Progressive Discipline Policy


The West Egg Group Corp. uses progressive discipline to address performance, conduct, and policy violation issues. Progressive discipline allows employees to correct any issues or concerns and reduces the need for the termination of employment.

The West Egg Group Corp. strives to work with employees regarding any issues in the workplace but also needs to hold employees to a high standard of performance and conduct. Therefore, a progressive, multi-step disciplinary process has been implemented.


Progressive Discipline Process

In the event that an employee of The West Egg Group violates company policy or exhibits problematic behaviour, a system of progressive discipline shall be utilized.

Progressive Discipline can be issued on either: attendance, conduct, uniform discrepancies, damage claims, client complaints, not following SOP guidelines or performance concerns.

Employees will be given four (4) opportunities to correct the unwanted behaviour, unless the behaviour or concern is one of a severe nature, in which case, progressive discipline can be accelerated to match the violation. All stages will be documented and shared with the employee in writing. 

 Typically, progressive discipline will progress through the following stages:

  1. Warning (Verbal informal coaching) 
  2. Accountability 1 (Verbal and written report filed)
  3. Accountability 2 (Final warning in writing)
  4. Accountability 3 – 7 day Suspension
  5. Accountability 4 – Termination

With each violation or apparent problem, the employee will be provided with a written document to:

(1) alert them to the problem, provide a reiteration of the correct company policy regarding the violation;

(2) advise them of the consequences associated with further infractions;

(3) provide a suggestion towards a method of improvement.

All formal warnings will be kept on file for a period of twenty-four (24) months. If no further discipline happens within the time period, the warning will become inactive. If further offences relating to the issue have taken place, the warning will be attached to the next set of progressive disciplinary actions.

Degrees of discipline shall be used in relation to the problem at hand. As the situation dictates, based on the past performances of the employee, and the seriousness of the violation, Gatsby Valet Inc. reserves the right to skip the four-step disciplinary process and move straight to termination where necessary.

Investigation and Documentation

All violations or alleged violations will be properly investigated and documented by a Manager, and/or Human Resources. All formal measures that have been taken within the progressive discipline process will be documented and kept in the employee’s personnel file.

Suspension and Review Period

After the final written warning, an employee may be suspended and/or put on review.

  • Suspension: Employees put on the suspension will be excluded without pay from the workplace for a period of seven (7) days depending on the violation. 
  • Review: Employees may be put on a review period following the final written warning. The review period will last three (3) months. During the review period, the employee will be excluded from wage increases and advancement and is discouraged from taking a vacation.
Termination of Employment

The final stage of progressive discipline is the termination of employment. Termination of employment with Gatsby Valet Inc. may occur following an employee committing multiple violations of company policy after the logical steps for progressive disciplinary action have been taken or immediately following a severe violation.


In the event that an employee feels that they have been wrongfully accused, or disciplined, they may file a written appeal with Human Resources. Written appeals must contain:

  • Details of the discipline;
  • Events surrounding the discipline;
  • Why the employee feels the discipline is not warranted or appropriate.

Human Resources shall review and respond to all written appeals within ten (10) business days.


If you have any questions or concerns about this policy or its related procedures please contact:

  • Human Resources Manager
  • 647-724-4125