Formal Oral Warning Sample Clauses

Formal Oral Warning. A. Issued in conference with the faculty member by her/his immediate supervisor, the oral warning is used to: 1. formally present/define the problem at hand; 2. convey the expectation that the faculty member will take the step(s) necessary to rectify the problem within a prescribed time period; and 3. describe the methods for assessing compliance. The information presented in conference will be summarized in written memorandum form within two (2) days of the conference, with copies provided to the faculty member and placed in her/his personnel file. B. At or about the completion of the time period provided for in the oral warning, a conference will be held with the faculty member to ascertain whether all expectations set forth in the warning have been met. If the identified problem is resolved as expected, the problem and outcome will be documented in writing, placed in the faculty member's personnel file for a period of three (3) years*, with the progressive disciplinary process completed. *Assumes peer guidance assistance was accepted and no reoccurrence during the three (3) year period.

Formal Oral Warning. A. Issued in conference with the faculty member by their immediate supervisor. A Human Resources representative may be in attendance. The oral warning is used to: 1. Formally present/define the problem at hand; 2. Convey the expectation that the faculty member will take the step(s) necessary to rectify the problem within a prescribed time period; and 3. Create a remediation plan describing the methods for assessing compliance. The information presented in conference will be summarized in written memorandum form within two (2) business days of the conference, with copies provided to the faculty member and placed in their personnel file. B. At or about the completion of the time period provided for in the oral warning, a conference will be held with the faculty member to ascertain whether all expectations set forth in the warning have been met. If the identified problem is resolved as expected, the problem and outcome will be documented in writing, placed in the faculty member's personnel file for a period of three (3) years*, with the progressive disciplinary process completed. If the remediation plan is not completed to agreed upon standards, the unresolved problem will be advanced to Step 2: Written Reprimand. * Assumes peer guidance assistance was accepted and no reoccurrence during the three (3) year period.

Formal Oral Warning. For minor breaches of discipline, misconduct or continued poor performance. The warning must include reference to the fact that any further breach may render the teacher open to further disciplinary action.

Formal Oral Warning. If the company determines that the employee did not meet an acceptable standard of conduct the employee will be given a formal oral warning stating the reason for the warning, the standard of conduct or performance required from the employee and the possibility of further disciplinary action if the standard of conduct is not improved. A note of the oral warning will be kept on record.

Formal Oral Warning. In the event of there being a continuation of the fault or omissions of duty or conduct which was the subject of Stage 1, the immediate superior will refer the matter to the appropriate Head of School/Faculty Director by way of a written report indicating the nature of the allegation, the note of the discussion at stage 1 as prepared by the immediate superior at the time and how the employee has responded during the review period. The employee will receive a copy of such written report. There will be a discussion between the appropriate Head of School/Faculty Director and if necessary the immediate superior in question with the staff member concerned, which may deal with the following; (a) Why behaviour/work continues to appear to be unsatisfactory. (b) Possible methods of correction and an indication of acceptable time scale for such correction. (c) Any support which might be provided by the Institute. (d) The seriousness of the issue and possible consequences if there is no improvement or if offence is repeated. (e) That the situation will be monitored and there will be a review period. A record of the discussion will be maintained by the Personnel Office. A note of the discussions together with a copy of the formal record of the discussion will be prepared by the appropriate Head of School/Faculty Director and a copy given to the individual concerned, within two days of the discussion. The individual concerned will have the right to place on record any observations he or she may wish in regard to the discussions or to the formal record of the discussions. If the matter complained of has been resolved by the end of the review period the matter will be concluded. A statement to this effect will be forwarded to the staff member and a copy held by the appropriate Head of School/Faculty Director and a copy held by Personnel.