Counseling Procedure Clause Samples

The Counseling Procedure clause outlines the formal steps and processes for addressing and resolving workplace issues or employee concerns through counseling sessions. Typically, this clause specifies who may initiate counseling, the stages involved (such as informal discussion followed by formal meetings), and the documentation required at each step. Its core practical function is to provide a structured and fair method for managing employee performance or behavioral issues, ensuring that both the employer and employee have a clear understanding of expectations and opportunities for improvement before more serious disciplinary actions are considered.
Counseling Procedure. Once the supervisor has made a decision to Council an employee, the next level supervisor will be contacted and informed of the proposed counseling. For FRO the Captain will contact the Battalion Chief. The Battalion Chief or next level supervisor will confirm the counseling recommendation by: • Comparing the counseling against the employee’s disciplinary matrix. • Determine whether or not the counseling conforms to the discipline process and is consistent with previous decisions in similar circumstances. If the Battalion Chief or next level supervisor confirms the counseling recommendation a Counseling session should be performed and documented using the HFD Disciplinary Action Form. A copy of the form will be given to the employee, a copy will be maintained by the Captain or next level supervisor for 6 months and the counseling session will be entered into the disciplinary matrix by the Battalion Chief. If the employee’s disciplinary history will not allow counseling or if it is determined that previous similar circumstances have resulted in formal discipline, the Captain or supervisor and the Battalion Chief or next level supervisor will move to the Formal Discipline Process and conduct an Investigative Interview.
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Counseling Procedure. 3 Once the supervisor has made a decision to counsel an employee, the next level 4 supervisor will be contacted and informed of the proposed counseling. For example, 5 the Captain will contact the Battalion Chief. The Battalion Chief or next level supervisor 8 • Comparing the counseling against the employee’s disciplinary matrix.
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Counseling Procedure. 29 Once the supervisor has made a decision to counsel an employee, the next level 30 supervisor will be contacted and informed of the proposed counseling. For 31 example, the Captain will contact the Battalion Chief. The Battalion Chief or next 32 level supervisor will confirm the counseling recommendation by: 33 34 • Comparing the counseling against the employee’s disciplinary matrix. 35 36 • Determine whether or not the counseling conforms to the discipline process 37 and is consistent with previous decisions in similar circumstances. 39 If the Battalion Chief or next level supervisor confirms the counseling 40 recommendation a Counseling session should be performed and documented 41 using the NLVFD Counseling form (Appendix A). A copy of the form will be given 1 to the employee, the Captain or next level supervisor will maintain a copy for 6 2 months, and the Battalion Chief will enter the counseling session into the 5 If the employee’s disciplinary history will not allow counseling or if it is determined 6 that previous similar circumstances have resulted in formal discipline, the 7 Assistant Fire Chief or Fire Chief will move to the Formal Discipline Process and 8 conduct an Investigative Interview.
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Counseling Procedure. 5 example, the Captain will contact the Battalion Chief. The Battalion Chief or next 6 level supervisor will confirm the counseling recommendation by: 8 • Comparing the counseling against the employee’s disciplinary matrix.
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Counseling Procedure. 22.1. Performance or work habits issues will be dealt with by the appropriate Manager in a quick manner. The company views the decision to counsel employees as a serious occurrence and will always ensure that fairness and reasonableness applies in each case. 22.2. In every case where a performance or work habit issue occurs a discussion will take place to make the employee aware of the issue and to give the employee a chance to explain and to fix the situation or problem. 22.3. Should the employee not meet the agreed standards then a verbal warning will be issued. Again the discussion will be followed up within an agreed time frame. 22.4. Should the employee not meet the agreed standards then a first written warning will be issued. 22.5. Following an opportunity to meet agreed standards of performance should the employee still fail to meet the standards then a second written warning will be issued. 22.6. Following an opportunity to meet agreed standards of performance should the employee still fail to meet the standards then his/her employment will be terminated. 22.7. Not including the above, the company will dismiss any employee without notice for gross negligence, wilful misconduct or theft. Wages shall be paid up to the time of dismissal only. 22.8. Warnings issues in accordance with the procedure detailed above will remain on the employees personnel file for a maximum period of twelve (12) months, after which the warning will be removed from the file and destroyed.
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Counseling Procedure. An employee whose behaviour or performance is considered unacceptable or requiring improvements shall be counselled as to the Company’s expectations. Where such counselling is not successful, formal warnings may be necessary. Formal warnings will be issued by a supervisor and shall be recorded. The employee concerned will have a witness present, unless otherwise requested. In issuing a formal warning, the Company representative will advise the employee, in writing, what action is required to rectify the situation. Prior to any dismissal, an employee will be given a final warning, in writing, and advised of the consequences of the employee not rectifying the situation. This clause does not apply to gross misconduct warranting summary dismissal.
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Counseling Procedure. This procedure will be used in circumstances involving: • minor breaches by employees of their contracts of employment e.g. minor events of absenteeism or minor discourtesies, episodic unacceptable behaviour etc; • Any performance related issues. In very serious matters (such as serious or willful misconduct) immediate termination of employment may be considered. In this case the company's Discipline Procedure will be utilised.
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Related to Counseling Procedure

