17 progressive discipline and may discipline or terminate employees who violate the rules of conduct, or where the quality or value of their work fails to meet expectations at any time. Again, any attempt at progressive discipline does not imply that your employment is anything other than on an "at-will" basis. In appropriate circumstances, management will first provide you with a verbal warning, then with one or more written warnings, and if the conduct is not sufficiently altered, eventual demotion, transfer, forced leave, or termination of employment. Your Manager will make every effort possible to allow you to respond to any disciplinary action taken. Understand that while the Company is concerned with consistent enforcement of our policies, we are not obligated to follow any disciplinary or grievance procedure and that depending on the circumstances, you may be disciplined or terminated without any prior warning or procedure. ESCALATION PROCESS Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her job description or as otherwise established. If an employee fails to perform to expectations, the company reserves the right to take corrective disciplinary action. The company adheres to a disciplinary procedure called the 3/3/3 Performance Plan. This plan allows for proper coaching of employees when management is presented with performance issues. 3/3/3 Performance Plan Before employees are terminated for any reason other than gross misconduct, they will be given the opportunity to improve their performance. Similar to a three-strike rule, with the 3/3/3 Performance Plan, employees will have needed to underperform several times before being terminated. 3 minor infractions = 1 written warning 3 written warnings = termination 3 months is the duration of time that warnings remain open and active Depending on the severity of the situation, the company may utilize such measures as verbal warnings, written warnings, unpaid suspensions and terminations. While progressive discipline measures are used when appropriate, the company does not guarantee that one form of action will necessarily precede the other; in certain situations, immediate termination without any prior or progressive discipline is the appropriate action. Some examples of conduct that may result in disciplinary action include: insubordination, poor attendance, poor performance, the use or sale of alcohol or controlled substances on company property, during working hours or while engaged in company activities, violation of the harassment, safety or weapons and violence policies, or other disrespectful or inappropriate behavior. This list does not include all possible offenses, and violations will be treated on a case-by-case basis. 5.3 Exit Interview You may be asked to participate in an exit interview when you leave New England Security. The purpose of the exit interview is to provide management with greater insight into your decision to leave employment; identify any trends requiring attention or opportunities for improvement; and to assist the Company in developing effective recruitment and retention strategies. Your cooperation in the exit interview process is appreciated.
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