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3 Strikes Policy for VA's

Joshua Carrasco

Last edited 271 days ago by Joshua Carrasco

Created: October 05, 2023

Effective Date: November 09, 2023

Introduction

At CherryAssist, we value the quality of service we provide to our clients and the professionalism of our contracted manpower. This policy outlines our expectations regarding mistakes, performance, and attendance and provides a structured approach to help contracted manpower improve and avoid further issues.

Types of Infringements

Minor Infringements:

Occasional minor errors or mistakes that do not have a significant impact on work quality.

Minor attendance issues, such as occasional tardiness or minor instances of absenteeism.

Mild breaches of workplace etiquette or decorum, like turning notifications off during work hours.

Occasional lapses in adherence to dress code or uniform policies.

Moderate Infringements:

Repeated minor errors or mistakes that begin to impact work quality.

Frequent or recurring attendance issues, such as repeated tardiness or multiple instances of absenteeism.

Ongoing breaches of workplace etiquette or decorum, which may affect the work environment.

Consistent breaches of dress code or uniform policies.

Severe Infringements:

Major errors or mistakes that significantly impact work quality or have the potential to harm the company or its clients.

Chronic attendance issues, including excessive absenteeism, chronic tardiness, or unauthorized absences.

Serious breaches of workplace ethics, such as harassment, discrimination, or unethical behavior.

Violation of company policies, security protocols, or ethical standards with significant repercussions.

Lost of client due to accumulation of minor to major infringements.

Note:

It is on the discretion of the managers or owners of Cherry to provide warnings or callouts prior to considering a situation or action by a contracted manpower as an infringement of any sort. These infringements shall be communicated by the managers or owners of Cherry to the contracted manpower through any platform being used by the company.

Policy Statement

Strike 1: Initial Non-Compliance

a. Type of infringements covered

This portion only covers minor infringements that had happened 1st time.

b. Notification

1.1. When a contracted manpower commits a mistake, demonstrates subpar performance, or has attendance issues, their immediate supervisor or designated point of contact will issue a Notice to Explain (NTE) to their email.

1.2. The contracted manpower will be provided with a reasonable timeframe, determined by their supervisor, to answer the NTE.

C. Improvement Plan

1.3. The contracted manpower and their supervisor will collaborate to create an improvement plan outlining specific actions required to address the issue. This plan may include additional training, performance goals, or attendance expectations.

1.4. The employee is responsible for diligently following the improvement plan to correct the issue.

Strike 2: Continued Non-Compliance

a. Type of infringements covered

This portion only covers only moderate infringements.

b. Second Notification

2.1. If the contracted manpower's performance or behavior does not improve after the first strike, a second Notice to Explain (NTE) will be issued by their supervisor, emphasizing the ongoing issue and the importance of immediate improvement.

2.2. The employee will be given another reasonable timeframe to rectify the issue, as determined by their supervisor.

c. Probationary Period

2.3. The employee will be placed on a probationary period during which their performance, behavior, and attendance will be closely monitored.

2.4. During the probationary period, the employee is expected to fully adhere to the improvement plan and meet all expectations outlined therein.

Strike 3: Final Warning and Possible Termination

a. Type of infringements covered

This portion only covers only severe infringements.

b. Final Warning

3.1. If the employee remains non-compliant after the second strike and probationary period, they will receive a final written warning from their supervisor. The final warning may also contain the following actions:

Temporary reduction of hours or pay of the contracted manpower for a certain period of time.

3.2. The final warning will explicitly state that continued non-compliance may result in the termination of their contract.

c. Termination

3.3. If, after the final warning, the employee's performance, behavior, or attendance issues persist, CherryAssist may terminate their contract. The following shall take place prior to termination:

Email shall be sent to the contact manpower stating the reason for termination including any actions necessary for transition of responsibility or outputs.

Calendar invite for virtual meeting to formally offboard contracted manpower.

Appeals

Contracted manpower employees have the right to appeal any decisions made under this policy. The appeals process will follow CherryAssist established procedures for handling such matters.

Conclusion

The success of CherryAssist relies on the quality and professionalism of our contracted manpower. By adhering to this 3 Strikes Policy, independent contractors ensure their continued employment and contribute to our reputation for excellence.

This policy is subject to periodic review and updates as necessary. CherryAssist reserves the right to modify this policy to align with changing business needs and industry standards.

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