Coaching, Progressive Discipline, Termination

You are expected to follow all policies and procedures for smooth operation and safety of the children in your care. However, everyone occasionally makes mistakes or needs guidance for optimal performance. When an employee needs guidance to ensure optimal performance, progressive disciplinary procedures will be followed.

TOPP KIDS uses progressive discipline as a positive way to correct unacceptable job performance. This is not a contractual obligation because all TOPP KIDS employees are “at will” which means an employee can be terminated at the will of TOPP KIDS for any reason or not for cause. The following are the steps, which are taken using progressive discipline.

STEP 1 DOCUMENTED VERBAL WARNING

If a staff member’s job performance is not meeting TOPP KIDS standards, or if a staff member is in violation of any policy stated in document, he/she will be informed of the problem and the further disciplinary steps will be taken if performance does not improve or there is a failure to correct their conduct.

Verbal warnings may be given for violation of TOPP KIDS policies, failure to follow procedures, unsatisfactory performance, absenteeism or tardiness. Verbal warnings will be follow up in educator one on one check in with Program Coordinator.

Verbal warnings will be documented, discussed, and signed by Support Team Manager. Verbal warnings will be kept in an employees file for a period of 12 months.

STEP 2 WRITTEN WARNING

If an employees performance does not improve following step 1, then the employee shall receive a written warning that continued misconduct could lead to further disciplinary action up to and including dismissal for cause.

Written warnings will be documented, discussed, and signed by both the staff member and supervisor and a Support Team Manager.

The employee will create an improvement plan with the supervisor and Support Team Manager with the aim of helping the employee correct their behaviour and improve work performance. A follow up meeting date will be scheduled with the employee to monitor progress.

Written Warnings will be kept in an employees file for a period of 12 months and a Closure Letter will be issued following that period should the matter be resolved.

Written warnings will be issued immediately for refusal to follow lawful instructions or any other serious policy violation, which endangers the safety or integrity of a child or staff member.

WARNING LETTER OR SUSPENSION (Optional)

Should TOPP KIDS deem necessary, TOPP KIDS may choose to issue a Final Warning Letter or administer a suspension (pending an investigation) should the employees’ performance not improve after the Written Warning is issued.

A suspension would consist of a Suspension Letter to the employee and a temporary removal from their position due to TOPP KIDS launching an investigation involving said employee. The suspension can be with or without pay.

STEP 3 TERMINATION/ DISMISSAL

Termination may result when using progressive discipline if steps have not produced satisfactory and acceptable performance or improved conduct. In some circumstances, termination may be immediate without using progressive discipline. Reasons for immediate termination may include, but are not limited to:

• Commitment of child abuse
• Abuse of a parent/guardian of a child or another staff member
• Harassment
• Being under the influence of drugs or alcohol while at work
• Theft
• Possession of a weapon
• Violation of any policy which states that violation of such policy may result in termination

The above violations are only examples and are not intended to be all-inclusive. Disciplinary action up to and including termination may be taken immediately at the discretion of the Program Support Manager with Support of the Operations Manager or CEO.

EXCEPTION FOR SERIOUS MISCONDUCT

TOPP KIDS reserves the right to dismiss an employee prior to carrying out any or all of the steps set out above where, in its sole digression, we determine that the employee has engaged in serious misconduct- for example, theft, breach of confidentiality, workplace violence, discrimination and/or harassment.

TERMINATION OF EMPLOYMENT BY EMPLOYEE

A minimum of 2 weeks’ notice, in writing, is required to terminate employment with TOPP KIDS and final pay will be mailed using Canada Post. Employees who leave on disagreeable terms will be mailed their final pay and are not welcome at TOPP KIDS programs.

TERMINATION OF EMPLOYMENT BY TOPP KIDS

Termination of employment is an inevitable part of personnel activity within any organization and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated:

• Absence or failure to report to work without authorization by the Program Coordinator and Program Support Manager of TOPP KIDS Out of School Clubs/Foundation.
• Failure to return from an approved leave without notifying the Program Coordinator will be considered a resignation without notice
• Gross Misconduct
• No longer a good fit for the company
• Philosophical difference