| 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 |
|
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 |
