CORRECTIVE ACTION PROCEDURE a. Upon receipt by COUNTY of information regarding a failure by CONTRACTOR to comply with any provision of this Contract, COUNTY has the right to forward to CONTRACTOR a notice of COUNTY’s intent to consider corrective action to enforce compliance with such provision. Such notice will indicate the nature of the issue, or issues, to be reviewed in determining the need for corrective action. CONTRACTOR may have the opportunity to respond or participate in formulating the corrective action recommendation. COUNTY has the right to require the presence of CONTRACTOR’s officer(s) or employee(s) at any hearing or meeting called for the purpose of considering corrective action.
CORRECTIVE ACTION PROCEDURE. 1. The following language on Corrective Action and the Grievance Procedures is the sole source of rights and obligations of the parties to this contract in these matters. Furthermore, the following language is intended to supersede all provisions applicable to public employees in the Ohio Revised Code, and/or the rules of the Ohio Department of Administrative Services and the State Personnel Board of Review in relation to the Corrective Action and Grievance Procedures.
CORRECTIVE ACTION PROCEDURE. 478 A. Level 1 – Oral Reminder 479 The manager/supervisor meets privately with the employee and a representative of the Union (unless such representation is refused), to clarify the performance and/or behavioral issue(s). The manager/supervisor’s primary role at Level One is to gain the employee’s understanding and agreement to solve the problem. 480 The focus of the oral reminder is to remind the employee that (s)he has a personal responsibility to meet reasonable standards of performance and/or behavior. The supervisor/manager and employee should use this opportunity to problem-solve the issues, clarify expectations, and explore and agree upon behavioral changes including measurements of achievement and time lines.
CORRECTIVE ACTION PROCEDURE. 482 A. Level 1 – Oral Reminder 483 The manager/supervisor meets privately with the employee and a representative of the Union (unless such representation is refused), to clarify the performance and/or behavioral issue(s). The manager/supervisor’s primary role at Level One is to gain the employee’s understanding and agreement to solve the problem. 484 The focus of the oral reminder is to remind the employee that (s)he has a personal responsibility to meet reasonable standards of performance and/or behavior. The supervisor/manager and employee should use this opportunity to problem-solve the issues, clarify expectations, and explore and agree upon behavioral changes including measurements of achievement and time lines. 485 B. Level 2 – Individual Action Plan 486 This is the second level of the Corrective Action Procedure and should be utilized if the employee’s performance and/or behavioral problems continue. 487 At this level the supervisor/manager will meet privately with the employee and a representative of the Union (unless such representation is refused), to revisit the issues/problems, and clarify the need for the employee to meet reasonable standards of performance and behavior. This discussion will include a review of the progress made by the employee based on input at Level 1; the joint development of a written Individual Action Plan; and the time frame in which the employee is expected to meet performance and/or behavioral standards. The employee and supervisor should both sign the Individual Action Plan.
CORRECTIVE ACTION PROCEDURE. 475 The Corrective Action Procedure shall be applied and relied on by both parties as the basic means of progressive discipline. It is intended to be an open process that utilizes a problem solving approach to address issues and explore alternatives to correct performance and/or behavioral concerns using a “just cause” standard. All disputes arising out of the Corrective Action Procedure shall be subject to the Grievance/Arbitration Procedure, however, once an employee has agreed to any Level in writing within the Corrective Action Procedure, that Level is not grievable. 476 No employee shall be disciplined or discharged without just cause. Any employee who is discharged shall be informed in writing at the time of the discharge of the reason(s) for the discharge. 477 Supervisors shall ask the employee if he/she wishes the presence of a Union Xxxxxxx and/or Union Staff Representative in any meeting or investigation that may result in discipline. The selection of a union representative shall not unduly delay the proceeding. 478 It is the Employer’s intent normally to make use of progressive discipline in accordance with established practices and policy. 479 In the event the Employer disciplines or discharges an employee, the Employer will, at the request of the employee and/or Union, furnish copies of necessary and/or relevant documents or written statements used by the Employer as a basis for the disciplinary action. 480 Employees shall have the right to respond in writing to any written disciplinary notices and documentation of employee counseling sessions, and shall have that response attached to the relevant material.
CORRECTIVE ACTION PROCEDURE. The accumulation of chargeable no-fault absences within an employee’s established measurement period will be addressed by the following procedure. NO FAULT ABSENCES CORRECTIVE ACTION One (1) no-fault absence 1st Written Warning Two (2) no-fault absences 2nd Written Warning Three (3) no-fault absences 3rd Written Warning Four (4) no-fault absences 4th Written Warning Five (5) no-fault absences Discharge SECTION 5 NO-FAULT ABSENCE SUMMARY • Any scheduled work time missed (tardy or early leave) after the xxxxx xxxxx period, of less than four (4) hours will equal ½ no-fault absence. • Any scheduled work time missed (tardy or early leave) of four (4) hours or more will equal one (1) no-fault absence. • Failure to properly call in will equal one-half (1/2) no-fault absence. • Each no-fault absence day will equal one (1) no-fault absence. • Failure to work or report for voluntary daily or weekend overtime will equal two (2) no-fault absences.
CORRECTIVE ACTION PROCEDURE. PURPOSE: This procedure is designed to help and encourage all employees to achieve and maintain satisfactory standards of conduct, attendance and job performance. The aim is to ensure consistent and fair treatment for all. The employer should remain focused on the primary goals of rehabilitating employee conduct towards an acceptable standard and preserving the employment relationship. JUST CAUSE: Disciplinary actions shall be for just cause. An employee may appeal disciplinary actions of Final Written Warning, Suspension and/or Termination through the grievance procedure.
CORRECTIVE ACTION PROCEDURE. 11.01 The Employer shall not discipline, suspend or discharge an employee with seniority, unless there is just cause to do so. The Union recognizes the onus on the Employer to maintain and administer discipline where necessary, in a reasonable and progressive manner that is corrective in nature. The Employer agrees that, except in extreme circumstances, prior to imposing disciplinary action, it shall give to the employee a reasonable opportunity to explain and correct the situation in question. Prior to deciding on the discharge of an employee, the Employer shall first suspend the employee for a period not normally to exceed five (5) workdays. Within that period, or such other period as required to complete the following procedures, and before the Employer makes its final decision, a hearing shall be held at which the Union may present any facts or other information which it wishes the Employer to consider. In the event that no discipline is administered, the suspension is with pay.
CORRECTIVE ACTION PROCEDURE. CITY, in its absolute discretion and in lieu of immediately terminating this Contract upon occurrence or discovery of noncompliance by CORPORATION pursuant to this Contract, will have the right to give CORPORATION notice of CITY’S intention to consider corrective action to enforce compliance. Such notice must indicate the nature of the non-compliance and the procedure whereby CORPORATION will have the opportunity to participate in formulating any corrective action recommendation. CITY will have the right to require the presence of CORPORATION’S officer(s) and EXECUTIVE DIRECTOR at any hearing or meeting called for the purpose of considering corrective action. In the event that CORPORATION does not implement the corrective action recommendations in accordance with the corrective action timetable, CITY may suspend payments hereunder or terminate this Contract as set forth in Section VIII below.
CORRECTIVE ACTION PROCEDURE. The accumulation of chargeable no-fault absences within an employee’s established measurement period will be addressed by the following procedure. No Fault Absences Corrective Action One (1) no-fault absence 1st Written Warning Two (2) no-fault absences 2nd Written Warning Three (3) no-fault absences 3rd Written Warning Four (4) no-fault absences 4th Written Warning Five (5) no-fault absences Discharge
