Common use of Expressions of Dissatisfaction Clause in Contracts

Expressions of Dissatisfaction. 8.1 An employee and the Union shall be notified in writing, of any expression of dissatisfaction concerning the employee’s work which may be detrimental to their advancement or standing within the Company, within ten (10) working days of the cause for dissatisfaction becoming known to the employee’s immediate supervisor or Department Manager. If this procedure is not followed, such expression of dissatisfaction shall not become a part of the employee’s record for use against them at any time. 8.1.1 The employee shall sign the expression of dissatisfaction acknowledging receipt. Such signature shall not be considered as concurring with the contents. 8.2 The employee's reply in writing to such expression of dissatisfaction if received within ten (10) working days after they have been given the notice referred to in Article 8.1 above, shall become part of their record. If such reply is not received, it will not become a part of their record for use by them at any time. 8.3 An employee shall have access to their personnel performance file in the presence of their department manager during office hours, at a mutually agreeable time, but in no event later than three (3) working days after the initial request. 8.4 The record of an employee will not be used against them for any purpose for something that occurred more than twenty-four (24) months prior to the latest related incident. Notwithstanding this provision an arbitrator who has first ruled that discharge or discipline is excessive may then examine the employee's entire work record, as set out in Article 8.1, to determine what if any, discipline should be substituted. 8.5 A member of the bargaining unit who is employed in a supervisory capacity shall not be held accountable to the Union for any action taken when carrying out such duties for the

Expressions of Dissatisfaction. 8.1 An employee and the Union shall be notified in writing, of any expression of dissatisfaction concerning the employee’s work which may be detrimental to their his advancement or standing within the Company, within ten (10) working days of the cause for dissatisfaction becoming known to the employee’s his immediate supervisor or Department Manager. If this procedure is not followed, such expression of dissatisfaction shall not become a part of the employee’s record for use against them at any time. 8.1.1 The employee shall sign the expression of dissatisfaction acknowledging receipt. Such signature shall not be considered as concurring with the contents. 8.2 The employee's reply in writing to such expression of dissatisfaction if received within ten (10) working days after they have he has been given the notice referred to in Article 8.1 above, shall become part of their his record. If such reply is not received, it will not become a part of their his record for use by them him at any time. 8.3 An employee shall have access to their his personnel performance file in the presence of their his department manager during office hours, at a mutually agreeable time, but in no event later than three (3) working days after the initial request. 8.4 The record of an employee will not be used against them him for any purpose for something that occurred more than twenty-four (24) months prior to the latest related incident. Notwithstanding this provision an arbitrator who has first ruled that discharge or discipline is excessive may then examine the employee's entire work record, as set out in Article 8.1, to determine what if any, discipline should be substituted.discipline 8.5 A member of the bargaining unit who is employed in a supervisory capacity shall not be held accountable to the Union for any action taken when carrying out such duties for thethe Company; but this shall not be construed to prevent the filing of a grievance by the Union or any employee against the Company in respect of actions of any such member acting in a supervisory capacity in carrying out his duties for the Company.

Expressions of Dissatisfaction. 8.1 An employee and the Union shall be notified in writing, of any expression of dissatisfaction concerning the employee’s work which may be detrimental to their advancement or standing within the Company, within ten (10) working days of the cause for dissatisfaction becoming known to the employee’s immediate supervisor or Department Manager. If this procedure is not followed, such expression of dissatisfaction shall not become a part of the employee’s record for use against them at any time. 8.1.1 The employee shall sign the expression of dissatisfaction acknowledging receipt. Such signature shall not be considered as concurring with the contents. 8.2 The employee's reply in writing to such expression of dissatisfaction if received within ten (10) working days after they have been given the notice referred to in Article 8.1 above, shall become part of their record. If such reply is not received, it will not become a part of their record for use by them at any time.ten 8.3 An employee shall have access to their personnel performance file in the presence of their department manager during office hours, at a mutually agreeable time, but in no event later than three (3) working days after the initial request. 8.4 The record of an employee will not be used against them for any purpose for something that occurred more than twenty-four (24) months prior to the latest related incident. Notwithstanding this provision an arbitrator who has first ruled that discharge or discipline is excessive may then examine the employee's entire work record, as set out in Article 8.1, to determine what if any, discipline should be substituted. 8.5 A member of the bargaining unit who is employed in a supervisory capacity shall not be held accountable to the Union for any action taken when carrying out such duties for thethe Company; but this shall not be construed to prevent the filing of a grievance by the Union or any employee against the Company in respect of actions of any such member acting in a supervisory capacity in carrying out their duties for the Company.