When AzRA receives a complaint about an employee’s conduct either from a peer or a guest, our first responsibility is to try to discern the facts. The most direct way to accomplish this is to simply have a conversation about what happened. This will be done by either the employee’s direct manager or any member of the Manager on Duty team. Please note, just because management wishes to have a conversation about the situation does not mean there will be any consequences or blame placed; management simply wants to hear all sides of the story to gather the facts.
If during the course of a review management determines that the behavior in question is not in line with AzRA’s guiding principles of Competence, Caring, Participatory, or instilling a Sense of Wonder, the employee will be given a verbal warning specifically identifying the behavior, an explanation of why it is contradictory to the company’s values, and clear expectations for conduct in the future. The verbal warning will come from the employee’s immediate manager but could also be given by any of the MOD team. The content of the discussion and the warning itself will be documented on a Corrective Action form and will be put in the employee’s personnel file.
If it is determined by management that the detrimental conduct is continuing after a verbal warning (or if the offense is sufficiently severe enough to warrant an immediate written warning), then the employee will receive a written warning. This will typically be discussed in a meeting with the employee’s direct manager. The written warning will clearly state what the behavior is, why it is averse to AzRA’s guiding principles, and management’s expectations for future conduct. It will also include possible consequences if the behavior continues, including up to termination of employment. The employee will sign the Written Warning form and be provided a copy of it.
In addition to receiving verbal and/or written warnings, other consequences may be assigned by management. These consequences may include probation (including informing TLs or other leaders thereof), mandatory check-ins with direct manager, losing positions of leadership (TL, HC, PC, etc.), scheduling consequences, losing trips, and more.
If an employee’s conduct is so egregious and/or shows a blatant or malicious disregard for any of AzRA’s policies or procedures, they could be subject to immediate termination, regardless of whether they have received previously warnings.