Discipline

Grounds for Disciplinary Action

Dow Aero (“Company”) reserves the right to discipline or terminate any employee who violates Company policies, protocols, or practices. Poor work performance and misconduct are also grounds for disciplinary action, up to termination of employment.

The following actions are unacceptable and considered grounds for disciplinary action. This list is not comprehensive; rather, it is meant merely as an example of the types of conduct that the Company does not tolerate. These actions include, but are not limited to:

  • Engaging in acts of discrimination or harassment in the workplace;

  • Possessing or distributing illicit controlled substances;

  • Being under the influence of a controlled substance or alcohol at work, on Company premises, or while engaged in Company business;

  • Unauthorized use of Company equipment, devices, or assets;

  • Damage, destruction, or theft of Company assets, equipment, devices, or other property, along with customer parts;

    • Includes smacking, hitting, slamming, and/or throwing items.

  • Removing company assets without prior authorization or disseminating Company information without authorization;

  • Theft of employee-owned property;

  • Falsification, misrepresentation, or omission of information, documents, and records;

  • Lying;

  • Insubordination or refusal to comply with directives;

  • Failing to adequately perform job responsibilities;

  • Excessive or unexcused absenteeism or tardiness;

  • Disclosing confidential or proprietary Company information without permission;

  • Illegal or violent activity;

  • Falsifying injury reports or reasons for leave;

  • Possessing unauthorized weapons on premises;

  • Disregard for safety and security policies/procedures;

  • Engaging in any temper-tantrum behavior or actions;

  • Disparaging or disrespecting supervisor, manager, and/or coworkers;

  • Clicking or selecting of malicious links or attachments in emails;

  • Any other action or conduct that is inconsistent with Company policies, procedures, standards, or expectations; and

  • Repeat occurrences of unacceptable behavior or conduct.

This list exhibits the types of actions or events that are subject to disciplinary action. Again, it is not intended to indicate every act that could lead to disciplinary action. A direct/indirect manager and/or Human Resources representative reserves the right to determine the severity and extent of any disciplinary action based on the circumstances of each case.

Types of Disciplinary Action

Disciplinary action is any number of options used to correct unacceptable behavior or conduct. In no particular order disciplinary action may take the form of informal or formal warnings, suspension, demotion, or other disciplinary action. Any course of action will be determined by appropriate Company management, officials, and/or Human Resources representatives. The following are brief overviews of the Company’s disciplinary action types; this is not all-inclusive or intended to provide strict interpretation.

Informal Warning

An informal warning will be presented, whether verbal or in writing (e.g. email, instant message, etc.), by a direct or indirect manager and/or from a Human Resources representative. Employee should be advised of the following when given an informal warning:

  • Reason(s) for the informal warning;

  • Date and time of incident(s) that lead to the informal warning; and

  • Details on how to prevent further disciplinary action.

The parties involved in directly notifying an employee of an informal warning are expected to record their accounts leading up to, during, and after the notice of an informal warning has been provided to an employee. These accounts should be added to the employee’s Notes tab, which can be found within their employee profile on the Company’s Human Resources Information System (“HRIS”), BambooHR.

Formal Warning

A formal warning, a.k.a. written warning or write-up, is handled similarly to an informal warning with the inclusion of a Formal Warning Record. An employee will be notified, whether verbally or in writing (e.g. email, instant message, etc.), of an impending formal warning. This notice may come from a direct or indirect manager and/or from a Human Resources representative.

A Formal Warning Record is prepared and submitted through the Company’s Human Resources Information System (“HRIS”), BambooHR. Either the direct or indirect manager or the Human Resources representative initiating the formal warning shall create a Formal Warning Record using the Request a Signature feature within the HRIS. Upon proceeding with the Request a Signature feature, the person initiating the request will be required to:

  • Choose the appropriate reason(s) that fits with the unacceptable behavior or conduct;

  • Provide the reasoning for the formal warning;

  • Include a date and time of incident(s) that lead to the formal warning; and

  • Details on how to prevent further disciplinary action.

Once completed and signed, the Formal Warning Record’s initiator will select Confirm Signature, which will then send the record to be reviewed by the highest ranking Human Resources official with the Company. It is also important that the initiator add details that may have not been appropriate to be provided on the Formal Warning Record (e.g. witnesses, opinions, etc.) in the employee’s Notes tab which can be found within their employee profile on the HRIS. These details should be added ahead of or promptly after creating the Formal Warning Record.

Once received by the highest ranking Human Resources official at the Company, the Formal Warning Record will be reviewed promptly. This review process can include the following:

  • Confirm details about unacceptable behavior or conduct is included;

  • Consulting with the employee, direct or indirect managers, or any other involved party (whether direct or indirect) to corroborate incident(s);

  • Examining supporting evidence; and

  • Verify that the formal warning is justified for unacceptable behavior or conduct.

Employees will be allowed to add an optional comment to the Formal Warning Record to formally explain their accounts of the incident(s) that lead to disciplinary action. Employees are required to sign any Formal Warning Record issued to them. In signing, employees are simply acknowledging receipt of the Formal Warning Record; employees are not expressing their guilt or innocence regarding the incident(s) described in the Formal Warning Record. Regardless, employees are to follow expectations identified in the Formal Warning Record to avoid further disciplinary action; includes engaging in other unacceptable behavior or conduct that is outside the scope of the formal warning. Refusal to sign the Formal Warning Record, as with any repeat occurrence(s) or engaging in other unacceptable behavior or conduct, can lead to additional disciplinary action including up to immediate termination of employment.

Upon completion of the Formal Warning Record from all parties, this record will be stored in the Disciplinary Action folder of the employee’s Documents tab, which is within their employee profile as part of the Company’s HRIS. This records will remain accessible to the employee throughout the term of employment, the current employee’s direct and indirect managers, and appropriate Human Resources department personnel. Human Resources will also record the incident in the employee’s Disciplinary Action table, which can be found in their Job tab of the Company’s HRIS.

Demotion and Pay Rate Reductions

A demotion may come in the form of job position/task reduction and a decrease in compensation. Demotion is most common a result of poor job performance, or repetitive and/or severe disciplinary action. Employees may receive a Employee Demotion Record and will receive council from the employee’s direct/indirect manager and/or Human Resources.

Suspension

A suspension based on disciplinary action will be enforced without pay; paid time off (PTO) will not be authorized and holidays will not be paid during this event. Suspensions can either be initiated with a predetermined end date or may be labeled as indefinite until an investigation can be completed or until proper disciplinary action can be determined. Suspensions can be a result of, but not limited to drug and/or alcohol abuse, harassment, or other serious/repeat occurrences of unacceptable behavior or conduct. Suspensions will involve the use of the Company's Employee Suspension Record and will be processed by either the direct or indirect manager initiating the record, along with Human Resources.  

Employees who return to duty following a suspension will be required to complete a Formal Warning Record where final remarks will be presented, including details on avoiding future disciplinary action.

Select here for the Company’s progressive disciplinary action protocol >

Questions or Concerns

Any employee or manager that has questions, concerns, or any other matters related to an impending or executed disciplinary action may visit with Human Resources confidentially for an in-person meeting or via any of the following methods:

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