Common use of Coaching Clause in Contracts

Coaching. The manager or supervisor meets with the nurse to describe the problem or 22 issue and expectations. This discussion may be documented. The completed form 23 should be retained in the unit file for the nurse as a reference if needed. Discussion 24 notes are not corrective actions and are not sent to Human Resources to be placed in 25 the nurse’s Human Resources file, and are not subject to the grievance procedure. A 26 copy of the note is given to the nurse.

Coaching. The manager or supervisor meets with the nurse to describe the problem or 22 24 issue and expectations. This discussion may be documented. The completed form 23 25 should be retained in the unit file for the nurse as a reference if needed. Discussion 24 26 notes are not corrective actions and are not sent to Human Resources to be placed in 25 27 the nurse’s Human Resources file, and are not subject to the grievance procedure. A 26 28 copy of the note is given to the nurse.

Coaching. The manager or supervisor meets with the nurse to describe the problem or 22 16 issue and expectations. This discussion may be documented. The completed form 23 17 should be retained in the unit file for the nurse as a reference if needed. Discussion 24 18 notes are not corrective actions and are not sent to Human Resources to be placed in 25 19 the nurse’s Human Resources file, and are not subject to the grievance procedure. A 26 20 copy of the note is given to the nurse.

Coaching. 27 The manager or supervisor meets with the nurse Nurse to describe the problem or 22 28 issue and expectations. This discussion may be documented. The 29 completed form 23 should be retained in the unit file for the nurse Nurse as a 30 reference if needed. Discussion 24 notes are not corrective actions and are not 31 sent to Human Resources to be placed in 25 the nurseNurse’s Human Resources file, 32 file and are not subject to the grievance procedure. A 26 copy of the note is 33 given to the nurseNurse.

Coaching. The manager or supervisor meets with the nurse to describe the problem or 22 28 issue and expectations. This discussion may be documented. The completed form 23 29 should be retained in the unit file for the nurse as a reference if needed. Discussion 24 30 notes are not corrective actions and are not sent to Human Resources to be placed in 25 31 the nurse’s Human Resources file, and are not subject to the grievance procedure. A 26 32 copy of the note is given to the nurse.

Coaching. The manager or supervisor meets with the nurse to describe the problem or 22 37 issue and expectations. This discussion may be documented. The completed form 23 1 should be retained in the unit file for the nurse as a reference if needed. Discussion 24 2 notes are not corrective actions and are not sent to Human Resources to be placed in 25 3 the nurse’s Human Resources file, and are not subject to the grievance procedure. A 26 4 copy of the note is given to the nurse.

Coaching. The manager Manager or supervisor meets with the nurse to describe the problem 31 or 22 issue and expectations. This discussion may be documented. The completed form 23 32 should be retained in the unit file for the nurse as a reference if needed. Discussion 24 notes Notes 1 are not corrective actions and are not sent to Human Resources to be placed in 25 the nurse’s 2 Human Resources file, and are not subject to the grievance procedure. A 26 copy of the note is given to the nurse.

Coaching. The manager or supervisor meets with the nurse to describe the problem or 22 20 issue and expectations. This discussion may be documented. The completed form 23 21 should be retained in the unit file for the nurse as a reference if needed. Discussion 24 22 notes are not corrective actions and are not sent to Human Resources to be placed in 25 23 the nurse’s Human Resources file, and are not subject to the grievance procedure. A 26 24 copy of the note is given to the nurse.

Coaching. The manager or supervisor meets with the nurse to describe the problem or 22 15 issue and expectations. This discussion may be documented. The completed form 23 16 should be retained in the unit file for the nurse as a reference if needed. Discussion 24 17 notes are not corrective actions and are not sent to Human Resources to be placed in 25 18 the nurse’s Human Resources file, and are not subject to the grievance procedure. A 26 19 copy of the note is given to the nurse.

Coaching. The manager or supervisor meets with the nurse to describe the problem or 22 25 issue and expectations. This discussion may be documented. The completed form 23 26 should be retained in the unit file for the nurse as a reference if needed. Discussion 24 27 notes are not corrective actions and are not sent to Human Resources to be placed in 25 28 the nurse’s Human Resources file, and are not subject to the grievance procedure. A 26 29 copy of the note is given to the nurse. A discussion note may be added to the nurse’s 30 personnel file to document notice to the nurse if corrective action advances to a higher 31 step.