Warranty

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Expectation & Guidance to confirm what’s been discussed. Both you and your manager
sign the document indicating your agreement and commitment to terms and dates. You’ll
keep one copy and the other will go into your employee file.
 As part of your action plan, you’ll be expected to set up check-in meetings with your
manager. Regular communication during the time the PIPA is in progress is very
important. During these meetings, you’ll discuss your progress and your manager will
check to see if any other support is required.
 At the end of the period outlined in the PIPA, it’s expected that you will have achieved the
performance improvement goal(s). Once you have successfully done so, you’ll be given a
letter (and one put in your file). Alternatively, the PIPA may be extended for another period
of time, or you may be considered for further action which will be clearly outlined in your
Letter of Expectation & Guidance.
Progressive Consequences Process
Our progressive consequences process is meant to facilitate fair and respectful discussions
and to clarify expected conduct requiring improvement or change. Within this framework, we
want you to be clear on what’s acceptable and unacceptable conduct at work – and know that
you are both encouraged and supported to reflect upon and learn from areas needing
improvement, from mistakes and from errors in judgment.
The progressive consequences process is initiated when employees conduct themselves in a
way that goes against our philosophy, policies and/or is considered illegal. This is generally
referred to as misconduct. Examples include such things as:
 An employee yells angrily at a client or coworker
 An employee continues to make inappropriate comments to another employee despite
being asked not to (by the other employee)
 An employee is repeatedly late for work without reasonable justification
Steps in the progressive consequences process
In every step of this process, we support the notion of learning from all acts and incidents –
lessons which can be used to avoid more serious events or consequences in the future.
 Verbal warning
 Written warning
 Final written warning (and/or reflection time)
 Dismissal
In the spirit of mutual dedication to continuous
development, the intent of a PIPA is to encourage and
support improvement