Disciplinary action policy

While employment with Clean Freaks is at-will, meaning it may be ended by either party at any time, the company may elect to implement disciplinary action to address and correct performance issues, misconduct, or policy violations.

Each case is evaluated individually, and disciplinary actions are based on the severity and frequency of the offense, as well as individual circumstances such as tenure and prior performance.

TYPES OF DISCIPLINARY ACTION:

Disciplinary action may include any of the following, depending on the situation:

• Verbal Counseling
• Written Warning
• Corrective Action Plan (CAP)
• Suspension
• Termination of Employment

Supervisors are responsible for evaluating employee conduct and initiating appropriate action. All disciplinary steps must be documented and added to the employee’s personnel file.

DISCIPLINARY ACTION PROTOCOL

Clean Freaks follows a progressive disciplinary process to address policy violations and performance issues. However, the steps in this process may not always occur in a specific order, as disciplinary action will depend on the nature and severity of the issue. Serious violations may result in immediate suspension or termination without prior warning.

1. First Offense: Verbal Warning

• • A meeting with management
  • Verbal discussion documented in employee file

2. Second Offense: Written Warning

• • Formal documentation of the issue(s)
  • A Corrective Action Plan (CAP) is issued and reviewed with the employee

3. Third Offense: Suspension

• • Employee is suspended
  • Final written warning is issued, outlining potential for termination

4. Fourth Offense: Termination

If an employee goes 6 consecutive months without a disciplinary incident, they will reset to Step 1 in the disciplinary cycle.

ADDITIONAL PROVISIONS

• Employees who have received a Disciplinary Action within the past 60 days are ineligible for promotions, pay increases, transfers, or employee recognition awards—unless otherwise approved by upper management
• A supervisor may consider length of service, past performance, and other mitigating factors when evaluating termination decisions
• In cases of gross misconduct or serious policy violations, Clean Freaks reserves the right to bypass steps and proceed directly to termination

This policy ensures fairness and consistency in how performance and conduct issues are handled while also giving employees the opportunity to correct behaviors and succeed in their roles.

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