Progressive Discipline

Progressive Discipline Policy

Overview

This policy establishes a fair and consistent process for addressing employee performance issues, policy violations, and misconduct. Progressive discipline is designed to give employees the opportunity to correct behavior before more serious action is taken. However, the steps outlined below are guidelines, not guarantees, and management retains the right to determine the appropriate level of discipline based on the severity of the situation.

At-Will Employment Disclaimer

Employment at this company is at-will. This means that either the employee or the company may end the employment relationship at any time, for any reason or no reason, with or without notice, subject to applicable California law.

This Progressive Discipline Policy does not create an employment contract, an implied contract, or any guarantee of continued employment. Following progressive discipline steps is a matter of company discretion, not obligation. The existence of this policy does not alter the at-will nature of employment in any way. No manager, supervisor, or other representative of the company has the authority to make any verbal or written promise of continued employment or to change the at-will nature of employment, unless such a change is made in writing and signed by the owner.

Progressive Discipline Steps

Step 1: Verbal Warning

A verbal warning is the first step for most minor infractions or first-time performance issues. You will be told what the specific issue is, what improvement is expected, and the timeline for improvement. You may be asked to sign an acknowledgment that the conversation took place - your signature confirms you received the information, not that you agree with it.

Step 2: Written Warning

A written warning is issued when a verbal warning has not resulted in improvement, or when the infraction is more serious than a minor first-time issue. The written warning will describe the issue, reference any prior warnings, and outline what corrective action is required along with a timeline (typically 30 to 60 days). You will receive a copy and may submit a written response within five business days if you disagree.

Step 3: Final Written Warning

A final written warning means your continued employment is at risk. This step is used when prior discipline has not produced the required change or when a serious infraction occurs. The warning will state clearly that termination will result if expectations are not met or further violations occur. You will receive a copy and may submit a written response.

Step 4: Termination

Termination is the final step when prior discipline has not resulted in required improvement. You will receive your final paycheck in compliance with California law - for involuntary terminations, final pay is due on your last day of work. You will also need to return all company property at the time of the meeting.

Immediate Termination (Bypassing Progressive Steps)

Certain conduct is so serious that it warrants immediate termination without prior warnings. The following are examples of conduct that will generally result in immediate termination:

  • Theft: Stealing money, products, equipment, or property belonging to the company, clients, or coworkers, including unauthorized use of client credit card information or tip funds
  • Violence or threats of violence: Physical assault, threatening behavior, or conduct that creates a reasonable fear of harm for any employee, client, or visitor on the premises
  • Harassment or discrimination: Engaging in sexual harassment, racial harassment, or any other unlawful harassment or discriminatory conduct toward a coworker, client, or vendor - including verbal, physical, or electronic conduct
  • Reporting to work under the influence: Arriving at work impaired by alcohol or illegal drugs, or using or possessing alcohol or illegal substances on company property or while performing services
  • Gross insubordination: Deliberate and willful refusal to follow a lawful and reasonable directive from a manager, or conduct that is flagrantly disrespectful and undermines the ability to operate the business
  • Falsification of records: Falsifying timekeeping records, client intake forms, licensing documentation, or any other company or legal record
  • Client safety violations: Any action that creates a direct risk of physical harm to a client, including improper chemical application, unlicensed services, or gross deviation from sanitation requirements

This list is not exhaustive. The company reserves the right to determine, on a case-by-case basis, that conduct not listed above warrants immediate termination.

Employee's Right to Respond

Employees have the right to share their perspective during any disciplinary process.

  • At each step of progressive discipline, you will be given an opportunity to respond verbally to the concerns raised before the discipline is finalized
  • For written warnings and final written warnings, you may submit a written rebuttal or statement within five (5) business days of receiving the documentation; that statement will be attached to and retained with the disciplinary record
  • Your written response does not change the disciplinary action taken, but it will be considered and retained as part of the record
  • You will not be retaliated against for responding to or disputing disciplinary action through proper channels

This policy is subject to change at the discretion of management. Nothing in this policy creates a contract of employment or alters the at-will employment relationship.

Last reviewed: March 2026