If you have an employment contract setting out the disciplinary policy, that is enforceable and you would have rights under it. Even if you don't have a formal contract, if there is a very strong policy manual or handbook, which does not contain limitations on its enforceability, that could be held to form an implied contract. However, if there is a policy manual or handbook, and it says anything like--"Notwithstanding anything in this manual to the contrary, all employment is employment at will""This manual does not constitute a contract of employment""Policies may be changed at will"--then it does not form an enforceable contract.In the absence of an enforcable contract, your company's policies or guidelines are voluntary. That means that they choose to not follow them, and could go directly to a final written warning.