  • BILLING PROCEDURE a. The Contractor shall submit, not more than semi-monthly, properly completed A-19 vouchers (the "voucher") to one of the following: The Department of Children, Youth, and Families Attn: ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ PO Box 40970 Olympia WA 98504-0970 Or, email a scan of an original, signed A-19 voucher directly to the DCYF Contract Manager at ▇▇▇▇▇.▇▇▇▇▇▇▇▇@▇▇▇▇.▇▇.▇▇▇ b. Payment to the Contractor for approved and completed work shall be made by warrant or Electronic Funds Transfer by DCYF and considered timely if made within 30 days of receipt of a properly completed voucher. Payment shall be sent to the address designated by the Contractor and set forth in this Contract. c. Each voucher must clearly reference the DCYF Contract Number and the Contractor's Statewide Payee Registration number assigned by the Office of Financial Management (OFM). d. Properly completed vouchers and attachments completed by the Contractor must contain the information described in Exhibit A under the Section titled "Compensation and Voucher Payment".

  • Closing Procedure The Company or its assigns shall effect the ----------------- Repurchase by delivering or mailing to the Grantee (and/or, if applicable, his Permitted Transferees) written notice within six (6) months after the Termination Event or Bankruptcy, specifying a date within such six-month period in which the Repurchase shall be effected. Upon such notification, the Grantee and his Permitted Transferees shall promptly surrender to the Company any certificates representing the Restricted Shares being purchased, together with a duly executed stock power for the transfer of such Restricted Shares to the Company or the Company's assignee or assignees (as contemplated by Section 6, if applicable). Upon the Company's or its assignee's receipt of the certificates from the Grantee or his Permitted Transferees, the Company or its assignee or assignees shall deliver to him, her or them a check for the purchase price of the Restricted Shares being purchased, provided, however, that the Company may pay the purchase price for such shares by offsetting and canceling any indebtedness then owed by the Grantee to the Company. At such time, the Grantee and/or any holder of the Restricted Shares shall deliver to the Company the certificate or certificates representing the Restricted Shares so repurchased, duly endorsed for transfer, free and clear of any liens or encumbrances. The Repurchase obligation specified herein shall survive and remain in effect as to Restricted Shares following and notwithstanding any public offering by or merger or other transaction involving the Company and certificates representing such Restricted Shares shall bear legends to such effect.

  • Posting Procedure (a) Except as otherwise provided, all positions shall be posted as they arise and shall be posted using the standard posting format (see Appendix C). (b) All postings shall include the following: (1) the Bargaining Unit to which the posting applies; (2) the type of position (i.e. GTA, GSA-­‐1, UTA); (3) if possible, the number of position(s) available; (4) the course name and number; (5) the start and termination dates for the appointment; (6) the level of appointment (i.e. full, or portion of); (7) assigned responsibilities; (8) required and preferred qualifications (academic and/or professional); (9) application deadline; (10) wages; (11) any applicable equity provisions; and (12) the current University of Guelph’s employment equity statement, which may be amended from time to time through discussion with stakeholder groups through the Employment Equity Committee. (c) Where a course has both In-­‐Class and DE section(s), the DE sections(s) shall be posted separately from the In-­‐Class section(s). In situations where the University anticipates that the position may be available for two (2) or three (3) semesters, the posting shall clearly indicate this possibility. The decision to appoint an employee for more than one (1) semester at a time shall be at the sole discretion of the University (see also 11.04 (d)). (d) Positions shall be posted by the Department electronically on the Central Job Posting Website for TAs, GSA-­‐1s, & Sessional Lecturers, within the time frames provided for in this Article. At the time of posting the Union shall receive electronic notification. (e) The University shall respond to inquiries from the Union with regard to posting criteria as specified in (a), (b) and (c). The Union shall notify FASR in writing of postings which in the Union’s view do not comply with the requirements of (a), (b) and (c). The University shall consult with the appropriate Union designate(s) within two (2) days of receipt of such notice, and where the Parties agree the posting did not meet the posting criteria as specified in (a),

  • BIDDING PROCEDURE 1.1 Sealed bid, (formal and informal), subject to Instructions and General Conditions and any special conditions set forth herein, will be received in the office of the Purchasing Division, 440 So. 8th St., Lincoln, NE 68508, until the bid closing date and time indicated for furnishing Lancaster County, hereinafter referred to as “County”, the materials, supplies, equipment or services shown in the electronic bid request. 1.2 Bidders shall use the electronic bid system for submitting bids and must complete all required fields. If you do not care to bid, please respond to the bid request and note your reason. 1.3 Identify the item you will furnish by brand or manufacturer’s name and catalog numbers. Also furnish specifications and descriptive literature if not bidding the specific manufacturer or model as listed in the specifications. 1.4 Any person submitting a bid for a firm, corporation, or other organization must show evidence of his authority so to bind such firm, corporation, or organization. 1.5 Bids received after the time and date established for receiving bids will be rejected. 1.6 The Bidders and public are invited, but not required, to attend the formal opening of bids. At the opening, prices will be displayed electronically and/or read aloud to the public. The pricing is also available for immediate viewing on-line. No decisions related to an award of a contract or purchase order will be made at the opening.

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