Speaker 1: Hi Jordan. Hi. How are you? I'm good. How are you? Oh, I'm doing well. Thank you. Good. So thanks for coming in. Um, I wanted to just address some concerns that I had. I was made aware that you were late this morning to start your shift. I know that you're scheduled to start at 8 a.m., but you were about 30 minutes late this morning. So I wanted to touch base and see if there's something that maybe we can do to help you make your scheduled start time.

Speaker 2: Yeah, I mean, I'm sorry that I was late this morning. I dropped the kids off kind of behind on the schedule this morning at daycare, you know how it is with kids. Yeah. And then I hit a lot of traffic, so I really apologize for that.

Speaker 1: Okay. Okay. So I'm thinking maybe, um, you know, with getting your kids to daycare, it would be good to potentially start your shift a little later with that, make it a little bit easier for you to get here at your scheduled start time. Is that something that would work for you?

Speaker 2: Yeah, I definitely think that that would help. Um, yeah.

Speaker 1: Yeah. Okay. So maybe what we can do. So right now you're scheduled from eight to four. So perhaps we could do from 8 30 a.m. to 4 30 p.m. That way I can make sure all of our LPN shifts are covered, um, and we're not behind schedule, you know, due to, due to some tardiness and hopefully that helps you as well with your schedule.

Speaker 2: Yeah. I would, I would greatly appreciate that. That would, that would really help. I think. Okay. I'll definitely try to not be late anymore going forward. Okay. That sounds good.

Speaker 1: All right. I appreciate you coming in. Um, certainly if you need anything else, let me know. Okay. Thank you.

Speaker 2: Thank you.

Speaker 1: Hi Jordan.

Speaker 2: Hello.

Speaker 1: How are you?

Speaker 2: Doing well.

Speaker 1: Thanks. Good. Um, I wanted to bring you in this morning to talk about something we talked about not long ago. Um, and that was, was making it to your shift on time. Um, this technically would be a verbal warning, um, reminding you of our company policy and expected of our employees here. So what I wanted to do is just go over some of the things that we have in our policies in our handbook, but before I do that I wanted to ask the change that we made to your schedule going from 8 a.m. to 4 p.m. and then adjusting it to 830 to 430, has that helped? Yeah, that's definitely

Speaker 2: that's definitely helped. Okay. Yes, that's working on three, although I'm still late.

Speaker 1: Okay, well let me give you an example. You've seen this before. It is our, it is a section of our employee handbook. In that, it says that employees are expected to be at their workplace prepared to work at their scheduled time, so for you that is 830. Regardless of the reason, absenteeism or tardiness is subject to disciplinary action, especially when it occurs more than once. Tardiness is defined as arriving late for work or returning late from breaks and meals or early departure from work, so for you obviously it is just for getting here on time at the scheduled shift start. For us, step one is to make adjustments to your schedule if needed. You know, the first and second instance of unscheduled tardiness, you do get the verbal warning. Step two, if you accumulate three unscheduled absences or tardiness in a three-month period, the employee does receive a written warning informing them that any additional occurrences will result in further disciplinary action. Step three, if there's any two additional occurrences in the next three months, that will result in a one-day suspension without pay, and any additional two occurrences in the next three months will result in termination. So you can see there that it can escalate quickly if we can't get you here on time. Does that all make sense? It does, yes, and I

Speaker 2: greatly appreciate you making the change in my schedule already. I'll continue to

Speaker 1: try harder and beat that traffic. All right, well I appreciate that. Enjoy the rest of your day. Thank you. Hi, Jordan. Hello. How are you? Oh, doing well, thank you. How are you? Good, good. Thanks for coming in. I wanted to talk about something that kind of seems to be still reoccurring. I know we've talked about this before. You've also received a written warning before about your tardiness.

Speaker 2: Yeah, I'm sorry. This morning I had to stop and get gas. My tank just hit below a quarter. That's why I was late today. Okay. I know we've already made

Speaker 1: accommodations. We've changed your schedule. You know, this today, and as I kind of had went over the steps at our last meeting, this is a written warning that you're receiving today, and unfortunately if it does continue, the next step of action is being put on probation. So I wanted to go over some of the things on the written warning with you and then have you sign off on that. This will go in your HR personnel chart. One other thing to mention before I go over the written warning is that if it would be beneficial to you, that perhaps if you feel you are going to be 10 or 20 minutes late, that you can give me a call at least 30 minutes prior to your shift begins. That way I can get appropriate coverage. Obviously in your role as an LPN and you're working one on one with our residents, it's very important that we have coverage 24-7. So you know you have the number. If you feel that you're going to be late, not as a reoccurrence, but if an emergency situation comes up, or like you mentioned, you feel like you're not going to make it without stopping for gas that morning, just give me a call and let me know so that I can can get your shift covered. Okay, I apologize. Okay, thank you for that. So this written warning, I'll give you a copy and then I'll have you sign the original one. So it just serves as an official verbal warning for excessive tardiness. As of a week ago, I spoke with you about arriving late to work and the impact that it has on the entire medical department here at the agency. At that time, you had assured me that you would take steps to ensure that you would arrive to work on time. Unfortunately, my records do show that you were late after that verbal warning an additional three days. The one day you were late 15 minutes, the next day you were late 10 minutes, and two days after that you were late 20 minutes. So again, that is why we're doing this written warning today. It is important that you're here on time so that I can issue instructions to the entire staff, the entire medical department at time that starting shift. Obviously, you know we rotate shifts, so it's very important for that. Your tardiness also makes it very difficult to assign work because I'm not sure if I need to request on-call LPN. So if you're later than 15-20 minutes, I'm having to call an on-call LPN and I don't want to do that if you're almost here. So again, that's why it's really important that you let me know. When you are late, it does cause a disruption to the entire operation of the medical department and getting our residents seen. Your work schedule has been adjusted to 830 a.m. to 430 p.m. Monday through Friday, so you are expected to be at work on time according to the established schedule. In order to assess your progress in resolving this issue, we will meet each month to review your attendance record. So our first meeting you will see here is scheduled for April 1st, so that is next month. Failure to report to work on time in the future will result in further disciplinary action up to or including suspension without pay and or discharge. So a copy of this letter will be placed in your permanent personnel file in Human Resource Services. I am going to ask you to sign this document in the space provided below that you acknowledge and that you have received a copy. All right, there you are. Thank you. I'll get you a copy of this with the signatures on it. Do you have any questions for me before you head back to your shift?

