Poor Performance and Misconduct Process Flowchart.

1. Define the problem and review the employment agreement for the problem solving process
2. Poor performance – look at the job description, performance indicators, company standards
3. Misconduct and serious misconduct – look at workplace policies relating to conduct such as a code of conduct, the definition of misconduct and serious misconduct (understand the difference)
4. Investigate the problem and gather facts
5. Arrange and hold meeting with employee
6. Agree on actions and review period (unless serious enough to warrant suspension). This can be recorded in writing and signed by both parties.
7. Continue to review and work through with employee until the problem is resolved
8. If the problem fails to be resolved, confirm next steps and final outcome, e.g. notice of termination as outlined in the employment agreement
9. If the problem escalates into a dispute (e.g. personal grievance), follow the process outlined in the employment agreement

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