Corrective Action/Dismissal Process Clause Samples
Corrective Action/Dismissal Process. The Employer will make clear when formal or final counseling is being conducted and will inform the employee about their right to representation under the CBA. When counseling or dismissing an employee, the Employer will make every effort to protect the privacy of the employee. Translators may be requested by any party.
Corrective Action/Dismissal Process. The Employer will make clear the Step of the process being conducted.
Corrective Action/Dismissal Process. The Employer will make clear the Step of the process being conducted. –Informal Coaching, verbal counseling between employee and immediate supervisor. Supervisor may follow up in writing which may include an action plan, which shall not be placed in the employee’s file.
Corrective Action/Dismissal Process. The University will make clear when formal or final counseling is being conducted. Informal Counseling - Informal discussion or counseling between employee and immediate supervisor. Supervisor will follow-up in writing, which will include simple action plan, if necessary. Formal Counseling - Formal counseling (may involve administrative personnel other than the employee's immediate supervisor) including the development of a written action plan. The action plan will identify specific problem areas, performance objectives, suggestions for remedying, and a timeframe for improvement. Final Counseling - Final counseling (may involve administration other than the employee's immediate supervisor) including action plan discussion and revision, where appropriate. A decision-making period of one (1) day of paid time away from the work site for the employee to consider the consequences of failure to follow the action plan may be used at this step. If the Employer decides to provide a decision-making day, the employee will be given a list of expectations and problem statements prior to the day taking place. Dismissal - Prior to dismissal, a pre-determination meeting will be scheduled to give an employee an opportunity to make his/her case before the final decision is made. The employee has the right to have a Union representative present at the pre-determination meeting. Demotion - When mutually agreed, demotion may be considered at any step of the Process.
Corrective Action/Dismissal Process. The Employer will make clear when formal or final counseling is being conducted. When counseling or dismissing an employee, the Employer will make every effort to protect the privacy of the employee. Translators may be requested by any party.
Corrective Action/Dismissal Process. The University will make clear when formal or final counseling is being conducted. A decision-making period of one (1) day of paid time away from the work site for the employee to consider the consequences of failure to follow the action plan may be used at this step. If the Employer decides to provide a decision-making day, the employee will be given a list of expectations and problem statements prior to the day taking place.
Corrective Action/Dismissal Process. 3 36.1 Corrective Action/Dismissal. The Employer and the Union will follow the "Corrective 4 Action/Dismissal Process" below for all corrective action/dismissal actions in order to 5 utilize a corrective rather than punitive approach. 7 No employee shall be subject to the Corrective Action/Dismissal Process except for just 8 cause. The Corrective Action/Dismissal Process will be considered to incorporate the 9 concept of progressive action and provide a positive process for improvement. The 10 University will determine the specific step at which the process begins based on the nature 11 and severity of the problem.