Disciplinary Procedure

NB ENVIRONMENTAL SERVICES LTD
DISCIPLINARY
PROCEDURE
DOCUMENT OWNER APPROVED BY DOCUMENT # REVISION # RELEASE DATE
SHANNON MOORE NEIL BENJAMIN
HSSE-PRD-003 1 8th January, 2018

PROCEDURE: DOCUMENT #: REVISION:

DISCIPLINARY PROCEDURE HSSE-PRD-042 1
DOCUMENT OWNER: APPROVED BY: RELEASE DATE: REVIEW DATE:
SHANNON MOORE NEIL BENJAMIN 8th January, 2018 8th January, 2021
TABLE OF CONTENTS
TABLE OF CONTENTS .........................................................................................................................................................................1
1 PURPOSE ...................................................................................................................................................................................2
2 SCOPE .......................................................................................................................................................................................2
3 PROCEDURE ..............................................................................................................................................................................2
4 DISCIPLINARY ACTIONS .............................................................................................................................................................3
4.1 GROUP A ................................................................................................................................................................................... 3

4.2 GROUP B ................................................................................................................................................................................... 4
4.3 GROUP C ................................................................................................................................................................................... 4
5 INVESTIGATION .........................................................................................................................................................................4
6 WARNINGS / SUSPENSION / TERMINATION ..............................................................................................................................5
6.1 STAGE 1: VERBAL WARNING ..................................................................................................................................................... 5

6.2 STAGE 2: WRITTEN WARNING .................................................................................................................................................. 5
6.3 STAGE 3: SUSPENSION/TERMINATION ..................................................................................................................................... 5
7 GRIEVANCE PROCEDURE ...........................................................................................................................................................7
7.1 STEP 1 ....................................................................................................................................................................................... 7

7.2 STEP 2 ....................................................................................................................................................................................... 7
7.3 STEP 3 ....................................................................................................................................................................................... 7
7.4 STEP 4 ....................................................................................................................................................................................... 7
8 TRAINING REQUIREMENTS ........................................................................................................................................................8
9 RELATED DOCUMENTS ..............................................................................................................................................................8
APPROVED BY: NEIL BENJAMIN | HSSE-PRD-042 | REVISION 1 | 8th January, 2018 | PAGE 1 OF 8

1 PURPOSE
The purpose of this procedure is to state NB Environmental Services Ltd (NBESL) position on administering equitable and
consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not
have to be enforced and comes from good leadership and fair supervision at all employment levels.
NBESL’s own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions
are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent
recurrence and prepare the employee for satisfactory service in the future.
2 SCOPE
The procedure is applicable to all employees of NBESL either on staff, contract or casual.
3 PROCEDURE
It is the company’s position that there is implied in every contract of employment an obligation on the employee in
regard to his employment to exercise self-discipline, to respect authority, to perform all duties faithfully, loyally and to
the best of his ability; also to be honest in his dealings with the company, its clients, his colleagues and in his
representation of the company. This would engender orderly, workable, congenial and efficient atmospheres.
When an employee acts in a manner that, in the judgment of the company, is unacceptable or contrary to the best
interests of the company, the employee may be the subject of corrective or disciplinary measures. Such measures are
not intended to inflict punishment, but rather to correct whatever problems may exist and/or to make employees aware
of the importance of abiding by our policies, procedures and standards of conduct and behaviour which we believe are
essential to the well-being of us all. The company believes, therefore, that it is our obligation to clearly communicate
what its response will be to breaches of these policies, procedures and standards of conduct and behaviour.
Breaches have been grouped into three categories in order of the seriousness of the breach with a Group C offence
being the least serious. The frequency and/or seriousness of a problem not satisfactorily corrected will lead to
disciplinary action up to and including termination.
The progressive disciplinary process is intended as a guide to correct unacceptable behaviour. Offences warranting
immediate termination should be referred to the Managing Director by the relevant Line Manager/Supervisor for joint
consideration and for consistency of action. All terminations must be ratified by the Board of Directors.

