Overview:  

Removal Process and Guidelines

1.     SASR Removal from Job/Project

It is generally recommended that 2 Formal Coaching’s are administered (Level 1 violations i.e. attendance) prior to job removal to provide the associate with an opportunity to improve.

a.     TC / Support will:

a.     Attempt to call the associate directly to inform them of their removal.

b.     Send a follow up removal email (using ER provided template) and copy Employee Relations on all removals.

c.     ER may reply with questions should any additional support documentation be needed.

2.     Client Requested Removal from Job/Project

1.     TC / Support will:

a.     Attempt to call the associate directly to inform them of their removal.

b.     Send a follow up removal email (using ER provided template) and copy Employee Relations on all removals.

c.     It is SASR standard practice to close out the hotel room the following day (~24 hours) after removal to provide time for the associate to arrange travel. 

2.     AM /Support must:

a.     Forward supporting documentation from the client regarding the reason for removal to Employee Relations.

Ø  Ideally, any performance or attendance related reason should already be documented if there is a SASR lead onsite. Should the Client mention anything that would fall under our Reasonable Suspicion Process as the reason for removal, please notify ER immediately and follow the appropriate process and complete the SASR form for Reasonable Suspicion.

SASR will typically adhere to the following disciplinary process:  

• Coaching’s and Verbal Warnings may be delivered and administered by the onsite lead, while partnering with ER, and Field Managers 

a. Informal Verbal coaching's (for behavior or performance) may be documented via an email note at the time of occurrence, to Employee Relations 

b. Formal Coaching's/Warning due to repeated offense, or attendance. should be documented using the Coaching Form and submitted at the time of occurrence to Employee Relations.  

            c. Employee Relations will review and document actions in all Systems as appropriate.

3. Written Warnings will be delivered and administered by Employee Relations/ Human Resources and in partnership with the onsite or field leadership. 

            a. Employee Relations/HR will copy onsite leadership on disciplinary action presented.  

            b. Employee Relations will document actions in all Systems as appropriate. 

• Final Written Warnings and Terminations will be delivered and administered by Employee Relations/Human Resources and in partnership with onsite or field leadership.  

            a. Employee Relations/HR will copy onsite leadership on disciplinary action presented.  

            b. Employee Relations will document actions in all Systems as appropriate.

These guidelines consist of four levels of unacceptable conduct/behavior/violations (Level 1, 2, 3 and 4) to serve as examples and/or guidelines. The severity of the situation/violation will determine which level of disciplinary action will commence. Each incident or violation must be communicated to ER before any formal warnings/terminations can be administered.   

SASR reserves the right to access each situation individually and escalate disciplinary actions based on all factors and substantial evidence.   

Level 1 Violations  

Examples of a Level ONE violation may include but are not limited to;  

• Repeated late arrival for a scheduled shift  

• Leaving early before end of scheduled shift without notifying lead 

• Not reporting to work in proper dress code 

• Repeatedly returning late from a break or lunch  

• Repeated incidents of not clocking/punching into the job properly  

• Incident of not following proper work procedures  

• Repeated incidents of missed punch 

• Using foul language on the job  

• Unsatisfactory workplace behavior  

Verbal Warning- Given by onsite lead or field leadership. Verbal warnings should be documented to ER to support any discipline.    

Level 2 Violations  

Examples of a Level TWO violation may include but are not limited to;  

• Repeatedly using foul language on the job  

• Repeated No Show – incident of not reporting to assigned job without appropriate notification/cancellation   

• Inappropriate or rude interaction/behavior with a co-worker, client, or customer 

• Continued lack of adherence to service standards  

• Falsely submitting hours worked. Falsification, alteration, or improper handling of Company-related records.  

• Insubordination  

• Repeated occurrences of any violations listed in Level One   

Written Warning- Administered by ER in partnership with field leadership. This level may warrant and support an associate’s immediate removal from a project.   

Level 3 Violations  

Examples of a Level THREE violation may include, but are not limited to;  

• Accidents or incidents involving property damage, horseplay, or injury to an employee, customer, or third party due to negligence. 

• Inappropriate language, aggressive or confrontational behavior, with a co-worker, client or customer which may include yelling, screaming, threatening 

• Obtain 3 or more client blocks within 12 months   

• Repeated occurrences of any violations listed in Levels ONE or Level TWO  

Final Written Warning- Administered by ER. in partnership with field leadership. This level is the last disciplinary action prior to termination. 

Level 4 Violations  

Examples of a Level FOUR violation may include but are not limited to;  

• Repeated unsuccessful disciplinary attempts  

• Behavior/language of a threatening, abusive, and/or otherwise egregious level toward a co-worker, client, vendor, customer or third party.  

• Laying hands on any other person in an aggressive, unwelcome, or inappropriate manner  

• Theft - Verified and documented by the client and includes a first-hand eyewitness statement.

• Unauthorized possession, use, threat of use, or concealment of any weapon  

• Possession, use, sale, manufacture, purchase, or working under the influence of non-prescribed or illegal drugs, alcohol, or other intoxicants  

• Willful safety violations.  

• Violation of Anti-Harassment or Equal Opportunity guidelines as noted in the Employee Handbook.

Termination – Written and administered by ER/HR, in partnership with field leadership. This will separate the associate’s employment from SASR immediately. 

To access the coaching form, please click the link below.

https://zfrmz.com/oRcO2Wu6OThsLQ6gnQPY