ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. Performance
ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. When a formal review of an employee's performance is made, the employee concerned shall be given the opportunity to discuss the document with a Union Representative and then sign the review form in question to indicate that its contents have been read and understood. The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee's performance shall also incorporate an opportunity for the employee to state his career development goals and that every effort be made to develop the career potentials of each individual through Service training, Re-training, or any other facets of career development which may be available. The Employer agrees not to introduce as evidence in the case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which the employee was not made aware of, by the provision of a copy thereof at the time of filing, or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the Personnel file of an employee, shall be destroyed after two (2) year has elapsed since the disciplinary action was taken provided that no further disciplinary action of a similar nature has been recorded during this period. Upon written request of an employee, the Personnel file of that employee shall be made available for his examination at reasonable times in the presence of an authorized representative of the Housing Association and the Union, if so requested. During the term of this Agreement, if a new or revised classification standard is implemented by the Employer,the Employer shall, before applying the new or revised classification standard, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the classification affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates. Where an employee believes that he has been improperly classified with respect to his position or category, group and level, he shall discuss hi...
ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. When a formal review of an employee's performance is made, the employee shall be given the discuss, then sign the review form in question to indicate that its contents have been read and understood. The employee shall also be given the opportunity to provide written comments to be attached to his performance and may use the grievance procedure in Article to any alleged factual inaccuracies in his performance The formal review of an employee’s performance shall also incorporate an employee to state his career development goals. The Employer’s representative who assesses an employee’s performance must have observed the employee’s performance for at least one-half of the period for which the performance is evaluated or have input from another person who has so observed the employee. The Employer agrees not to introduce as evidence in the case of promotionalopportunities or action any document from the file of an employee, the existence of which the employee was not made aware, by the provision of a copythereof at the time of filing or within a reasonable period thereafter. Upon written request of an employee, the Personnel file of that employee shall be made for his examination at reasonable times in the presence of an authorized representative of the Employer. Only one file per employee for the of performance evaluation and discipline shall exist. Any document or written statement related to disciplinary action which may have been placed on the Personnel file of an employee, shall be destroyed after two (2) have elapsed since the disciplinary action was taken, provided that no further disciplinaryaction has been recorded during this period.
ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. When a formal review of an employee's performance is made, the employee shall be given the opportunity to discuss it with the Employer. The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the Grievance Procedure to any factual inaccuracies in his appraisal. The Employer agrees not to introduce as evidence in the case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which the employee was not made aware by the provision of a thereof at the time of filing. Upon written request of an employee, the Personnel file of that employee shall be made available for his examination at reasonable times in the presence of an representative of the Employer and of the Union. Only one official file per employee for the purposes of performance evaluation or discipline shall exist. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after one (1) year has elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period.
ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. (Continued) The Employer agrees to use its best efforts to consult all Team Leaders who have had supervisory authority over the employee being evaluated during the for which the evaluation is being done. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document the file of an employee, the contents of which the employee was not aware of at the time of filing or within a reasonable period thereafter. Upon Written request of an employee, the personnel file of an employee shall be made available annually for his in the presence of an authorized representative of the Employer. The Employer shall provide copies of any file documents requested by the employee in writing.
ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. (a) When a formal assessment of an employee’s performance is made, the employee concerned shall be given an opportunity to sign the assessment form to indicate its contents have been read and shall not indicate his concurrence with the statements contained therein. The employee shall be provided an opportunity to append their comments to the assessment. At the employee’s request, a copy of the assessment shall be provided. The Centre’s who assess an employee’s performance must have observed or been aware of the employee’s performance for at least one-half of the period for which the employee’s is evaluated. The Centre agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the contents of which the employee was not aware of at the time of filing or within a reasonable period thereafter. Upon written request of an employee, the personnel file of an employee shall be made available for his examination in the presence of an authorized representative of the Centre. The Centre shall provide copies of any file documents requested by the employee in writing.
ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. An employee who submits a written request to the Director of Human Resources or his designate may review her personnel file in the possession of the Division as it relates to her employment with the Division. The employee may have a representative who is a member of the Association present at the time of the review provided the employee has named the representative in the request. The Division shall have the right to have a representative present when the employee is examining such files. Following written assessment of an employee's performance, the employee will be given an opportunity to review the assessment and to acknowledge having read the contents of the assessment. At the time of reviewing the assessment, the employee will be provided with the opportunity to place her own comments on the assessment prior to her signing. Upon signing the assessment form, the employee will receive a duplicate copy for her records. The Division will not introduce as evidence at any Arbitration Hearing and an Arbitration Board shall not accept as evidence any document which is disciplinary in nature, unless the employee has been previously advised of the nature of the discipline or has been provided with a copy of such document upon request in advance of the Arbitration. An employee may file a grievance requesting the removal or amendment of any disciplinary documentation contained in her file.
ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. When a formal of an employee’s performance is made, the employee concerned shall be given an opportunity to sign the assessment form to indicate its contents have been read and shall not indicate his concurrence with the statements contained therein. The employee shall be provided an opportunity to append their comments to the assessment. At the employee’s request, a copy of the assessment shall be provided.
ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. When a formal review of an employee's performance is made, the employee concerned shall be given the opportunity to discuss and then sign the review form in question to indicate that its contents have been read and understood. The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee's performance shall also incorporate an opportunity for the employee to state his career development goals and request any training, in-service training, re-training, or any facets of career development which may be available. The Employer agrees not to introduce as evidence in the case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which the employee was not made aware, by the provision of a copy thereof at the time of filing or within fifteen 5) working days thereafter. Any document or written statement related to disciplinary action which placed on the Personnel file of an employee will not be used for disciplinary purposes after a duration of two (2) years has elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period. The exceptions
ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. When a formal review of an employee's performance is made, the employee concerned shall be given the opportunity to discuss the document with a Union Representative and then sign the review form in question to indicate that its contents have been read and understood. The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee's performance shall also incorporate an opportunity for the employee to state his career development goals and that every effort be made to develop the career potentials of each individual through In-service training,Re-training, or any other facets of career development which may be available. Any review of an employee's performance must be conducted by the Manager or his designate, and must be conducted by a person who has had an opportunity to observe the employee's performance for at least one-half of the period of the evaluation.