4 DISCIPLINARY ACTIONS
4.1 GROUP A
The company shall have the right to summarily terminate the employment of a staff member without notice or payment
of compensation in lieu of notice in any of the following events including and not limited to the following:
• If an employee is guilty of dishonesty or misconduct or commits any act which in the opinion of the Company is
likely to bring the Company or any official of the Company into disrepute, whether or not such dishonesty,
misconduct or act is directly related to the affairs of the Company;
• If an employee is discovered to have given or made to the Company any false statement or document testifying
to his/her ability or competence or relating to his/her state of health knowing that such statement or document
is false;
• Theft or unauthorized use of property belonging to or in the possession of the Company, another employee of
the Company or the occupier of premises on which the employee is present by reason of his employment; (An
employee who is party to the above will be disciplined.);
• Willful damage to Company property;
• Falsification of academic qualifications;
• Falsification of any document to obtain a monetary advantage or other benefit;
• Misuse of time recording with intent to deceive the Company;
• Violence on the job including threatening of employees lives.
• Breach of company rules, policies, procedures and regulations relating to Health Safety and Environment at
work which puts at risk the life or safety of the employee/contractor,
• Being at work while under the influence of alcohol or illegal drugs or gambling on Company’s premises during
working hours.
• Disclosure of information relating to NBESL, clients or fellow employees
• Any forms of harassment inclusive of Sexual harassment;
• Failure to disclose business activity/interest which may be in conflict directly or indirectly with the activities or
interest of NBESL
• Any willful breach of Company standing orders, practices, or instructions in respect of the getting and control of
contracts for suppliers of goods/services
• Conducting business other than company business, on company time and using company resources;
• A serious failure to perform satisfactorily the duties of the job resulting in substantial financial loss or damage to
the Company.
• Gross negligence
• Gross insubordination
• Clocking of another Employee’s clock card.
In any event, termination will not occur until after full recourse to standard grievance procedures, but the Company
reserves the right to suspend the staff member during such period. Suspension pending investigation shall be with pay.

4.2 GROUP B
Offences which do not fall within Group A will not normally result in termination without prior warning. Disciplinary
action falling short of termination may be taken for less serious offences.
Termination however will not occur before full recourse to standard grievance procedures.
• Lack of courtesy to a member of the public, or a member of staff.

• Persistent tardiness/unpunctual arrival for work
• Receiving two (2) consecutive “Unsatisfactory” Annual Performance Ratings
• Absence from work during working hours without permission.
• Behaviour liable to bring the Company into disrepute.
• Behaviour not conducive to good order of working relationships.
• Refusal to carry out and/or willful disregard of the reasonable instructions of a supervisor
• The use of inappropriate/abusive language
• Discrimination against fellow employees, clients or job applicants because of their race, religion, ethnic origin,
gender, sexual orientation and marital status.
• Poor standard of work and/or performance of work, or inadequate attention to work;
• Disruption of the work of others;
• Négligence
• Insubordination or promoting in-subordination;
4.3 GROUP C
In certain circumstances minor offences committed by employees will result in verbal warnings only. Repetition of an
offence despite verbal warnings will result in a written warning and if repeated after a written warning may result in
termination after due process under the Disciplinary Procedure
5 INVESTIGATION
When it appears that an employee may have committed an offence, the employee’s immediate supervisor and the
Managing Director will investigate the circumstances of the case. That supervisor shall give an opportunity to the
employee to explain the circumstances surrounding the alleged offence. No investigation may be carried out by an
employee’s supervisor if that supervisor is directly involved in the circumstances surrounding the offence. In that event,
the Managing Director will conduct the investigation.

6 WARNINGS / SUSPENSION / TERMINATION
6.1 STAGE 1: VERBAL WARNING
If after investigation, it has been established that the employee has committed an offence which warrants a verbal
warning to the employee, this offence is considered a Group C Offence
6.2 STAGE 2: WRITTEN WARNING
If after up to (3) three months of the verbal warnings the employee’s performance or conduct continues to be
unsatisfactory, a written warning will be issued to the employee. The written warning will indicate that if no
improvement is recorded within a further reasonable period, the employee will be subject to disciplinary action not
excluding suspension or termination.
A copy of the Warning letter will be placed on the employee’s file. This offence can be considered serious and is higher
than a Group C offence.
6.3 STAGE 3: SUSPENSION/TERMINATION
If the unsatisfactory conduct or performance has not substantially improved at anytime within a period of up to (3)
three months of the written warning, disciplinary action may be taken against the employee not excluding suspension or
termination. A copy of the Suspension notice will be placed on the employee file.
The foregoing list of violations affecting discipline is primarily presented here by way of illustration and shall not be
deemed to exclude the Company’s right to discipline employees for other just cause. Additionally, the above penalties
can be varied, depending on the circumstances.
An employee may be suspended if he is suspected of committing a serious offence. Suspension will continue until an
investigation is completed.
All infractions are applicable to the client’s facilities or on the job site accordingly.

