Employee Actions Subject to Discipline
Cassano’s holds a clear, consistent standard for employee conduct. Most performance issues are handled through a progressive discipline process. Some actions are serious enough to result in immediate termination.
Progressive Discipline
The standard progressive discipline path for performance and conduct issues:
- Verbal Warning — documented by the manager
- Written Warning — signed by the employee and placed in the personnel file
- Final Written Warning or Suspension — depending on severity
- Termination
Progression through these steps is not guaranteed — the pace depends on the nature and frequency of the behavior. Serious issues can skip steps.
Common Progressive Discipline Triggers
- Repeated tardiness (more than two occurrences in 30 days)
- Uniform violations after correction
- Failure to follow manager direction
- Poor attendance pattern
- Substandard job performance after coaching
- Failure to follow food safety procedures after instruction
- Violation of the social networking or cell phone policy
Immediate Termination Offenses
The following actions result in immediate termination without progressive discipline steps:
- Theft — from the register, from customers, from coworkers, or from the company in any form
- Violence or threats of violence — toward any person on or off company property in relation to work
- Harassment — sexual, racial, or any form covered under the Harassment Policy (see L16)
- Intoxication or drug use — reporting to work under the influence of alcohol or controlled substances
- No-call, no-show on second offense within 90 days
- Gross insubordination — deliberate, hostile refusal to follow direct management instruction
- Falsifying records — time cards, incident reports, waste logs, or any company document
- Unauthorized disclosure of confidential customer or company information
How Discipline Works in Practice
- All documented discipline requires a conversation — you will know what you are being written up for
- You have the right to respond in writing; your response will be attached to the write-up
- Signing a write-up is not an admission of wrongdoing — it is an acknowledgement that you received it
- Refusing to sign does not invalidate the write-up; the manager will note the refusal
If You Believe a Discipline Action Is Unfair
- You may request a conversation with the district manager or owner
- Raise your concern through the internal process before going outside it
- Retaliation against employees who raise legitimate concerns in good faith is prohibited
The Bottom Line
These rules exist because a predictable, fair workplace benefits everyone — employees and customers. Cassano’s is not looking for reasons to discipline anyone. The expectation is simply that you show up, do the job, and treat people right.