Common use of Day of Decision Clause in Contracts

Day of Decision. 489 This is the fourth level of the Corrective Action Procedure and should be utilized if the employee has not shown improvement in performance and/or behavioral problems after having gone through Level 3 of the Corrective Action Procedure. 490 At the conclusion of the follow-up meeting at Level 3, and after having determined that prior efforts have failed to produce the desired changes, a meeting will be scheduled between the supervisor/manager and the next higher level manager/chief, the employee, the union xxxxxxx and the next higher union representative (unless such representation is refused) to discuss the continuing problem. The purpose of this meeting is to review the continuing performance and/or behavioral issues and the lack of improvement. 491 If management decides to invoke the Day of Decision, the next higher level manager will explain the severity of the situation to the employee and will place the employee on a paid Day of Decision. (The Day of Decision is paid to demonstrate the Employer’s commitment to retain the employee.) The higher level manager will stress the need for the employee to use the Day of Decision as a day of reflection and choice. The employee has the opportunity to choose to change his/her/their performance and/or behavior and return to the organization, or voluntarily sever the employment relationship. Management will document the meeting in a memorandum, which will include the date, location, attendees, and summary of the discussion. 492 Upon the employee’s return, the supervisor/manager, the employee, and the union representative (unless such representation is refused), will meet to review the employee’s decision. If the employee’s decision is to change his/her/their performance and/or behavior and continue employment, the supervisor/manager, employee and Union representative (if any), will meet to develop and sign a Last Chance Agreement. The Last Chance Agreement will include a Final Corrective Action Plan. 493 E. Level 5 – Termination 494 Termination is the final level of the Corrective Action Procedure and should be utilized if performance and/or behavioral issues still persist despite the Oral Reminder, Individual Action Plan, Corrective Action Plan, and Day of Decision.

Day of Decision. 489 This is the fourth level of the Corrective Action Procedure and Process should be utilized if when the employee has not shown adequate improvement in performance and/or behavioral problems behavior after having gone through completing Level 3 of the Corrective Action Procedure3. 490 At the conclusion of the follow-up meeting at Level 3Xxxxx 0, and after having determined that prior efforts have failed to produce the desired changes, a meeting will be scheduled between including the supervisor/manager department manager, the employee and the next higher level manager/chief, the employee, the union xxxxxxx and the next higher union representative representation (unless such representation is refused) to discuss refused by the continuing problememployee). Higher levels of management and union leadership may attend this meeting if desired. The purpose of this meeting is to review the continuing performance and/or behavioral issues and the lack of adequate improvement. 491 If When management decides to invoke the a Day of DecisionDecision (Level 4), the next higher level manager will explain the severity of the situation will be explained to the employee, and a copy of the Draft Action Plan Form will be explained and provided by the supervisor/department manager. The employee and will place the employee then be placed on a paid “Day of Decision”. (The Day of Decision is paid to demonstrate the EmployerOrganization’s commitment to retain the employee.) . The higher level supervisor/department manager will stress the need for the employee to use utilize the Day of Decision as a day of reflection and choice. The employee has the opportunity to choose commit to change his/her/their performance and/or behavior and return to the organization, or voluntarily sever the employment relationship. Management will document the meeting in a memorandum, which will include memorandum that includes the date, location, attendees, and summary of the discussion. 492 Upon returning to the employee’s returnworkplace, the supervisor/department manager, the employee, and the union representative (unless such representation is refusedrefused by the employee), will meet to review the employee’s decision. If the employee’s decision is to change his/her/their performance and/or behavior and continue employment, the employee will submit the completed Draft Action Plan Form upon returning from the Day of Decision. The supervisor/department manager, employee employee, and Union a representative of the union (if anyunless such representation is refused by the employee), will meet to develop review and sign incorporate the employee’s Draft Action Plan into a Last Chance Agreement. The employee will be required to sign the Last Chance Agreement and will be given a copy. The union representative will be asked to sign the Last Chance Agreement demonstrating their attendance at the meeting and provided a copy, or mailed a copy if representation was refused. If the employee does not comply (i.e. complete Draft Action Plan Form, commit to change behaviors and/or performance and sign the Last Chance Agreement) or refuses to voluntarily terminate, the employee will progress to Xxxxx 0 of the Corrective Action Process. The Last Chance Agreement will include be placed in the department file and the employee’s personnel file for one (1) year, or for a Final Corrective Action Planshorter period if agreed to by both parties. 493 E. Level 5 – Termination 494 Termination is At the final level conclusion of the Corrective Action Procedure agreed upon timelines, the supervisor/department manager will meet with the employee and should be utilized a representative of the union (unless such representation is refused by the employee), for purposes of assessing progress or moving the issue forward if performance and/or behavioral issues still persist despite the Oral Reminder, Individual Action Plan, Corrective Action Plan, satisfactory progress has not been made. The supervisor/ department manager and Day of Decisionlabor representative must consult with Human Resources and Union Leadership at this Level.

