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4 • Establish and/or review methods and procedures for correcting unsafe and unhealthy conditions and work practices. • Ensure that a clear communication procedure is in place for employees. ICS's safety and health rules and procedures. • Ensure compliance with safe and health work practices. • Ensure that records on training, inspections, and corrective measures are adequately maintained, as required by this Injury and Illness Prevention Program and other Cal/OSHA required programs following CCR Title 8. III. Employee Compliance/Disciplinary Policy Employees must adhere to ICS safety policies. Violations may result in a three -step disciplinary process: verbal warning, written warning with probation, and termination for repeat offenses. These steps ensure accountability and compliance. Under ICS policy, all employees are required to follow company safety and health policies and operating procedures (see Appendix A). When needed, employees will be provided with additional training and information, or re-training to maintain their knowledge. The discipline Policy of ICS is intended to encourage employee compliance with the ICS IIPP and to comply with the mandate of California Labor Code 6401.79 (a)(6). Although ICS reserves the right to discharge employees "at will," we believe that employees who perform work in an unsafe manner that could endanger themselves or others shall be subject to discipline or termination by management. The Health and Safety Director, in conjunction with the Project Manager or Site Safety Officer as applicable, determines the course of action best suited to the circumstances. The steps to be taken at a minimum shall include the following: 1) Verbal Warning - As the first step in correcting unacceptable behavior, the supervisor/manager shall review the pertinent facts with the employee. The supervisor will consider the severity of the problem and the employee's past performance. A verbal warning will be issued to the employee, which will be documented by the supervisor in the employee's personnel file. If necessary, the employee will be placed on probation. 2) Written Warning - If the unacceptable performance continues, the next step will be a written warning. The written warning will clearly outline the safety policy that was violated and detail the steps the employee must take to correct the issue. Probation will be included in the written warning. It may also include time off without pay. After the probationary period, the supervisor will meet with the employee