Counseling Memo Sample Clauses
A Counseling Memo clause outlines the process and requirements for documenting and communicating performance or behavioral issues to an employee. Typically, this clause specifies that management will provide a written memo to the employee detailing the concern, the expectations for improvement, and any potential consequences if the issue is not addressed. By formalizing this communication, the clause ensures that both the employer and employee have a clear record of the issue and the steps needed to resolve it, thereby promoting transparency and providing a fair opportunity for correction before further disciplinary action is taken.
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Counseling Memo. 12.1 A counseling memo is a written document given to an employee by a supervisor or manager. The purpose of a counseling memo is to instruct or counsel an employee regarding performance or conduct. The intent of a counseling memo is to be corrective rather thandisciplinary. The intent of this type of memo is to document and bring to the attention of an employee an area of concern by supervision, without having the
(a) The District has a right to give counseling memos to employees pursuant to MOU Section 5.1.
(b) A counseling memo will not be placed in an employee’s District personnel file, except as outlined below.
(c) The employee will be given a copy of any counseling memo. The supervisor or manager who writes the counseling memo will keep a copy in a working file.
(d) At the request of the employee, the counseling memo will be removed from the working file one year from the date it is dated provided that no subsequent counseling memos, reprimands or other discipline regarding similar performance or conduct have been received by the employee during the one year period.
(e) A counseling memo can be placed in an employee’s District personnel file as a history, addendum, or attachment to a reprimand or other disciplinary action if said action occurs regarding similar performance or conduct within one year of the issuance of a counseling memo.
(f) The District has a right to take disciplinary actions without first having issued a counseling memo. Such actions and appeals will be consistent with the agreement between the Union and the District.
Counseling Memo. If a supervisor has reason to issue a counseling memo to any employee in his charge, such memo shall be issued at a place and time away from other employees and the public. The memo shall be kept in the subject employee’s personnel file for a period of one (1) year from the date of the memo. If no similar occurrence takes place during that time period, the employee may request it shall be purged from the file.
Counseling Memo. In the interest of resolving issues at the lowest level possible, a counseling memo will be issued to “warn” classified employees of the consequences of his/her conduct prior to issuing any formal corrective action. Documentation of the “factual basis” for discipline will be provided to both the employee and his/her representative (of his/her own choosing) no later than 10 days of the supervisor gaining knowledge of the infraction. Infractions more than 30 days from occurrence shall not be subject to discipline (special consideration may be given and timelines can be extended with mutual agreement between SEIU 1021 and DUSD). Counseling Memos will not be placed in the employee’s official Personnel File. Counseling Memos will be discarded after 1 year (from date of issuance) if no infractions resulting in one or more other Counseling Memos occur.
Counseling Memo. A counseling memo is a written document given to an employee by a supervisor or manager. The purpose of a counseling memo is to instruct or counsel an employee regarding performance or conduct. The intent of a counseling memo is to be corrective rather than disciplinary. The intent of this type of memo is to document and bring to the attention of an employee an area of concern by supervision, without having the counseling memo be placed in the employee’s District personnel file unless there is a repetition of the behavior which requires further action such as a letter of reprimand, or other form of disciplinary action.
(a) The District has a right to give counseling memos to employees pursuant to MOU Section 5.1.
(b) A counseling memo will not be placed in an employee’s District personnel file, except as outlined below.
(c) The employee will be given a copy of any counseling memo. The supervisor or manager who writes the counseling memo will keep a copy in a working file.
(d) At the request of the employee, the counseling memo will be removed from the working file one year from the date it is dated provided that no subsequent counseling memos, reprimands or other discipline regarding similar performance or conduct have been received by the employee during the one year period.
(e) A counseling memo can be placed in an employee’s District personnel file as a history, addendum, or attachment to a reprimand or other disciplinary action if said action occurs regarding similar performance or conduct within one year of the issuance of a counseling memo.
(f) The District has a right to take disciplinary actions without first having issued a counseling memo. Such actions and appeals will be consistent with the agreement between the Union and the District.
Counseling Memo. A counseling memo may be provided to an employee to identify; a failure of appropriate conduct or performance issue; the performance the employee is to demonstrate in the future; and consequences for failure to correct the behavior or problem. A counseling memo will be retained in the supervisor’s file until the completion of the evaluation year. A counseling memo is not subject to the discipline or discipline appeal procedures described below.
Counseling Memo. 12.1 A counseling memo is a written document given to an employee by a supervisor
(a) The District has a right to give counseling memos to employees pursuant to MOU Section 5.1.
(b) A counseling memo will not be placed in an employee’s District personnel file, except as outlined below.
(c) The employee will be given a copy of any counseling memo. The supervisor or manager who writes the counseling memo will keep a copy in a working file.
(d) At the request of the employee, the counseling memo will be removed from the working file one year from the date it is dated provided that no subsequent counseling memos, reprimands or other discipline regarding similar performance or conduct have been received by the employee during the one year period.
(e) A counseling memo can be placed in an employee’s District personnel file as a history, addendum, or attachment to a reprimand or other disciplinary action if said action occurs regarding similar performance or conduct within one year of the issuance of a counseling memo.
(f) The District has a right to take disciplinary actions without first having issued a counseling memo. Such actions and appeals will be consistent with the agreement between the Union and the District.
Counseling Memo. The City may use non-disciplinary counseling actions as a corrective precursor to formal disciplinary action. Counseling actions shall be used for performance improvement and corrective action concerning minor infractions, and shall serve to inform the employee that his/her performance, behavior and/or conduct need(s) to be improved, and to provide guidance for corrective action needed from the employee to improve. The memo shall be reduced to writing and acknowledged by the employee and placed kept in the subject employee’s personnel file for a period of six (6) months from the date of the memo. If no similar occurrence takes place during that time period, the employee may request that the documentation be purged from the file.
Counseling Memo. A written memo used by the Sheriff to notify personnel that a specific behavior is unacceptable and could result in disciplinary action if continued. The counseling memo is retained in the employee’s personnel file but does not constitute disciplinary action or a reprimand. It is simply used to document, in writing, a counseling session held between management and an employee.