Day of Decision. 489 This is the fourth level of the Corrective Action Procedure and Process should be utilized if when the employee has not shown adequate improvement in performance and/or behavioral problems behavior after having gone through completing Level 3 of the Corrective Action Procedure3. 490 At the conclusion of the follow-up meeting at Level 3, and after having determined that prior efforts have failed to produce the desired changes, a meeting will be scheduled between including the supervisor/manager department manager, the employee and the next higher level manager/chief, the employee, the union xxxxxxx and the next higher union representative representation (unless such representation is refused) to discuss refused by the continuing problememployee). Higher levels of management and union leadership may attend this meeting if desired. The purpose of this meeting is to review the continuing performance and/or behavioral issues and the lack of adequate improvement. 491 If When management decides to invoke the a Day of DecisionDecision (Level 4), the next higher level manager will explain the severity of the situation will be explained to the employee, and a copy of the Draft Action Plan Form will be explained and provided by the supervisor/department manager. The employee and will place the employee then be placed on a paid “Day of Decision”. (The Day of Decision is paid to demonstrate the EmployerOrganization’s commitment to retain the employee.) . The higher level supervisor/department manager will stress the need for the employee to use utilize the Day of Decision as a day of reflection and choice. The employee has the opportunity to choose commit to change his/her/their performance and/or behavior and return to the organization, or voluntarily sever the employment relationship. Management will document the meeting in a memorandum, which will include memorandum that includes the date, location, attendees, and summary of the discussion. 492 Upon returning to the employee’s returnworkplace, the supervisor/department manager, the employee, and the union representative (unless such representation is refusedrefused by the employee), will meet to review the employee’s decision. If the employee’s decision is to change his/her/their performance and/or behavior and continue employment, the employee will submit the completed Draft Action Plan Form upon returning from the Day of Decision. The supervisor/department manager, employee employee, and Union a representative of the union (if anyunless such representation is refused by the employee), will meet to develop review and sign incorporate the employee’s Draft Action Plan into a Last Chance Agreement. The employee will be required to sign the Last Chance Agreement and will be given a copy. The union representative will be asked to sign the Last Chance Agreement demonstrating their attendance at the meeting and provided a copy, or mailed a copy if representation was refused. If the employee does not comply (i.e. complete Draft Action Plan Form, commit to change behaviors and/or performance and sign the Last Chance Agreement) or refuses to voluntarily terminate, the employee will progress to Level 5 of the Corrective Action Process. The Last Chance Agreement will include be placed in the department file and the employee’s personnel file for one (1) year, or for a Final Corrective Action Planshorter period if agreed to by both parties. 493 E. Level 5 – Termination 494 Termination is At the final level conclusion of the Corrective Action Procedure agreed upon timelines, the supervisor/department manager will meet with the employee and should be utilized a representative of the union (unless such representation is refused by the employee), for purposes of assessing progress or moving the issue forward if performance and/or behavioral issues still persist despite the Oral Reminder, Individual Action Plan, Corrective Action Plan, satisfactory progress has not been made. The supervisor/ department manager and Day of Decisionlabor representative must consult with Human Resources and Union Leadership at this Level.

