Employee Counselling.
12.01 The Employer shall notify an employee in writing of any expression of dissatisfaction concerning the employees work within ten (10) working days of the event giving rise to the complaint, or the supervisor ought reasonably to have become aware of the information leading to the complaint. This notice shall include particulars which led to such dissatisfaction. This is not intended to be disciplinary but is intended to be used to enhance the relationship and communication between the Employer and employee.
Employee Counselling. The employees who have been displaced will be notified as soon as possible so they can be counselled on their options and prepare themselves to exercise their rights under this section.
Employee Counselling. The Division and the Union agree to participate in an Employee Counselling plan, the costs of which shall be shared equally by the Division and the Union. The counselling sessions under this plan for any employee and eligible family members will be provided as per the service agreement between Regina Public School Division #4, CUPE Local 3766 and the service provider.
Employee Counselling. With the object of retaining good employer/employee relations, no employee will be dismissed (except for misconduct which would justify instant dismissal) unless the following procedures have been followed:
(i) First Counselling (verbal): If management considers an employee to be unsatisfactory for any reason, the employer shall inform the employee of the unsatisfactory nature of the employee’s service, giving the employee the right to respond. If the employee so requests, a witness of his/her choosing may be present.
(ii) Second Counselling (written): If the management is of the opinion that the employee continues to be unsatisfactory, the employer shall again discuss with the employee, in the presence of a witness if requested, the unsatisfactory nature of the employee’s service and advise the employee that continuation of such unsatisfactory service may lead to dismissal.
(iii) Third and Final Counselling (written): If, after the two (2) counsellings, the employer still considers the employee to continue to remain unsatisfactory and in the presence of a witness of the employee’s choosing, the employee will again be counselled and advised that a continuing failure on his/her part to rectify the unsatisfactory nature of performance or conduct will lead to dismissal. This final counselling will be committed to writing by the management with the employee being requested to sign the document. In cases of misconduct where a verbal warning is considered inappropriate, the Company may counsel an employee at stages (ii) or (iii). An act of gross misconduct is defined as Conduct so bad that it destroys the employer/employee relationship, and merits instant dismissal without notice or pay in lieu of notice. Acts of gross misconduct include, but are not limited to, intoxication (whether from drink or drugs), fighting or other physical abuse, indecent behaviour, theft, dishonesty, sabotage, serious breaches of health and safety rules and gross insubordination
Employee Counselling. In the event a situation warrants the issuing of a warning notice, counselling will be in accordance with Sandvik Policy and Procedures.
Employee Counselling. The employer shall notify an employee, in writing, of such dissatisfaction concerning the employee’s work within five (5) working days of the event, giving rise to the complaint, or the supervisor becoming aware of the information leading to the complaint. This notice shall include particulars of the work performance which lead to the dissatisfaction. This is not intended to be disciplinary but used to enhance the relationship and communication between the Employer and employee. A copy will be retained in the employee’s file for a period of eighteen (18) months;
a) Whenever the Employer deems it necessary to formally discipline an employee, the Employer shall meet with the employee, and within five (5) working days submit written particulars of such to the employee. This notice shall include particulars of work performance, which led to such discipline. If the procedure is not followed, such expressions of discipline shall not become part of the record;
b) Letters of reprimand shall not be used against an employee at any time after the expiry of eighteen
Employee Counselling. The parties recognize that the employees of the Credit Union are very important assets, and that human problems have the potential of being successfully addressed, provided that they are identified in their early stages and an individual effort is made to obtain assistance from an appropriate resource. Whether alcoholism, drug abuse, physical illness, mental or emotional stress, marital distress, financial problems, family conflict or other concerns, these are human problems which may have a profound impact upon the lives of employees affected, their families and their job performance. The Union and the Credit Union wish to xxxxxx and maintain an attitude of assistance towards such problems when encountered by an employee, or member of his/her immediate family. Therefore, the parties agree that a member of members of the Bargaining unit may be trained as resource people to assist fellow-members by providing information and making appropriate referrals as necessary. Any bargaining unit member will be able to access the resources referred to on a confidential basis. Neither the Union nor the Credit Union will refer to such employee’s use of the resources in an arbitration or in a proceeding relating to discipline. Employees are expected to use their own time outside of regular working hours to attend appointments or treatments, and if such is not possible, a reasonable effort to facilitate the employee will be attempted. It is understood that the implementation of the terms of this letter will not result in any additional costs to the Credit Union, unless otherwise agreed. UNITED STEELWORKERS GRAND RIVER CREDIT UNION
Employee Counselling. The Board and the Union agree to participate in an Employee Counselling plan, the costs of which shall be shared equally by the Board and the Union (refer to current EAP brochure on RBE website).
Employee Counselling. 25.1 With the object of retaining good employer/employees relations, no employee will be dismissed [except for misconduct which would justify instant dismissal] unless the following procedures have been followed:
Employee Counselling. The Division shall provide an Employee and Family Assistance Program (EFAP). The maximum number of counselling sessions under this plan for any employee in any year shall be six (6) or as agreed by the parties.
