employee several times before going to the next step.

This step should be used after a formal oral warning/counseling has been used and the work habit or behavior has still not been corrected. It is considered the second step in the progressive process although a supervisor/manager may go directly to this step if the violation/infraction is more serious and warrants such action. A formal letter is issued stating what rule was violated or describing the unsatisfactory job performance; the area needing improvement; the desired improvement needed; what the plan of corrective action will be; the date of completion; and, the consequences of not correcting the problem. Again, a discussion should be held in private with the employee to review the contents of the letter. The employee is asked to sign the letter and a copy is given to him or her and another copy is placed in his or her personnel file.

This step is the third step in the progressive disciplinary process. The guidelines in Section 3 will apply.

Suspensions are primarily implemented in cases where the employee must be removed from the work environment to assist the investigation process or occasionally as a sanction. A meeting is held in private with the employee where he or she is given a written letter specifying the reason(s) for the suspension. In addition, it should specify the date and time that the suspension becomes effective. Again, the letter should be signed by the employee with a copy given to him or her and a copy placed in his or her personnel file.

In situations where an investigation reveals that the suspension and corrective action taken against the employee was warranted, a document should be prepared outlining the behavioral changes or corrections that the employee must agree to make upon his/her return to work. In addition, it should state that failure on the employee's part to make the agreed to corrections/changes will result in their termination.

Suspensions must be approved by the appropriate Vice-President.

The department head is required to review the matter with OHR, the appropriate Vice-President, and the General Counsel prior to making a decision to terminate. If a decision to terminate is determined, it must be approved by the Director of HR and the appropriate Vice President. The President will be notified and a meeting with the employee is scheduled.

The meeting should be carefully planned in advance and held in a private office. The department head should have another member of management in the meeting with him or her. The department head may request that OHR be