Common use of Adverse Report Clause in Contracts

Adverse Report. (a) The Employer shall notify an employee of any event or complaint giving rise to concerns with respect to his/her employment within seven (7) calendar days of becoming aware of the event or complaint. Within a further fourteen (14) calendar days the Employer will investigate the matter and notify the employee, in writing, of any determination of dissatisfaction with his/her employment. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her record for use against him/her at any time. (b) Further, whenever the Employer advises an employee of concerns about his/her work and that failure to bring his/her work up to a required standard by a given date, the Employer will provide the employee with the particulars of the concern, in writing, within fourteen (14) calendar days thereafter. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her record for use against him/her at any time. (c) Such written reports as referenced above shall not be used against an employee after eighteen (18) months have elapsed, provided another warning or reprimand relating to the same or similar offence has not been given within that period. The employee's written reply to such notification of dissatisfaction shall become part of his/her record. (d) This article shall apply in respect of any expression of dissatisfaction relating to his/her work/employment or otherwise which may be detrimental to an employee's advancement or standing with the Employer. All correspondence pertaining to the adverse report, including the report itself, shall be disregarded and subsequently removed from the personal file after eighteen (18) months. The employee shall be responsible to see that any such documents are removed.

Adverse Report. (a) The Employer shall notify an employee in writing of any event or complaint giving rise to concerns with respect to his/her employment expression of dissatisfaction concerning the employee's work within seven ten (710) calendar working days of becoming aware of the event or of the complaint, with a copy to the Union. Within a further fourteen (14) calendar days This notice shall include particulars of the Employer will investigate the matter and notify the employee, in writing, of any determination of dissatisfaction with his/her employmentwork performance which led to such dissatisfaction. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her the employee's record for use against him/her the employee at any time. (b) Further, whenever the Employer advises an employee of concerns about his/her work and that failure . This Article shall be applicable to bring his/her work up to a required standard by a given date, the Employer will provide the employee with the particulars of the concern, in writing, within fourteen (14) calendar days thereafter. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her record for use against him/her at any time. (c) Such written reports as referenced above shall not be used against an employee after eighteen (18) months have elapsed, provided another warning complaint or reprimand relating to the same or similar offence has not been given within that period. The employee's written reply to such notification of dissatisfaction shall become part of his/her record. (d) This article shall apply in respect of any expression of dissatisfaction relating to his/her work/employment or otherwise accusation which may be detrimental to an employee's advancement or standing with the Employer. All correspondence pertaining , whether or not it relates to the adverse reportemployee's work. The employee's reply to such complaint, accusation or expression of dissatisfaction shall become part of the employee's record. When management personnel intend to interview an employee for disciplinary purposes, the manager/supervisor will notify the Union in advance in order that a Union representative may be present at the interview, upon the request of the employee. An employee may request that a Union representative be present in a disciplinary meeting with management. A union xxxxxxx may discuss a complaint with an employee without loss of pay during his/her regular shift, provided that permission from the Manager or Head Librarian is obtained prior to the meeting. Such permission is not to be unreasonably withheld provided the time is kept to a minimum. The records of employees shall not be used against them at any time after twelve (12) months following a suspension or disciplinary action, including the report itselfletters of reprimand or any adverse reports, shall be disregarded and subsequently removed from the personal file after eighteen (18) months. The employee shall be responsible to see provided that any such documents are removedno other complaints, reprimands, warnings, or other forms of discipline of a similar or related nature have been imposed over that period.

Adverse Report. (a) The Employer shall notify an employee in writing of any event or complaint giving rise to concerns with respect to his/her employment expression of dissatisfaction concerning the employee's work within seven ten (710) calendar working days of becoming aware of the event or of the complaint, with a copy to the Union. Within a further fourteen (14) calendar days This notice shall include particulars of the Employer will investigate the matter and notify the employee, in writing, of any determination of dissatisfaction with his/her employmentwork performance which led to such dissatisfaction. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her the employee's record for use against him/her the employee at any time. (b) Further, whenever the Employer advises an employee of concerns about his/her work and that failure . This Article shall be applicable to bring his/her work up to a required standard by a given date, the Employer will provide the employee with the particulars of the concern, in writing, within fourteen (14) calendar days thereafter. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her record for use against him/her at any time. (c) Such written reports as referenced above shall not be used against an employee after eighteen (18) months have elapsed, provided another warning complaint or reprimand relating to the same or similar offence has not been given within that period. The employee's written reply to such notification of dissatisfaction shall become part of his/her record. (d) This article shall apply in respect of any expression of dissatisfaction relating to his/her work/employment or otherwise accusation which may be detrimental to an employee's advancement or standing with the Employer. All correspondence pertaining , whether or not it relates to the adverse reportemployee's work. The employee's reply to such complaint, accusation or expression of dissatisfaction shall become part of the employee's record. When management personnel intend to interview an employee for disciplinary purposes, the CEO/Library Manager/supervisor will notify the Union in advance in order that a Union representative may be present at the interview, upon the request of the employee. An employee may request that a Union representative be present in a disciplinary meeting with management. A union xxxxxxx may discuss a complaint with an employee without loss of pay during his/her regular shift, provided that permission from the CEO/Library Manager or Head Librarian is obtained prior to the meeting. Such permission is not to be unreasonably withheld provided the time is kept to a minimum. The records of employees shall not be used against them at any time after twelve (12) months following a suspension or disciplinary action, including the report itselfletters of reprimand or any adverse reports, shall be disregarded and subsequently removed from the personal file after eighteen (18) months. The employee shall be responsible to see provided that any such documents are removedno other complaints, reprimands, warnings, or other forms of discipline of a similar or related nature have been imposed over that period.

Adverse Report. (a) The Employer shall notify an employee of any event or complaint giving rise to concerns with respect to his/her their employment within seven (7) calendar days of becoming aware of the event or complaint. Within a further fourteen (14) calendar days the Employer will investigate the matter and notify the employee, in writing, of any determination of dissatisfaction with his/her their employment. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her their record for use against him/her them at any time. (b) Further, whenever the Employer advises an employee of concerns about his/her their work and that failure to bring his/her their work up to a required standard by a given date, the Employer will provide the employee with the particulars of the concern, in writing, within fourteen (14) calendar days thereafter. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his/her their record for use against him/her them at any time. (c) Such written reports as referenced above shall not be used against an employee after eighteen (18) months have elapsed, provided another warning or reprimand relating to the same or similar offence has not been given within that period. The employee's written reply to such notification of dissatisfaction shall become part of his/her their record. (d) This article shall apply in respect of any expression of dissatisfaction relating to his/her their work/employment or otherwise which may be detrimental to an employee's advancement or standing with the Employer. All correspondence pertaining to the adverse report, including the report itself, shall be disregarded and subsequently removed from the personal file after eighteen (18) months. The employee shall be responsible to see that any such documents are removed.