Speaker 2: Yeah, can you just remind me what the next step is after this? Sure. So in 30 days

Speaker 1: from now, we're going to follow up at a follow-up meeting, so we're going to make sure that you're progressing with resolving the issues of tardiness, and we will also ensure that if any other changes need to be made or if you are going to be late, you give me a call 30 minutes prior to your shift starting. If you are unable to adhere to our policies here at the company and you are tardy and we're not seeing a change, then the next step is being put on probation. So hopefully we don't get to that point, but that is what would

Speaker 2: happen next. Okay, so if I'm late again, then I get put on probation? Yes. Okay. Anything else for me? That is it for now. All right, thank you. And I'll get a copy of that. You'll put that in my mailbox? Yes. Okay, thank you.

Speaker 1: Hi Jordan. Hello. Thanks for coming in. Today we need to go over your probation. So unfortunately, you know, the nature of this violation is that you have disregarded our company policies and procedures here, and you have accumulated excessive tardiness with disregard for the verbal and written warnings that we have gone over in former meetings, and that you have also signed off on and that are in your personnel chart. So I'm just going to go over some of the information here. I do want to show you, you'll notice the dates, prior discussions that we've had about this, and the warnings, both oral and written. So you'll see the dates there. I also want to show you the summary of corrective actions that are going to be taken as a result of this probation, including dates for improvement and for planning to follow up. So you will utilize the weekly scheduling system that is available to you online to verify and check your scheduled times. You will be more cognizant of the start and end times, and you will adhere to all company policies and deadlines as required for all of our staff in the medical department. If you have any questions about this protocol, you will consult with me, your manager. So effective immediately, you will be placed on probation for a period of 30 days. If you fail to meet expectations or to make sufficient progress towards our expectations, disciplinary action may be escalated up to and including termination. Okay, so I just need you to review that and sign this copy, and I will give you a copy of the signed one as well.

Speaker 2: All right. All right. Any questions? No. Okay. All right. Thank you. Have a good day.

Speaker 1: Hi Jordan. Good morning. Have a seat. So I brought you in this morning to discuss your probationary period. As you know, you have been on probation for 30 days. A little less than that now. And unfortunately, your actions of tardiness have not changed. Is there a reason that you haven't been able to make it to work on time after our verbal warning and our written warning, and now your probation

Speaker 2: period? You know, I just have a really hard time getting up in the mornings.

Speaker 1: That's, yeah. Okay. Even with the adjusted schedule change? Yeah. Okay. So the next step per company policy is suspension. So at this time, we are suspending you for one day. You will not be able to use or approve PTO during that time. When you return from the one-day suspension, you will be placed on another 90-day probationary period. If you fail to comply with company policy during that 90-day period, the next step would be termination. So I would highly encourage you to re-evaluate the importance you place on the position here with the company and to review the handbook again and see if there are some things that you can do to adjust your personal schedule to make it to work on time. So the document that I'm going to hand you here is notice of suspension. You'll notice the date and time. I just need you to review this and sign here at the bottom and date. I will then place a copy of this notice of suspension in your HR personnel file and you will also receive a copy for your records. All right. Do you

Speaker 2: have any questions? No. So then I'm due back in like, I'll see you in three days?

Speaker 1: So your suspension is for one day. Okay. So today's Tuesday. You'll be suspended tomorrow and Wednesday and we expect that you return Thursday morning at your scheduled 830 a.m. Start time. Does that work? Yes. I will see you in two days then. Thank you. Come on in Jordan. Have a seat. So unfortunately today, effective immediately, we are going to need to terminate you and terminate your employment here with the company. I have a form here that explains the termination. I'm going to have you sign that. You know, you were on probation prior to suspension for 30 days. You then got suspended for one day and you've been back for three days after that suspension and as we had spoken, once you returned to work from that suspension, that you would be placed in another 90-day probationary period and if you fail to comply with company policies that you would be immediately terminated. So unfortunately you were laid again this morning, which means that we do need to terminate your employment here at the company. So I'm going to have you sign this document here. Certainly when you've been working here as an LPN, we have appreciated your hard work skills when you are on the job. They have been present and you know, we strongly suggest and encourage you to figure out what's going on and to try and get your situation fixed so we can wish you the best of luck elsewhere. But unfortunately we do need to terminate your employment here today. So as per company policy, when an employee is terminated, an HR representative does need to escort the individual off the property into their vehicle. So at this time, here's a copy of the termination letter for you and I will want to exit my office now.

Speaker 2: Okay.