Corrective Action Policy

Corrective Action Policy 

Any WokChow Team Member will be subject to corrective action if he or she violates any WokChow policy and/or procedure, engages in conduct contrary to the best interests of the Company, engages in unlawful, discriminatory, or Guest-endangering practices, or performs in an unsatisfactory manner. This is not an exhaustive list; corrective action, up to and including termination, may be warranted in other circumstances.

WokChow is an “at will” employer, meaning that any employment has no specified term and that the employment relationship may be terminated at any time, at the will of either party, with or without cause and with or without notice. The use of disciplinary action in no way changes the “at will” employment status.

The Corrective Action Policy and its corresponding Procedure are to be applied uniformly, to all Team Members, in a fair and consistent manner, to identify and correct performance problems, policy violations, and other issues affecting job performance. WokChow reserves the right to deviate from the progressive Corrective Action Policy, to bypass all or parts of the progressive disciplinary process, and to terminate any Team Member without prior corrective action.

Corrective Action Procedure 

WokChow’s progressive disciplinary procedure may include the following actions:

First Warning

Second Warning

Final Warning (may include suspension without compensation)

Termination

All warnings must be documented on the Corrective Action Notice Form and placed in the Team Member’s file. These guidelines are not intended to create contractual rights for the Team Member and are not intended to alter the employment-at-will relationship.

Corrective Actions will remain active in a Team Member’s file for a period of one (1) year from the date the warning is issued. Any corrective action notices older than one (I) year will be considered an inactive part of the Team Member’s personnel file, and will not be taken into consideration with any future corrective action, with the exception of a Final Warning.

Final Warnings will remain active for the duration of a Team Member’s employment.

During the Corrective Action process, there may be a need to remove the individual from the workplace for either a “cooling off period” or while an investigation of the situation is conducted. This will be classified as a suspension. A suspension may be with or without pay, at the discretion of the Company.