Termination Policies / Progressive Discipline

During an employee’s employment, Northeast Data reserves the right to terminate the individual for any reason without cause or explanation.

Employees can be terminated due to poor work performance, disciplinary problems, alcohol/drug abuse, unexcused absences, failure to follow company procedure, etc.

Any employee who is terminated will receive a letter of termination, created by the manager and Human Resources department, which will outline the reason for termination. This letter will become a part of your personnel file.

Any employee can be warranted for immediate termination for any of the following reasons:

• Criminal Felony Convictions.
• Unsafe Work Practices – Causing Injury.
• Alcohol / Drug Abuse.
• Submitting fraudulent hours.
• Using personal cell phone on company time
• Purchasing materials without approval.
• Using the Company Credit Cards for personal use.
• Using the Company Accounts for personal use.
• Driving any company vehicle without a valid driver’s license
• Not reporting Traffic Violations / Accidents.
• Using a company issued vehicle or rental for personal usage without prior authorization.
• Using the internet for personal usage.
• Using a company computer for personal usage.

Note: These kinds of termination should be acted upon immediately. These employees should be placed on an unpaid suspension until a determination can be made regarding the termination decision.

The following policy should be followed when terminating any employee from employment at Northeast Data.

During an employee’s 90-day Probationary Period, Northeast Data reserves the right to terminate the individual for any reason without cause or explanation.

Employees may be terminated for any of the following reasons:

• Poor Performance
• Termination for Cause
• Excessive Absence
• Excessive Lateness
• Excessive Lying
• Excessive Outbursts/Fighting
• Alcohol/Drug Abuse
• Misuse of company property
• Violation of company rules

The following steps must be administered when terminating an employee who applies to any of the above termination reasons. Northeast Data reserves the right to change this procedure.

1. The manager must be certain that he/she has documented that the employee had been advised of performance deficiencies / violated company policy / jeopardized the company or fellow employees.

2. The manager must be certain that he/she has given a reasonable amount of time to correct the deficiencies.

3. The manager must be certain that he/she has documented that the employee has failed to make the necessary corrections.

4. The manager must be certain that he/she has placed the employee under the Progressive Discipline Policy.

5. The manager must complete the employee separation form by Clicking Here

6. The manager, with the Human Resource Department must administer a letter of termination and conduct at termination meeting. The letter of termination shall outline the reason for the termination. This letter shall be placed as a part of the employee’s personnel file and mailed to the employee’s home.

Progressive Discipline Policy

The following discipline procedures shall be followed for all employees displaying poor work performance, or for any Northeast Data rule/regulation violation not subject to immediate termination.

Offense # 1 - Verbal Warning - (No employee signature needed)

• Must be documented by the manager and saved to the server / sent to employee and sent to Human Resources.

Offense # 2 - Written Warning – (Must be signed by employee / manager)

Note: Written warnings will also include email notices sent to employees via email.

Offense # 3 - Last Chance Performance Agreement + 1 week suspension from employment without pay – (Must be signed by employee / manager)

Note: Northeast Data reserves the right to not suspend the employee from employment if it will affect the business.

Note: Failure to comply to issues described in this document by agreed date will result in an unconditional job termination of the employee in question.

Offense # 4 - Immediate Termination – (See Termination Meeting)

Note: All disciplinary warnings will have an expiration date of 6 months from the date the warning was written. If any violation occurs later, it will start the process again with a first offense.

Note: Management may opt to enact the immediate termination policy at any time for any rule violation.

Termination Meeting

Successful termination meetings are carefully planned. Planning and preparation for a termination meeting will include the employee’s manager to complete the following:

1. Reviewing the employee’s personnel file and any documentation from previous disciplinary discussions.

2. Planning what to say to avoid saying something later regretted.

3. Making other superiors aware of the reasons for termination and plan the termination date.

4. Having the Northeast Data Termination Checklist present at the termination meeting and completing it fully. (See attached Termination Checklist)

5. Preparing a written termination notice prepared in advance, and making sure it includes any required insurance or benefit notices.

6. Having a witness (i.e. manager) to the meeting.

7. Notifying the employee why he/she is no longer working for Northeast Data.

8. Informing the employee that the decision is final and the date that the termination will be effective.

9. Letting the employee know what benefits are available.

10. Giving the employee the written termination notice that was prepared prior to the termination meeting. (Note: if the employee is being terminated because he/she has failed to come to work as required, this notice shall be sent via mail to the employee.)

11. Notifying when he/she will be receiving his/her final paycheck.

12. Any post discussions after employee termination will be documented with Human Resources and saved to the employee file.

Note: Northeast Data reserves the right to modify this policy.

Note: Northeast Data reserves the right to modify this policy at any time.