Formal Counseling. Formal counseling (may involve administrative personnel other than the employee’s immediate supervisor) including the development of a written action plan.
Formal Counseling. Formal counseling (may involve administrative personnel other than the employee’s immediate supervisor) including the development of a written action plan. The action plan will identify specific problem areas, performance objectives, suggestions for remedying, and a timeframe for improvement. Prior to issuance of formal counseling, a meeting may be scheduled by the employer or requested by the employee to give the employee an opportunity to make their case before the final decision is made. Employee requests for such a meeting will be granted. An employee is entitled to representation at this meeting.
Formal Counseling. Formal counseling (may involve administrative personnel other than the employee’s immediate supervisor) including the development of a written action plan. The action plan will identify specific problem areas, performance objectives, suggestions for remedying, and a timeframe for improvement. Prior to issuance of formal counseling, a meeting may be scheduled by the employer or requested by the employee to give the employee an opportunity to make his/her case before the final decision is made. Employee requests for such a meeting will be granted. An employee is entitled to representation at this meeting. Final Counseling. Final counseling (may involve administrative personnel other than the employee’s immediate supervisor) including action plan discussion and revision, where appropriate. A decision-making period of one (1) day of paid time away from the work site for the employee to consider the consequences of failure to follow the action plan may be used at this step. If the Employer decides to provide a decision-making day, the employee will be given a list of expectations and problem statements prior to the day taking place.
Formal Counseling. When, in the judgment of the Employer, formal counseling is necessary, it may be conducted by the immediate supervisor. When practicable under the circumstances, the employee will receive advance notice that formal counseling will be issued. Formal counseling may include a review of applicable standards and policies, actions which are expected to be taken by the unit employee to improve performance and/or conduct, and a reasonable time period established for correction and review.
1. A narrative description of formal counseling will be prepared, on a record of counseling form, a copy of which shall be given to the unit employee, and a copy kept in the unit employee's personnel file.
2. The unit employee shall be required to sign for receipt of the record of counseling, but signature indicates only awareness of the existence of the record, not specific agreement with the contents.
3. The unit employee shall have no right to be represented during formal counseling.
4. Formal counseling is not grievable beyond Step 2 of the grievance procedure.
Formal Counseling. 1. When in the judgement of the Employer, formal counseling is necessary, it may be conducted by an appropriate supervisor. The Employer must advise the employee at the commencement of a meeting that it is a formal counseling session. Formal counseling may include a review of applicable standards and policies, actions which may be expected if performance or conduct does not improve, and a reasonable time period established for correction and review. A narrative description of formal counseling will be prepared on a record of counseling form, a copy of which will be given to and signed for by the employee and a copy kept in the employee's personnel file. The employee's signature indicates only that the employee has received a copy, shall not indicate that the employee necessarily agrees therewith, and shall so state on the form. Formal counseling is grievable in accordance with Article 8, Section A., Subsection 9.
2. An employee shall not have the right to a designated Union Representative during counseling.
3. Formal counseling may not be introduced in a disciplinary conference except to demonstrate, if necessary, that an employee knew or knows what is expected of them.
4. The distinction between informal and formal counseling shall be maintained and a counseling memo, if any, shall be considered formal.
Formal Counseling. A. When, in the judgment of the Employer, formal counseling is necessary, it may be conducted by the appropriate supervisor. Formal counseling may include a review of applicable standards and policies, action which may be expected if performance or conduct does not improve, and a reasonable time period established for correction and review. Formal counseling will be prepared on a record of counseling form, a copy of which will be given to and signed for by the employee and a copy kept in the employee's personnel file. The employee's signature indicates only that the employee has received a copy of the form and shall state that the employee does not necessarily agree. Formal counseling is grievable in accordance with Article 9 through Step Two (2).
B. An employee shall not have the right to a designated Union Representative during counseling.
C. Formal counseling may not be introduced in a disciplinary proceeding except to demonstrate, if necessary, that an employee knew or knows what is expected of him/her.
D. The distinction between informal and formal counseling shall be maintained and a counseling memo, if any, shall be considered formal.
Formal Counseling. For minor offenses, the supervisor shall discuss the offense with the employee. The employee has the right to Union representation during formal counseling. Such counseling shall be held in private. Counseling is not discipline and is not grievable. Counseling notes shall not be recorded in the employee’s official personnel record and shall not be cited in any subsequent disciplinary action against the employee; however a record of the counseling may be maintained for the sole purpose of demonstrating the informal attempt to address the behavior. Such records of counseling shall not be used or cited in any manner that is adverse to the employee. Instructions or reminders by Supervisors shall not be considered counseling or discipline.
Formal Counseling representative may attend formal counseling provided that the Employer and the Union are in mutual agreement about having the Union representative attend. When, in the judgment of the Employer, formal counseling is necessary, it may be conducted by an appropriate supervisor. Formal counseling may include a review of applicable standards and policies, actions which may be expected if performance or conduct does not improve, and a reasonable time period established for correction and review. A narrative description of formal counseling will be prepared on a Record of Counseling or in memo form, a copy of which will be given to and signed for by the employee and a copy kept in the employee’s personnel file. The employee’s signature indicates only that the employee has received a copy, shall not indicate that the employee necessarily agrees therewith, and shall so state on the document. The distinction between informal and formal counseling shall be maintained and a counseling memo, if any, shall be considered formal. Formal counseling is grievable in accordance with Article 9 through Step Three (3).
Formal Counseling. Formal counseling (may involve administrative personnel other than the employee’s immediate supervisor) including the development of a written action plan. The action plan will identify specific problem areas, performance objectives, suggestions for remedying, and a timeframe for improvement. Prior to issuance of formal counseling, a meeting may be scheduled by the employer or requested by the employee to give the employee an opportunity to make their case before the final decision is made. Employee requests for such a meeting will be granted. An employee is entitled to representation at this meeting. Final Counseling. Final counseling (may involve administrative personnel other than the employee’s immediate supervisor) including action plan discussion and revision, where appropriate.
Formal Counseling. 11 1. When in the judgment of the Employer, formal counseling is necessary, it may be 12 conducted by an appropriate supervisor. Formal counseling may include a review of 13 applicable standards and policies, actions which may be expected if performance or 14 conduct does not improve, and a reasonable time period established for correction 15 and review. A narrative description of formal counseling will be prepared on a record 16 of counseling form, a copy of which will be given to and signed for by the employee 17 and a copy kept in the employee's personnel file. The employee's signature indicates 18 only that the employee has received a copy, shall not indicate that the employee 19 necessarily agrees therewith, and shall so state on the form. Formal counseling is 20 grievable in accordance with Article 8 through Step Two.
21 2. An employee shall not have the right to a designated MSEA Representative during 22 counseling.
23 3. Formal counseling may not be introduced in a Disciplinary Conference except to 24 demonstrate, if necessary, that an employee knew or knows what is expected of them.
25 4. The distinction between informal and formal counseling shall be maintained and a 26 counseling memo, if any, shall be considered formal.
