Disciplinary Procedure

Young Innovators Academies

At Young Innovators Academies, we use progressive discipline as a constructive tool to improve employee performance that does not meet our expectations or violates policies. This procedure is not a contractual obligation and does not alter the “at-will” employment relationship. Employment at Young Innovators Academies may be terminated at any time, with or without cause.

Below is our standard three-step progressive discipline process:

Step 1: Verbal Warning

A verbal warning is issued when a staff member’s performance or behavior does not meet expectations.
Reasons may include:

Violation of policies
Failure to follow procedures
Unsatisfactory performance
Absenteeism or tardiness

The Director will meet with the staff member to:

Identify the concern
Discuss expectations
Provide guidance for improvement

All verbal warnings are documented and signed by both the staff member and the Director.
After three (3) verbal warnings (regardless of reason), the next step will be a written warning.

Step 2: Written Warning

A written warning is issued when:

A problem identified by prior verbal warnings remains unresolved
There is a single serious violation of policy

The Director will:

Meet with the staff member
Review the issue and previous steps
Outline expectations and consequences

Only one (1) written warning is allowed within a six (6) month period.
Any further disciplinary issue within that time may result in suspension or termination.

Note: Written warnings may be issued immediately without prior verbal warnings for:

Refusal to follow lawful instructions
Any serious violation that compromises the safety of a child or staff member

All written warnings will be signed by the employee and the Director.

Step 3: Termination

If performance does not improve after a verbal and written warning, termination may be the final step.

Immediate Termination

In certain cases, termination may occur without following the progressive discipline steps.
Examples include, but are not limited to:

Child abuse (as defined under Florida law)
Any form of harassment
Theft
Possession of a weapon on school premises or in a vehicle
Violation of policies that explicitly state termination as a consequence

These violations are not exhaustive. The Director reserves the right to terminate employment immediately based on the severity of the incident.