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Disciplinary and Termination Policy

Introduction​

Purpose​

The purpose of the WeSalute Discipline and Termination Policy is to establish clear guidelines for addressing Team Member’s conduct or performance issues, maintaining a productive and respectful work environment, and ensuring fair and consistent procedures are followed when terminating a Team Member’s employment.

Scope​

This policy applies to all Team Members of WeSalute and encompasses the progressive disciplinary steps to be followed, including verbal warnings, written warnings, suspension, final warnings, and termination, as well as the rights and responsibilities of both individual contributors and management throughout the disciplinary and termination processes.

Stages of Team Member Discipline and Termination​

Verbal Warning & Corrective Plan​

A verbal warning may be issued for minor infractions or initial instances of misconduct or poor performance. At the first sign that there may be a performance issue or employee misconduct, the Team’s Manager will issue a verbal warning to the Team Member. The verbal warning may take the form of an informal discussion. At this stage, the Manager will ensure the Team Member clearly understands the issue, as well as what needs to be done to resolve it. A corrective plan may be created. Proof of the verbal warning will be sent via DocuSign for the Team Member’s signature.

Written Warning​

If the behavior or performance issue persists, a written warning will be issued, detailing the problem, consequences, and additional steps for improvement. This is to be considered a formal notice to the Team Member and this official documentation will be placed in the employee file. The Manager will meet with the Team Member again. The meeting may include upper management, as well. During this meeting, the parties will review the situation, including the prior verbal warning. The parties will also review the lack of progress on counseling or corrective action plans. New expectations will be set and consequences will be clearly communicated if expectations are not met. With the Written Warning, the Team Member will receive a formal Performance Improvement Plan (“PIP”). Proof of the written warning will be sent via DocuSign for the Team Member’s signature.

Suspension​

Suspension may be utilized during further investigation or as a consequence for severe infractions. Duration of suspension will be determined based on the severity of the offense.

Final Warning​

If the Team Member’s behavior and/or performance does not improve, a Final Warning will be issued, emphasizing the seriousness of the situation and potential consequences, including termination. The Team Member will be given a specified timeframe to correct the issue, with clear expectations outlined.

Termination​

Failure to address concerns outlined in previous disciplinary actions or engaging in egregious misconduct may result in termination of employment.

Termination will be conducted in accordance with company policy and applicable laws, ensuring fairness and respect for the employee.

The decision to terminate will be documented and communicated to the Team Member in writing, including reasons for termination and any applicable notice period.

Employee Rights and Responsibilities​

Employees have the right to be informed of any disciplinary action taken against them and to respond to allegations or concerns. Employees are expected to adhere to WeSalute's policies and standards of conduct, seek clarification when needed, and actively participate in improvement efforts outlined in disciplinary actions.

States with At-Will Termination​

At WeSalute, we prioritize handling employment matters with individual consideration, while also recognizing that certain states uphold the doctrine of at-will employment. This means that, although we typically follow a structured approach involving verbal warnings, written warnings, suspension, final warnings, and termination, the severity of the situation may necessitate skipping certain steps. It's important to note that in states where at-will employment is recognized, employment with WeSalute can be terminated by either party at any time, with or without cause, and with or without notice, unless overridden by an express written contract or applicable state law. We are committed to fairness and transparency in our employment practices, ensuring that both employees and management are aware of the relevant considerations while operating within our company.

Policy Review, Disciplinary, & Responsibility​

Policy Review​

The WeSalute Disciplinary and Termination Policy will be reviewed periodically to ensure effectiveness and compliance with legal requirements and company objectives. Any revisions will be communicated to all Team Members accordingly.

Disciplinary Action​

Team Members who violate this policy may face disciplinary consequences in proportion to their violation. WeSalute Management will determine how serious an Team Member’s offense is and takes the appropriate action.

Responsibility​

Team leaders, Managers, and People Operations are responsible for addressing Team Member conduct or performance issues promptly and fairly, following the outlined disciplinary process.

Team Leaders, Managers, and People Operations must document all disciplinary actions taken, maintaining confidentiality and professionalism throughout the process.