SECTION 6

 

disciplinary policy for safety violations

 

1.         Purpose

 

To establish a disciplinary policy for willful violations of SMC, customer, OSHA or other governing agency's rules or requirements.

 

2.         General

A verbal warning is issued with the employee orientation. The orientation is the employee’s verbal warning. The supervisor giving the orientation will document the verbal warning.

 

The second warning for any offense will be a written warning.  Any employee may be suspended up to 3 days without pay as a result of a written warning.

            A third warning for any offense will result in termination.

 

For serious violations, those that may cause serious injury, damage or death, the supervisor may terminate that individual on the first violation.

 

            The safety department can terminate any employees who violate policies and procedures that are covered in:

           

            1.   SMC's general safety rules.

            2.   Any specific published customer safety rules.

3.   Any specific requirements outlined in the OSHA standards, either 29 CFR 1926 (Construction) or 29 CFR 1910 (General Industry).

      4.   Any specific regulatory agency requirements having jurisdiction.  Mine Safety and Health and DOT, for example.

      5.   Any specific standards that might be referenced in OSHA, ANSI and NFPA, for example.

 

Should an individual accumulate more than three (3) written warnings for separate offenses in a 12-month period, that the project superintendent, project manager and safety coordinator will evaluate individual’s employment with SMC.  Any employee terminated at the direction of the safety department or for safety violations shall not be considered for future employment without the safety department’s approval.  The separation notice shall read “Violation of safety rules.  Not eligible for rehire without approval of the safety department.”

STANDARD MAINTENANCE COMPANY, LLC

 

EMPLOYEE REPRIMAND RECORD

 

Please Print or Type All Information

1.   Employee's Name:	2.   Social Security No:	3.   Employee Badge       No:	4.   Date of Reprimand:
5.   Department/Project       Name:	6.   Position/Craft       Title:	7.   Length of Service:	8.   Time in Present       Position:
THE FOLLOWING ARE BRIEF STATEMENTS OF EMPLOYEE'S ACTION (S) GIVING CAUSE TO THIS WRITTEN REPRIMAND, AND SUGGESTED ACTION (S) FOR AVOIDING ANY RECURRENCE IN THE FUTURE.
9.   What is employee being reprimanded for? (Give details of incident(s) requiring this disciplinary action.)
10.        What policy/procedure or other conduct rules has been violated?
11.        If conduct is repeated or other disciplinary problems develop, what additional disciplinary action             will likely result?
12.        Supervisor:  Restate for the employee's benefit, the expected performance standards which             must be met in order to correct the problem.
13.  Has employee been warned about this action       before? �  No � Yes If yes, how?  � Written � Verbal		14.  By whom?       (Name/badge no)	15.  Date of warning
16.  Supervisor's Name-Position		17.  Supervisor's Signature, Badge No., Date
18.  Employee's Comments (Employee may use attachment if necessary.)
My signature hereupon does not necessarily signify my agreement with the above but attests that I have read and understand the serious nature of this report.  A repetition of this action or other acts of a similar nature may result in a more serious corrective action and/or termination of employment.		19.  Employee's Signature, Date
20.  Review by Manager

            First Copy to Employee Second Copy to Field Record Third Copy to Home Office