Common use of CORRECTIVE ACTION PROCEDURE Clause in Contracts

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. 482 2714 A. Level 1 – - Oral Reminder 483 2715 The manager/supervisor meets will meet 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 's primary role at Level One is to gain the employee’s understanding and agreement to solve the problem. 484 2716 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 2717 B. Level 2 – - Individual Action Plan 486 2718 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 2719 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. 482 450 A. Level 1 – Oral Reminder 483 451 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. 484 452 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. 485 453 B. Level 2 – Individual Action Plan 486 454 This is the second level of the Corrective Action Procedure and should be utilized if the employee’s performance and/or behavioral problems continue. 487 455 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.