MM_Employee_Handbook_US (1)_organized

DISCIPLINARY PROCESS & PROCEDURES

PROGRESSIVE DISCIPLINE Outlined below are the steps of our progressive discipline policy and
procedure. Magic Memories reserves the right to combine or skip steps in
Every Team Member has the duty and the responsibility to be aware of this process depending on the facts of each situation and the nature of the
and abide by existing rules and policies. Team Members also have the offense. The level of disciplinary intervention may also vary.
responsibility to perform his/her duties to the best of his/her ability
and to the standards as set forth in his/her job description or as • Some of the factors that will be considered are:
otherwise established.
• whether the offense is repeated despite coaching;
Magic Memories supports the use of progressive discipline to address
issues such as poor work performance or misconduct. Our progressive • counseling and/or training;
discipline policy is designed to provide a corrective action process
to improve and prevent a recurrence of undesirable behavior and/or • the Team Member’s work record; and
performance issues. Our progressive discipline policy has been designed
consistent with our organizational values, HR best practices • the impact the conduct and performance issues have on our
and employment laws. organization.

THE FOLLOWING OUTLINES MAGIC MEMORIES’ PROGRESSIVE DISCIPLINE PROCESS:

VERBAL WARNING WRITTEN WARNING PERFORMANCE IMPROVEMENT PLAN

A Supervisor verbally Written warnings are used for behavior Whenever a Team Member has been involved in a disciplinary situation that has not been
counsels a Team or violations that a Supervisor readily resolved or when he/she has demonstrated an inability to perform assigned work
Member about an
considers serious or in situations responsibilities efficiently, the Team Member may be given a final warning or placed
issue of concern, and when a verbal warning has not helped on a performance improvement plan (PIP). PIP status will last for a predetermined
a written record of the change unacceptable behavior. Written
discussion is placed in warnings are placed in a Team Member’s amount of time not to exceed 90 days. Within this time period, the Team Member must
the Team Member’s file personnel file. Team Members should demonstrate a willingness and ability to meet and maintain the conduct and/or work
requirements as specified by the Supervisor and the organization. At the end of the
for future reference. recognize the grave nature of the
written warning performance improvement period, the performance improvement plan may be closed or,
if established goals are not met, dismissal may occur.

Magic Memories reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including oral and written warnings,
suspension with or without pay, demotion and discharge.

© Magic Memories 2017 Page 66

DISCIPLINARY PROCESS & PROCEDURES

PERFORMANCE MANAGEMENT

If we believe that you are failing to meet the required standard of your position and you are performing poorly we may start a performance
management processes.

THE FOLLOWING IS AN OUTLINE OF THE PROCEDURE THAT WILL BE FOLLOWED:

You will be At the Together we will At a later date we
invited to a meeting meeting we will agree to a set of will meet again to
identify areas of Performance Standards review your progress
to discuss your concern against and any training/ and decide on what
performance. your performance support required. further action (if any)
expectations and we
will listen to your is required.

explanations.

© Magic Memories 2017 Page 67

ACKNOWLEDGMENTS

SOFTWARE PURCHASES & RECEIPT & ACKNOWLEDGMENT OF
COPYRIGHT INFRINGEMENT MAGIC MEMORIES TEAM MEMBER HANDBOOK

All software used on Magic Memories computing systems is I have received and read a copy of the Magic Memories Team Member
copyrighted. Software must not be copied unless the relevant license handbook. I understand that the policies and benefits described in it are
agreements allow it. You will not infringe any copyright laws. If you do, subject to change except the at-will policy at the sole discretion of Magic
you will be held personally responsible for any such infringements. Memories at any time.

AT-WILL EMPLOYMENT I certify that I have read the company’s Equal Employment Opportunity
Policy and No Harassment Policy.
I further understand that my employment is at-will, and neither
Magic Memories nor I have entered into a contract regarding the Team Member’s Printed Name:
duration of my employment. I am free to terminate my employment
with Magic Memories at any time, with or without cause. Likewise, the Position:
company has the right to terminate my employment with or without
cause, at the discretion of the company. No Team Member of Team Member’s Signature: Date:
Magic Memories can enter into an employment contract for a
specified period of time, or make any agreement contrary to this FUTURE REVISIONS
policy without the written approval from the CEO.
We reserve the right to revise, modify, delete or add to any and all policies,
DRUG & ALCOHOL ABUSE POLICY
procedures, work rules or benefits stated in this Team Member handbook
I certify that I have read the company’s Drug and Alcohol Abuse
Policy and agree to abide fully by its terms. I understand that as or in any other document, except for the policy of at-will employment.
a condition of my employment, I must notify the company of any
conviction for a drug violation that occurs in the workplace within Any written changes to this Team Member handbook will be distributed
five days after such a conviction. I understand that any violation
of the policy may result in serious disciplinary action, including to all Team Members so that you will be aware of the new policies or
immediate termination.
procedures. No oral statements or representations can in any way change
© Magic Memories 2017
or alter the provisions of this Team Member handbook. Page 68