MMI Team Member Handbook 05.19.2017

employed will not work in the same department as their parent if employed at the same facility or in a
supervisory role.
MMI reserves the right to apply this policy to situations where there is a conflict or the potential for
conflict because of the relationship between team members, even if there is no direct‐reporting
relationship or authority involved.
Team member Conduct
Every team member is expected to conduct him or herself in a manner that reflects credit to the overall
facility operations both on and off the job. Team member actions that adversely affect the image or
reputation of the facility or severely affect its performance may become causes for discipline and/or
termination.
Normally, any disciplinary action should be administered in the presence of the team member or
communication by telephone or in writing. Performance Reports should be used to record written
corrections. All personnel having supervisory responsibilities will use the warning report system to
express improvement needs and shortcomings to the team member. The purpose of written warnings is
to advise the team member that he or she has the capacity to retain his or her job if he or she is willing
to put forth their best efforts.
Outlined below are the recommended steps of our discipline policy and procedure. MMI reserves the
right to combine or skip steps in this process depending on the facts of each situation and the nature of
the offense. The level of disciplinary intervention may also vary. Some of the factors that will be
considered are whether the offense is repeated despite coaching, counseling and/or training; the team
member's work record; and the impact the conduct and performance issues have on our organization.
The following outlines MMI’s recommended discipline process:
Verbal warning: A supervisor verbally counsels a team member about an issue of concern, and a
written record of the discussion is placed in the team member's file for future reference.
Written warning: Written warnings are used for behavior or violations that a supervisor
considers serious or in situations when a verbal warning has not corrected unacceptable
behavior. Written warnings are placed in a team member’s personnel file. Team members
should recognize the grave nature of the written warning.
Performance Improvement Plan: Whenever a team member has been involved in a disciplinary
situation that has not been readily resolved or when he/she has demonstrated an inability to
perform assigned work responsibilities efficiently, the team member may be given a final
warning or placed on a performance improvement plan (PIP). PIP status will last for a
predetermined amount of time not to exceed 90 days. Within this time period, the team
member must demonstrate a willingness and ability to meet and maintain the conduct and/or
work requirements as specified by the supervisor and the organization. At the end of the
performance improvement period, the performance improvement plan may be closed or, if
established goals are not met, dismissal may occur.
Team members will be asked to sign all written warnings noted above to acknowledge the receipt of
such warning. The signature required by the team member does not indicate that the team member
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