Last Chance Agreement
pgcmls
3 Posts
I'm looking for suggestions on how to word a Last Chance Agreement. I've included the violations, previous disciplinary actions taken, impact on office and organization, etc. etc.
Do you forsee any problems with ending the memo with the following before the signature line?
I understand that failure to abide by these terms will result in termination of employment. I also understand that failure to agree to this Last Chance Agreement will result in immediate termination.
Thanks for your input.
Do you forsee any problems with ending the memo with the following before the signature line?
I understand that failure to abide by these terms will result in termination of employment. I also understand that failure to agree to this Last Chance Agreement will result in immediate termination.
Thanks for your input.
Comments
Good wishes for everyone this week-end, be safe and we will read about you next week on the forum.
PORK
>involved or not. If you are simply putting a
>person on probation, clearly state what the
>problems are and what you expect. Give a time
>frame for improvement. Make it clear what will
>happen if the required improvement does not take
>place. When a union comes in, it is a different
>issue. It must be clear that the employee was
>represented, that he or she does not deny the
>wrong behavior, that something of value
>(continued employment) is being given, what
>exact conditions the employee must meet, who is
>to be the judge of whether such conditions have
>been met, and the penalty if conditions are not
>met.
We are a union shop. When an ee is given a written warning, we state what the problem, what is expected of the ee and the consequences of not complying. The shop steward is always present. All we ask is that the ee sign that they have received the warning. If they refuse, we note the refusal on the form and that the shop steward is present. If within 5 days the ee wants to file a grievance with union, they can but they have to have lost something (wages, seniority, their job) because the grievance procedure requires them to ask for it back.
I agree with previous folks. You are not asking the employee if they agree, only if they got it. If they refuse to sign, you can have it witnessed taht employee refused to sign. I have never done it, (released someone when they refuse to sign) however have been told by unemployment that this is subordination and can dismiss immediately.
Also, make sure that you give the employee the opportunity to reply, if they wish to do so.
E Wart
I'm a little confused about what a last chance agreement is. I thought it meant that you could fire the guy right now but you're giving him one last chance, only if he agrees to the conditions in the agreement, like extra drug tests. If he doesn't agree to the extra restrictions, he's gone.
But some of you seem to be talking about what I'd call a final warning. If he doesn't sign it, he still has a job.
Are we talking about two different things? I never dealt with these because I've always had perfect employees. x:D
James Sokolowski
HRhero.com
I don't care for this and wish that every supervisor and manager would start with the discipline system and follow-it through to the end, which is a termination rather than "a last chance agreement"! My feet do not follow the daily activity of the production group of managers, so who am I to tell the manager he/she is about to add a discipline step into the company policy for discipline. If it works for the manager then great. If it works for the ee then great. If it works for the company then great, and I will get it published in our policy and procedures manual, the Employee Handbook.
PORK