Disciplinary Action
Termination
Termination may occur in the event of employee misconduct or failure to meet job expectations. Valid reasons for termination include but are not limited to the following:
Lying: Intentionally providing false information to the company or colleagues.
Involvement in anything illicit: Engaging in illegal activities that are detrimental to the company's reputation or operations.
Harassment: Engaging in any form of harassment, including but not limited to sexual harassment, bullying, or discrimination.
Lack of work: Consistently failing to fulfill job responsibilities or a significant decline in work performance.
Misuse of company resources: Inappropriate or unauthorized use of company assets, equipment, or resources.
Bad mouthing staff or the company as a whole: Engaging in negative or derogatory speech about colleagues or the company.
Poor quality of work: Consistently producing work that does not meet the required standards or expectations.
Lack of dedication: Demonstrating a lack of commitment or effort towards job responsibilities.
Inadequate results: Failing to achieve the expected results or goals outlined in job responsibilities.
Paid/Unpaid Leave
The specific policies and guidelines regarding paid and unpaid leave can be found in the resources provided by Ben. Employees are advised to consult these resources for detailed information on leave entitlements, procedures, and requirements.
Removal of Power/Authority
In the event an employee is placed on leave or terminated, all Juiced accounts associated with the employee will be immediately suspended. After 30 days following termination, the data on those accounts will be permanently deleted. If an employee is currently on leave, access to the data on their accounts will be granted as necessary for business purposes.
It's important to note that this policy is a general guideline and may be subject to specific procedures or considerations based on the circumstances. Employees are encouraged to consult the provided resources or seek clarification from the appropriate department or supervisor for further details on disciplinary actions or related matters.
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