Common use of Counseling and Disciplinary Probation Clause in Contracts

Counseling and Disciplinary Probation. 1. Before a Nurse can be terminated for unsatisfactory performance she/he must be interviewed and a written action plan will be developed by the Nurse’s Manager/Director that is aimed at eliminating the problem by notifying the Nurse as to the improvement which is required. The Nurse’s improvement will be expected over a defined disciplinary probationary period not to exceed ninety (90) calendar days, and no disciplinary action shall be taken if the expected improvement occurs. The requirements of a written action plan and of a probationary period prior to termination may be waived only if the Hospital believes, based on the facts known to it, that patient safety, well-being or health will be jeopardized if the Nurse continues to work in the department. 2. Wage increases will not be given to an employee on probation, but other benefits will not be affected. 3. It is not required that multiple probationary periods be used where several problems exist prior to and/or during the probationary period. Furthermore, if the same or different problems occur after the satisfactory completion of a probationary period, a new probationary period will be required before any termination can occur unless two probationary periods previously were received by a Nurse for performance problems. This paragraph is subject to the last sentence of Section D-1 above.

Counseling and Disciplinary Probation. 1. Before a Nurse can be terminated for unsatisfactory performance performance, she/he must be interviewed and a written action plan will be developed by the Nurse’s Manager/Director that is aimed at eliminating the problem by notifying the Nurse as to the improvement which is required. The Nurse’s improvement will be expected over a defined disciplinary probationary period not to exceed ninety (90) calendar days, and no disciplinary action shall be taken if the expected improvement occurs. The requirements of a written action plan and of a probationary period prior to termination may be waived only if the Hospital believes, based on the facts known to it, that patient safety, well-being or health will be jeopardized if the Nurse continues to work in the department. 2. Wage increases will not be given to an employee on probation, but other benefits will not be affected. 3. It is not required that multiple probationary periods be used where several problems exist prior to and/or during the probationary period. Furthermore, if the same or different problems occur after the satisfactory completion of a probationary period, a new probationary period will be required before any termination can occur unless two probationary periods previously were received by a Nurse for performance problems. This paragraph is subject to the last sentence of Section D-1 above.

Counseling and Disciplinary Probation. 1. Before a Nurse can be terminated for unsatisfactory performance she/he performance, they must be interviewed and a written action plan will be developed by the Nurse’s Manager/Director that is aimed at eliminating the problem by notifying the Nurse as to the improvement which is required. The Nurse’s improvement will be expected over a defined disciplinary probationary period not to exceed ninety (90) calendar days, and no disciplinary action shall be taken if the expected improvement occurs. The requirements of a written action plan and of a probationary period prior to termination may be waived only if the Hospital believes, based on the facts known to it, that patient safety, well-being or health will be jeopardized if the Nurse continues to work in the department. 2. Wage increases will not be given to an employee on probation, but other benefits will not be affected. 3. It is not required that multiple probationary periods be used where several problems exist prior to and/or during the probationary period. Furthermore, if the same or different problems occur after the satisfactory completion of a probationary period, a new probationary period will be required before any termination can occur unless two probationary periods previously were received by a Nurse for performance problems. This paragraph is subject to the last sentence of Section D-1 above.