Employee Counselling and Corrective Guidance Procedure Sample Clauses

Employee Counselling and Corrective Guidance Procedure. Step 1 - Counselling 1. Inform the employee that this will be a counselling meeting and ask them if they would like a colleague or the union delegate, if appropriate, to be present. Discuss the problem with the employee. 2. Advise employee of the standards of performance, attendance and conduct, etc. expected and allow an opportunity for the employee to state their case. 3. Agree on specific action and standards required to be taken and establish a timeframe for implementation (the time frame may vary depending on circumstances). 4. A record of counselling session should be documented and the employee should be requested to sign this record as a true record of the discussion. A copy should then be retained by the Team Leader/Group Leader/Manager, a copy put on the employee's personnel file and a copy given to the employee. Should the same or other performance or conduct problems occur within a reasonable period, the procedure set out in Step 2 below should then be followed.
Sample 1
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Employee Counselling and Corrective Guidance Procedure. Employee Counselling and Corrective Guidance Procedure It is a term of the Agreement that the following counselling procedure shall be adopted in relation to all Employees covered by the Agreement. It is further recognised that at any stage of this counselling procedure the affected Employee may choose to be represented by an organiser and delegate of the Union and that any dispute over the application of this clause and the counselling procedure generally shall be dealt with in accordance with the disputes procedure contained in the Agreement. The immediate Team Leader/Group Leader or Manager concerned should: 1 Inform the Employee that this will be a counselling meeting and ask them if they would like a colleague or the union delegate, if appropriate, (“their chosen representative”) to be present. 2 Discuss the Problem with the Employee and their chosen representative. 3 Advise Employee of the standards of performance, attendance and conduct, etc. expected and allow an opportunity for the Employee to state their case. 4 Agree on specific action and standards required to be taken and establish a timeframe for implementation (the time frame may vary depending on circumstances). 5 A record of counselling session should be documented and the Employee should be requested to sign this record as a true record of the discussion. A copy should then be retained by the Team Leader/Group Leader/Manager, a copy put on the Employee's personnel file and a copy given to the Employee. Should the same or other performance or conduct problems occur within a reasonable period, the procedure set out in Step 2 below should then be followed.
Sample 1
Employee Counselling and Corrective Guidance Procedure. Step 1 - Counselling The immediate Supervisor or Manager concerned should: (i) Inform the employee that this will be a counselling meeting and ask them if they would like a colleague or the union delegate, if appropriate, to be present. (ii) Discuss the problem with the employee. (iii) Remind employee of the standards of performance, attendance or conduct etc. expected and allow an opportunity for the employee to state their case. (iv) Agree on specific action and standards required to be taken and establish a time frame for implementation (the time frame may vary depending on circumstances). (v) A record of counselling session should be documented and the employee should be requested to sign this record as a true record of the discussion. Should the employee refuse to sign, a note to that effect should be placed on the record of discussion. The refusal will not invalidate the counselling or warning. A copy should then be retained by the Supervisor/Manager, a copy put on the employee’s personnel file and a copy given to the employee. Should the same situation or problem occur within a reasonable period, the procedure set out in Step 2 below should then be followed:
Sample 1
Employee Counselling and Corrective Guidance Procedure. 15.1 It is a term of the Agreement that the following counselling procedure shall be adopted in relation to all employees covered by the Agreement. It is further recognised that at any stage of this counselling procedure the affected employee may be represented by a support person of the employee’s choice which may include an organiser and delegate of the union.
Sample 1

Related to Employee Counselling and Corrective Guidance Procedure

  • Employee Assistance Program Neither the fact of an employee's participation in an employee assistance program, nor information generated by participation in the program, shall be used as a reason for discipline under this Article, except for information relating to an employee's failure to participate in an employee assistance program consistent with the terms to which the employee and the University have agreed.

  • Employee Assistance Programs Consistent with the University's Employee Assistance Program, employees participating in an employee assistance program who receive a notice of layoff may continue to participate in that program for a period of ninety (90) days following the layoff.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s). Section 2. No information gathered by an Employee Assistance Program may be used to discipline an employee. Section 3. Employees shall be entitled to use accrued sick leave for participation in an Employee Assistance Program. Section 4. Each university will offer training to local Union Stewards on the Employee Assistance Program available in their university, on university time, where an Employee Assistance Program is available.

  • Quality Assurance Program An employee shall be entitled to leave of absence without loss of earnings from her or his regularly scheduled working hours for the purpose of writing examinations required by the College of Nurses of Ontario arising out of the Quality Assurance Program.

  • Employee and Family Assistance Program (a) A province-wide Employee and Family Assistance Program for employees and members of their immediate family, with whom the employee normally resides, shall be provided. (b) This Employer-funded, confidential, assessment/referral service will be monitored by a Joint Committee. The Committee shall consist of two members: one member appointed by the Employer and one member by the Union. Employees representing the Union on this Joint Committee shall be on leave of absence without loss of basic pay for time on this Committee. (c) The Employer will consult with the Union regarding the selection of a service provider. The Employer will not select a service provider to which the Union has reasonable objections. (d) The Joint Committee shall develop an awareness package that can be incorporated into existing supervisor and Union training programs.

  • NATIONAL LABOR RELATIONS BOARD CERTIFICATION Contractor certifies that no more than one (1) final unappealable finding of contempt of court by a Federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a Federal court, which orders Contractor to comply with an order of the National Labor Relations Board. (Pub. Contract Code §10296) (Not applicable to public entities.)

  • Contractor Employee Conduct The Contractor’s employees shall adhere to the standards of conduct prescribed in the Customer’s personnel policy and procedure guidelines, particularly rules of conduct, security procedures, and any other applicable rules, regulations, policies and procedures of the Customer. The Contractor shall ensure that the Contractor’s employees wear attire suitable for the position, either a standard uniform or business casual dress.

  • Peer Assistance and Review (PAR) Consulting Teachers (CT) will be assigned to all new teachers with no prior teaching experience and tenured teachers rated ineffective on the qualitative measures at the end of the previous school year and recommended by the PAR Panel. Evaluations for Probationary and Ineffective Teachers:

  • PROCUREMENT ETHICS Contractor understands that a person who is interested in any way in the sale of any supplies, services, construction, or insurance to the State of Utah is violating the law if the person gives or offers to give any compensation, gratuity, contribution, loan, reward, or any promise thereof to any person acting as a procurement officer on behalf of the State of Utah, or who in any official capacity participates in the procurement of such supplies, services, construction, or insurance, whether it is given for their own use or for the use or benefit of any other person or organization.

  • Transition Assistance If this Contract is not renewed at the end of this term, if the Contract is otherwise terminated before project completion, or if particular work on a project is terminated for any reason, Contractor shall provide transition assistance for a reasonable, mutually agreed period of time after the expiration or termination of this Contract or particular work under this Contract. The purpose of this assistance is to allow for the expired or terminated portion of the services to continue without interruption or adverse effect, and to facilitate the orderly transfer of such services to State or its designees. The parties agree that such transition assistance is governed by the terms and conditions of this Contract, except for those terms or conditions that do not reasonably apply to such transition assistance. State shall pay Contractor for any resources utilized in performing such transition assistance at the most current Contract rates. If State terminates a project or this Contract for cause, then State may offset the cost of paying Contractor for the additional resources Contractor utilized in providing transition assistance with any damages State may have sustained as a result of Contractor’s breach.

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