TOP	Third violation within a year	Own observations; other evidence deemed relevant; TOP Violation Notification form	Review repeated violation with employee; suspend employee for three days without pay; require employee to sign TOP Violation Notification form; advise employee a fourth offense within a year's period will result in immediate termination; forward form to HR Manager.	Employee suspended for three days without pay; employee warned a fourth offense will result in immediate termination; TOP Violation Notification form forwarded to HR Manager.
3d	Supervisor or manager of an employee who has violated a TOP	Fourth violation within a year	Own observations; other evidence deemed relevant; TOP Violation Notification form	Coordinate with Human Resources to terminate employee; forward form to HR Manager.	Employee terminated for repeated violations of TOP; TOP Violation Notification form forwarded to HR Manager.
4	HR Manager	Upon receipt of TOP Violation form	TOP Violation Notification form; Employee's personnel file	Verify that the procedure for enforcing the TOP has been properly executed, if not report to QA Manager; file form in employee's personnel file	TOP-ENFRC verified as having been properly executed; history of TOP violation maintained in employee's personnel file

* Similar violations of different TOPs may be grouped together as if they were a single TOP if so authorized by the CEO or  President.