Day of Decision. 489 3227 This is the fourth level of the Corrective Action Procedure and should be utilized if the employee has not shown improvement in performance and/or behavioral problems after having gone through Level 3 of the Corrective Action Procedure. 490 3228 At the conclusion of the follow-up meeting at Level 3, and after having determined that prior efforts have failed to produce the desired changes, a meeting will be scheduled between the supervisor/manager (and may include the next higher level manager/chief, the employee, and the union xxxxxxx and may include the next higher union representative representative, (unless such representation is refused) ), to discuss the continuing problem. The purpose of this meeting is to review the continuing performance and/or behavioral issues and the lack of improvement. 491 3229 If management decides to invoke the Day of Decision, the next higher level manager management will explain the severity of the situation to the employee and will place the employee on a paid Day of Decision. (The Day of Decision is paid to demonstrate the Employer’s 's commitment to retain the employee.) The higher level manager Management will stress the need for the employee to use the Day of Decision as a day of reflection and choice. The employee has the opportunity to choose to change his/her/their her performance and/or behavior and return to the organization, or voluntarily sever the employment relationship. Management will document the meeting in a memorandum, which will include the date, location, attendees, and summary of the discussion. 492 3230 Upon the employee’s 's return, the supervisor/manager, the employee, and the union Union representative (unless such representation is refused), will meet to review the employee’s 's decision. If the employee’s 's decision is to change his/her/their her performance and/or behavior and continue employment, the supervisor/manager, employee and Union representative (if any), will meet to develop and sign a Last Chance Agreement. The Last Chance Agreement will include a Final Corrective Action Plan. 493 3231 E. Level 5 – 5- Termination 494 3232 Termination is the final level of the Corrective Action Procedure and should be utilized if performance and/or behavioral issues still persist despite the Oral Reminder, Individual Action Plan, Corrective Action Plan, and Day of Decision.

Day of Decision. 489 2725 This is the fourth level of the Corrective Action Procedure and should be utilized if the employee has not shown improvement in performance and/or behavioral problems after having gone through Level 3 of the Corrective Action Procedure. 490 2726 At the conclusion of the follow-up meeting at Level 3, and after having determined that prior efforts have failed to produce the desired changes, a meeting will be scheduled between the supervisor/manager (and may include the next higher level manager/chief), the employee, and the union xxxxxxx Union Xxxxxxx (and may include the next higher union representative (representative), unless such representation is refused) , to discuss the continuing problem. The purpose of this meeting is to review the continuing performance and/or behavioral issues and the lack of improvement. 491 2727 If management decides to invoke the Day of Decision, the next higher level manager management will explain the severity of the situation to the employee and will place the employee on a paid Day of Decision. (The Day of Decision is paid to demonstrate the Employer’s 's commitment to retain the employee.) The higher level manager Management will stress the need for the employee to use the Day of Decision as a day of reflection and choice. The employee has the opportunity to choose to change his/her/their her performance and/or behavior and return to the organization, or voluntarily sever the employment relationship. Management will document the meeting in a memorandum, which will include the date, location, attendees, and summary of the discussion. 492 2728 Upon the employee’s return, the supervisor/manager, the employee, and the union Union representative (unless such representation is refused), will meet to review the employee’s decision. If the employee’s decision is to change his/her/their her performance and/or behavior and continue employment, the supervisor/manager, employee and Union representative (if any), will meet to develop and sign a Last Chance Agreement. The Last Chance Agreement will include a Final Corrective Action Plan. 493 2729 E. Level 5 – Termination 494 2730 Termination is the final level of the Corrective Action Procedure and should be utilized if performance and/or behavioral issues still persist despite the Oral Reminder, Individual Action Plan, Corrective Action Plan, and Day of Decision.