TABLE 1: Classification of Breaches
Suspension/Termination Written Warning Verbal Warning

Group A Offences Group B Offences Group C Offences
Gross negligence/ insubordination Persistent Includes minor offences
tardiness/unpunctual arrival committed by the employee
for work
Dishonesty or serious misconduct in Absenteeism
the opinion of the Company
Theft and willful damage to property Use of inappropriate/abusive

language
Violence on the job/threat to Negligence

employees lives
Breach of HSE rules & regulations Refusal to carry out
instructions by
Supervisor/Management
Sexual Harassment Lack of courtesy to member
of public/staff
Use of illegal drugs/alcohol on the
job
The above list is not exhaustive.

7 GRIEVANCE PROCEDURE
Grievances shall be settled in the following manner:
7.1 STEP 1
The employee or group of employees shall within two (2) working days after the occurrence of the event giving rise to
the complaint, seek redress by submitting a written complaint to the appropriate Line Manager.
7.2 STEP 2
The appropriate Line Manager/Supervisor shall investigate and reply in writing within the next three (3) days.
7.3 STEP 3
Should the employee/s remain dissatisfied with the outcome of Step 2, the employee must do so in writing to the
Managing Director giving the reasons for dissatisfaction. The Managing Director shall conduct an independent
investigation and reply to the employee/s within three (3) working days.
7.4 STEP 4
Failing to reach a satisfactory solution, the employee/s may within three (3) working days following the reply or lack
thereof, refer the matter in writing to the Directors who shall investigate and reply in writing within ten (10) working
days.

8 TRAINING REQUIREMENTS
Training Audience Duration

NBESL Disciplinary Procedure All Staff 1 hr.
9 RELATED DOCUMENTS
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Non Conformance Report HSE-F-042 Form

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NB ENVIRONMENTAL SERVICES LTD

DOCUMENT OWNER APPROVED BY DOCUMENT # REVISION # RELEASE DATE

SHANNON MOORE NEIL BENJAMIN

HSSE-PRD-003 1 8th January, 2018

PROCEDURE: DOCUMENT #: REVISION:

TABLE OF CONTENTS .........................................................................................................................................................................1

4 DISCIPLINARY ACTIONS .............................................................................................................................................................3

4.1 GROUP A ................................................................................................................................................................................... 3

6 WARNINGS / SUSPENSION / TERMINATION ..............................................................................................................................5

6.1 STAGE 1: VERBAL WARNING ..................................................................................................................................................... 5

7 GRIEVANCE PROCEDURE ...........................................................................................................................................................7

7.1 STEP 1 ....................................................................................................................................................................................... 7

8 TRAINING REQUIREMENTS ........................................................................................................................................................8

9 RELATED DOCUMENTS ..............................................................................................................................................................8

PROCEDURE: DOCUMENT #: REVISION:

PROCEDURE: DOCUMENT #: REVISION:

PROCEDURE: DOCUMENT #: REVISION:

• Lack of courtesy to a member of the public, or a member of staff.

PROCEDURE: DOCUMENT #: REVISION:

6 WARNINGS / SUSPENSION / TERMINATION

6.1 STAGE 1: VERBAL WARNING

6.2 STAGE 2: WRITTEN WARNING

6.3 STAGE 3: SUSPENSION/TERMINATION

PROCEDURE: DOCUMENT #: REVISION:

TABLE 1: Classification of Breaches

Suspension/Termination Written Warning Verbal Warning

Theft and willful damage to property Use of inappropriate/abusive

Violence on the job/threat to Negligence

The above list is not exhaustive.

PROCEDURE: DOCUMENT #: REVISION:

Grievances shall be settled in the following manner:

PROCEDURE: DOCUMENT #: REVISION:

Training Audience Duration

Title Document # Type

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