Common use of Employee Entitlements Clause in Contracts

Employee Entitlements. The following Performance Review entitlements shall accrue to the employee: (a) An employee shall have the right to a Performance Review at any time upon request; (b) The employee shall have an opportunity to provide meaningful input into their performance appraisal. This includes the option of preparing a “self- appraisal” on the standard performance appraisal form, for submission to the Manager. Employees may also request that the Manager seek input from up to three (3) others (co-workers, suppliers, customers, Managers, etc.) with whom the employee had significant interaction during the review period and incorporate the information received into the appraisal. With respect to customers/suppliers, the Manager will, where appropriate and at the Manager’s discretion, make a reasonable effort to seek the above information; (c) Section Heads should have input into the employee’s performance appraisals. Section Heads will normally be present at performance appraisal meetings, unless the employee requests otherwise; (d) Overall assessments for employees and their distribution shall not be pre- determined. An employee’s performance appraisal cannot be finalized until after the performance appraisal process has been completed. For clarity: The appraisal process has not been completed until after the employee and Manager have met to discuss the performance appraisal. (e) If requested by either the employee or the Manager, the performance review shall be conducted in two stages, as follows:

Employee Entitlements. The following Performance Review entitlements shall accrue to the employee: (a) An employee shall have the right to a Performance Review at any time upon request; (b) The employee shall have an opportunity to provide meaningful input into their performance appraisal. This includes the option of preparing a “self- appraisal” on the standard performance appraisal form, for submission to the Manager. Employees may also request that the Manager seek input from up to three (3) others (co-workers, suppliers, customers, Managers, etc.) with whom the employee had significant interaction during the review period and incorporate the information received into the appraisal. With respect to customers/suppliers, the Manager will, where appropriate and at the Manager’s discretion, make a reasonable effort to seek the above information; (c) Section Heads or Technical Leads should have input into the employee’s performance appraisals. Section Heads or Technical Leads will normally be present at performance appraisal meetings, unless the employee requests otherwise; (d) Overall assessments for employees and their distribution shall not be pre- determined. An employee’s performance appraisal cannot be finalized until after the performance appraisal process has been completed. For clarity: The appraisal process has not been completed until after the employee and Manager have met to discuss the performance appraisal.; (e) If requested by either the employee or the Manager, the performance review shall be conducted in two (2) stages, as follows:

Employee Entitlements. The following Performance Review entitlements shall accrue to the employee: (a) An employee shall have the right to a Performance Review at any time upon request; (b) The employee shall have an opportunity to provide meaningful input into their performance appraisal. This includes the option of preparing a “self- appraisal” on the standard performance appraisal form, for submission to the Manager. Employees may also request that the Manager seek input from up to three (3) others (co-workers, suppliers, customers, Managers, etc.) with whom the employee had significant interaction during the review period and incorporate the information received into the appraisal. With respect to customers/suppliers, the Manager will, where appropriate and at the Manager’s discretion, make a reasonable effort to seek the above information; (c) Section Heads should have input into the employee’s performance appraisals. Section Heads will normally be present at performance appraisal meetings, unless the employee requests otherwise; (d) Overall assessments for employees and their distribution shall not be pre- determined. An employee’s performance appraisal cannot be finalized until after the performance appraisal process has been completed. For clarity: The appraisal process has not been completed until after the employee and Manager have met to discuss the performance appraisal. (e) If requested by either the employee or the Manager, the performance review shall be conducted in two stages, as follows:: At the first meeting, the Manager will seek input from the employee and provide input and clarification of the draft review, provide performance

Employee Entitlements. The following Performance Review entitlements shall accrue to the employee: (a) An an employee shall have the right to a Performance Review at any time upon request; (b) The the employee shall have an opportunity to provide meaningful input into their performance appraisal. This includes the option of preparing a “self- appraisal” on the standard performance appraisal form, for submission to the Managermanager. Employees may also request that the Manager manager seek input from up to three (3) others (co-workers, suppliers, customers, Managersmanagers, etc.) with whom the employee had significant interaction during the review period and incorporate the information received into the appraisal. With respect to customers/suppliers, the Manager manager will, where appropriate and at the Managermanager’s discretion, make a reasonable effort to seek the above information; (c) Section Heads heads should have input into the employee’s performance appraisals. Section Heads heads will normally be present at performance appraisal meetings, unless the employee requests otherwise; (d) Overall assessments for employees and their distribution shall not be pre- determined. An employee’s performance appraisal cannot be finalized until after the performance appraisal process has been completed. For clarity: The appraisal process has not been completed until after the employee and Manager manager have met to discuss the performance appraisal. (e) If requested by either the employee or the Manager, the performance review shall be conducted in two stages, as follows:

Employee Entitlements. The following Performance Review entitlements shall accrue to the employee: (a) An employee shall have the right to a Performance Review at any time upon requestuponrequest; (b) The employee shall have an opportunity to provide meaningful input into their performance appraisal. This includes the option of preparing a “self- self-appraisal” on the standard performance appraisal form, for submission to the ManagertheManager. Employees may also request that the Manager seek input from up to three (3) others (co-workers, suppliers, customers, Managers, etc.) with whom the employee had significant interaction during the review period and incorporate the information received into the appraisal. With respect to customers/suppliers, the Manager will, where appropriate and at the Manager’s discretion, make a reasonable effort to seek the above information; (c) Section Heads should have input into the employee’s performance appraisals. Section Heads will normally be present at performance appraisal meetings, unless the employee requests otherwise; (d) Overall assessments for employees and their distribution shall not be pre- determined. An employee’s performance appraisal cannot be finalized until after the performance appraisal process has been completed. For clarity: The appraisal Theappraisal process has not been completed until after the employee and Manager have met to discuss the performance appraisal.; (ed) If requested by either the employee or the Manager, the performance review shall reviewshall be conducted in two stages, as follows:: At the first meeting, the Manager will seek input from the employee and provide input and clarification of the draft review, provide performancefeedback and discuss objectives. At the end of the initial meeting the reviewmay be finalized or a second meeting scheduled when they would have the opportunity to further discuss the review and the objectives with the intent ofreaching an understanding. Should the employee disagree, then recourse as per Article