TOP-ENFRC

Trinity Operating Procedures - TOPs

TOP-ENFRC: Procedure Enforcement

Rev: 12/06/2017

Scope: This procedure covers enforcement of the Trinity Operating Procedures (TOPs). This procedure does not alter the "Employment At Will" nature of employment at Trinity Forge, Inc. Management may choose to take alternative action, up to and including termination.

Procedure:

STEP WHO WHEN INFO TO USE WHAT TO DO

1 Anyone Upon believing that an employee has violated a TOP Own observations; other evidence deemed relevant; TOP Present the evidence of an employee's violating a TOP to that employee's supervisor or manager (possibly using the HR Manager as an intermediary).

2 Any supervisor or manager of an employee who has violated a TOP Upon notification his/her employee has violated a TOP Evidence deemed relevant; TOP in question; employee's Personnel File Verify a violation has occurred by reviewing evidence and investigation; assuming a violation is verified initiate a TOP Violation Notification Form; work with Human Resources to determine if this is the employee's first violation of the TOP within the last year or is it a repeat violation.

FOLLOW STEP 3a, 3b, 3c OR 3d DEPENDING ON THE NUMBER OF TIMES THIS EMPLOYEE HAS VIOLATED THE SAME TOP*

3a Supervisor or manager of an employee who has violated a TOP First violation within a year Own observations; other evidence deemed relevant; TOP Violation Notification Form Review specific TOP with employee and inform him/her where the violation has occurred; coordinate additional training for employee if deemed necessary (refer to TOP-TRAIN); if within the last year the employee had received documented training where the violation occurred (refer to Step 3B), complete TOP Violation Notification Form and forward to HR Manager.

3b Supervisor or manager of an employee who has violated a TOP Second violation within a year Own observations; other evidence deemed relevant; TOP Violation Notification Form Review repeated violation with employee; coordinate and document training or disciplinary action plan as deemed necessary; require employee to sign TOP Violation Notification Form; advise employee that a third offense within a year's period will result in immediate suspension for three days without pay; forward form to HR Manager .

3c Supervisor or manager of an employee who has violated a TOP Third violation within a year Own observations; other evidence deemed relevant; TOP Violation Notification Form Review repeated violation with employee; suspend employee for three days without pay; require employee to sign TOP Violation Notification Form; advise employee a fourth offense within a year's period will result in immediate termination; forward form to HR Manager .

3d Supervisor or manager of an employee who has violated a TOP Fourth violation within a year Own observations; other evidence deemed relevant; TOP Violation Notification Form Coordinate with Human Resources to terminate employee; forward TOP Violation Notification Form to HR Manager.

4 HR Manager Upon receipt of TOP Violation Notification Form TOP Violation Notification Form; employee's Personnel File Verify that the procedure for enforcing the TOP has been properly executed, if not report to QA Manager; file form in employee's Personnel File.

* Similar violations of different TOPs may be grouped together as if they were a single TOP if so authorized by the VP-Quality & Engineering.

Revision history:

Release Date	Description of Change	Owner	Approver
12/06/2017	Updated to comply with revised Quality Manual and new TOPs format.	Tim Ellis	Todd Sheppard

Documents are controlled only when viewed on-line at trinityforge.com in the original English -- printed copies or translations are not controlled documents.
? Trinity Forge & Machine

STEP	WHO	WHEN	INFO TO USE	WHAT TO DO
1	Anyone	Upon believing that an employee has violated a TOP	Own observations; other evidence deemed relevant; TOP	Present the evidence of an employee's violating a TOP to that employee's supervisor or manager (possibly using the HR Manager as an intermediary).
2	Any supervisor or manager of an employee who has violated a TOP	Upon notification his/her employee has violated a TOP	Evidence deemed relevant; TOP in question; employee's Personnel File	Verify a violation has occurred by reviewing evidence and investigation; assuming a violation is verified initiate a TOP Violation Notification Form; work with Human Resources to determine if this is the employee's first violation of the TOP within the last year or is it a repeat violation.
FOLLOW STEP 3a, 3b, 3c OR 3d DEPENDING ON THE NUMBER OF TIMES THIS EMPLOYEE HAS VIOLATED THE SAME TOP*
3a	Supervisor or manager of an employee who has violated a TOP	First violation within a year	Own observations; other evidence deemed relevant; TOP Violation Notification Form	Review specific TOP with employee and inform him/her where the violation has occurred; coordinate additional training for employee if deemed necessary (refer to TOP-TRAIN); if within the last year the employee had received documented training where the violation occurred (refer to Step 3B), complete TOP Violation Notification Form and forward to HR Manager.
3b	Supervisor or manager of an employee who has violated a TOP	Second violation within a year	Own observations; other evidence deemed relevant; TOP Violation Notification Form	Review repeated violation with employee; coordinate and document training or disciplinary action plan as deemed necessary; require employee to sign TOP Violation Notification Form; advise employee that a third offense within a year's period will result in immediate suspension for three days without pay; forward form to HR Manager .
3c	Supervisor or manager of an employee who has violated a TOP	Third violation within a year	Own observations; other evidence deemed relevant; TOP Violation Notification Form	Review repeated violation with employee; suspend employee for three days without pay; require employee to sign TOP Violation Notification Form; advise employee a fourth offense within a year's period will result in immediate termination; forward form to HR Manager .
3d	Supervisor or manager of an employee who has violated a TOP	Fourth violation within a year	Own observations; other evidence deemed relevant; TOP Violation Notification Form	Coordinate with Human Resources to terminate employee; forward TOP Violation Notification Form to HR Manager.
4	HR Manager	Upon receipt of TOP Violation Notification Form	TOP Violation Notification Form; employee's Personnel File	Verify that the procedure for enforcing the TOP has been properly executed, if not report to QA Manager; file form in employee's Personnel File.