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immediately following the review. <br /> Written Warning <br /> 1. If the unacceptable performance or behavior continues or additional issues arise, the next <br /> step can be a written warning. Certain circumstances, such as violation of a widely <br /> known policy or safety requirement, may justify a written warning without first using a <br /> verbal warning. <br /> 2. The written warning defines the problem and how it may be corrected. <br /> 3. The seriousness of the problem is again emphasized, and the written warning shall <br /> indicate that probation or termination or both may result if improvement is not observed. <br /> Written counseling becomes part of the employee's personnel file, although the <br /> supervisor/manager may direct that the written warning be removed after a period of <br /> time,under appropriate circumstances. <br /> Involuntary Termination <br /> 1. Employees of NSMT are employed on an at-will basis, and the company retains the right <br /> to terminate an employee at any time. <br /> 2. Terminations are to be treated in a confidential and professional manner by all concerned. <br /> 3. The supervisor/manager must assure thorough, consistent and evenhanded termination <br /> procedures. <br /> 4. This policy and its administration will be implemented in accordance with the company <br /> equal opportunity statement. Terminated employees are entitled to receive all earned pay. <br /> 5. This is contingent on return of company equipment. I understand that continued failure to <br /> return equipment may be considered theft by the company or lead to a delay in receiving <br /> or deductions from your last paycheck. <br /> 6. Employment with the company is normally terminated through one of the following <br /> actions: <br /> Dismissal <br /> Involuntary termination for substandard performance or misconduct <br /> Substandard Performance <br /> 1. An employee may be discharged if his or her performance is unacceptable. <br /> 2. The supervisor/manager shall have counseled the employee concerning performance <br /> deficiencies, provided direction for improvement, and warned the employee of possible <br /> 3. The supervisor/manager is expected to be alert to any underlying reasons for performance <br /> deficiencies such as personal problems or illegal drug abuse. <br /> 4. The management team must concur in advance of advising the employee of discharge <br /> action. Documentation to be prepared by the supervisor/manager shall include reason for <br /> separation,performance history, corrective efforts taken, alternatives explored and any <br /> 39 <br />