【正文】 ion, will determine the length of probation. Typically, the probation period should be at least two weeks and no longer than 60 days, depending on the circumstances. A written probationary notice to the employee is prepared by the supervisor/manager. The letter should include a statement of the following: The specific unsatisfactory situation。 A review of oral and written warnings。 The length of probation。 The specific behavior modification or acceptable level of performance。 Suggestions for improvement。 A scheduled counseling session or sessions during the probationary period。 and A statement that further action, including termination, may result if defined improvement or behavior modification does not result during probation. “Further action” may include, but is not limited to, reassignment, reduction in pay, grade or demotion.The supervisor/manager should personally meet with the employee to discuss the probationary letter and answer any questions. The employee should acknowledge receipt by signing the letter. If the employee should refuse to sign, the supervisor/manager may sign attesting that it was delivered to the employee and identifying the date of delivery. The probationary letter bees part of the employee’s personnel file.On the defined probation counseling date or dates, the employee and supervisor/manager will meet to review the employee’s progress in correcting the problem which led to the probation. Brief written summaries of these meetings should be prepared with copies provided to the employee.At the pletion of the probationary period, the supervisor/manager will determine whether the employee has achieved the required level of performance and to consider removing the employee from probation, extending the period of probation or taking further action. The employee is to be advised in writing of the decision. Should probation be pleted successfully, the employee should be mended, though cautioned that any future recurrence may result in further disciplinary action.Involuntary Termination — The involuntary termination notice is prepared by the supervisor/manager with concurrence of, and review by, the Accounting department. The employee is notified of the termination by the supervisor/manager and will be directed to report to the Accounting department for debriefing and pletion of termination documentation. Involuntary termination is reserved for those cases that cannot be resolved by corrective counseling or in those cases where a major violation has occurred which cannot be tolerated.The following definitions and classification of violations, for which corrective counseling, performance improvement or other disciplinary action may be taken, are merely illustrative and not limited to these examples. A particular violation may be major or minor, depending on the surrounding facts or circumstances.Minor violations — Less serious violations that have some effect on the continuity, efficiency of work, safety, and harmony within the pany. They typically lead to corrective counseling unless repeated or when unrelated incidents occur in rapid succession. Here are some examples of minor violations: Excessive tardiness。 Unsatisfactory job performance。 Defacing pany property。 Interfering with another employee’s job performance。 Excessive absenteeism。 Failure to observe working hours, such as the schedule of starting time, quitting time, rest and meal periods。 Performing unauthorized personal work on pany time。 Failure to notify the supervisor/manager of intended absence either before or within one hour after the start of a shift。 and Unauthorized use of the pany telephone or equipment for personal business.Major Violations — These more serious violations would include any deliberate or willful infraction of pany rules and may preclude continued employment of an employee. Here are some examples of major violations: Fighting on pany premises。 Repeated occurrences of related or unrelated minor violations, depending upon the severity of the violation and the circumstances。 Any act which might endanger the safety or lives of others。 Departing pany premises during working hours for personal reasons without the permission of the supervisor/manager。 Bringing firearms or weapons onto the pany premises。 Deliberately stealing, destroying, abusing, or damaging pany property, tools, or equipment or the property of another employee or visitor。 Disclosure of confidential pany information or trade secrets to unauthorized persons。 Willfully disregarding pany policies or procedures。 Willfully falsifying any pany records。 Willfully deleting any files and pany records。 Employee39。s conviction for or confession to fraud, misappropriation, embezzlement, theft or the like against the pany。 Employee39。s conviction of a felony or a crime involving moral turpitude。 If Employee performs any intentional act which, under the reasonable man standard, damages the reputation of the pany。 Employee’s conviction for or confession to sexual harassment in any form towards employees of the pany or anyone affiliated with the pany。 or Employee’s excessive absence from performing his duties for the pany, as determined by the pany, in the pany’s sole and absolute discretion. TerminationTerminations are to be treated in a confidential and professional manner by all concerned. The supervisor/department manager must assure thorough, consistent and evenhanded termination procedures. This policy and its administration will be implemented in accordance with the pany equal opportunity statement.Terminated employees are entitled to receive all earned pay, including vacation pay. Employment with the pany is normally terminated through one of the following actions:Resignation — voluntary termination by the employee。Dismi