Formal verbal warning Sample Clauses

Formal verbal warning. If conduct or performance (in terms of output or quality) does not meet acceptable standards, you will normally be given a formal verbal warning in the first instance. The warning will remain on your file for 6 months with details of the action(s) required to rectify the misconduct or poor performance and that it constitutes the first formal stage of the disciplinary procedure. A letter informing you of the verbal warning and the reasons for it being issued will be sent to you and kept on your personnel file at Gi Group.
Sample 1Sample 2Sample 3See All (8)
AutoNDA by SimpleDocs
Formal verbal warning. The employee will be advised of the reason for the meeting and their right to have representation/support at this meeting. It shall be made clear that this is a formal verbal warning under these procedures The employee must be informed of the specific misconduct and/or unsatisfactory performance. Time shall be given for adjournment during the meeting so that both parties have time to consider a response to the allegations and explanations. This warning shall state the expected level of improvement in performance and/or behaviour and that failure to improve may lead to a formal written warning then a final written warning then possible dismissal. If the problem(s) persist, the following procedures apply:
Sample 1Sample 2
Formal verbal warning. The Supervisor may find it necessary to issue a formal verbal warning in the following circumstances, for example: Employee’s Supervisor/Manager Employee’s Supervisor/Manager Responsible Person • The behaviour or breach is of a more serious nature • The informal counselling is becoming repetitive, or is having no apparent effect on correcting or improving the employee’s behaviour • The employee is unwilling to participate in informal counselling
Sample 1
Formal verbal warning. The employee will be interviewed (as per paragraph 5.2) by her/her immediate Supervisor/Manager about the alleged offence and informed of the possibility of a verbal warning. If the outcome is a warning, the employees immediate Supervisor or Manager will state the reason for the warning and every assistance will be given to the individual to help improve/his/her conduct/behaviour. The employee will be informed of what disciplinary action will be taken if no improvement is made or another offence is committed. A brief note of the oral warning will be kept but will be destroyed three months, subject to satisfactory conduct and performance. A copy will be given to the employee and to his/her representative.
Sample 1

Related to Formal verbal warning

  • STUDENT DISCIPLINE AND TEACHER PROTECTION A. The Board recognizes its responsibility to give all support and assistance to teachers with respect to the maintenance of control and discipline in the classroom. Whenever it appears to the teacher and a representative of the Board that a particular pupil requires the attention of special counselors, social workers, law enforcement personnel, physicians or other professional persons the Board will take steps to relieve the teacher of responsibilities with respect to such pupil.

  • Function of Joint Health and Safety Committee All incidents involving aggression or violence shall be brought to the attention of the Joint Health and Safety Committee. The Employer agrees that the Joint Health and Safety Committee shall concern itself with all matters relating to violence to staff.

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The Xxxxxxx shall assist any Employee, which the Xxxxxxx represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • Step 3 – Contract Language Disputes (a) If a grievance concerning the interpretation or application of this Agreement, other than a grievance alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause, is not resolved at Step 2, the grievant or designated representative may appeal the grievance by submitting it to the Office Manager for the Office of the General Counsel of the Department of Management Services, 0000 Xxxxxxxxx Xxx, Xxxxx 000, Xxxxxxxxxxx, Xxxxxxx, 00000-0950, or by email to: Xxxx0Xxxxxxxxxx@xxx.xxxxxxxxx.xxx within 15 days following receipt of the decision at Step 2. The grievance shall include a copy of the grievance forms submitted at Steps 1 and 2, together with all written responses and documents in support of the grievance. When the grievance is eligible for initiation at Step 3, the grievance shall be filed on the grievance form contained in Appendix B of this Contract, setting forth specifically the facts on which the grievance is based, the specific provision(s) of the Contract allegedly violated, and the relief requested.

  • Whistle Blowing Protection The Employer agrees to adhere to the whistle blowing protection pursuant to the Long-Term Care Homes Act (LTCHA).

  • Safety and Health Committee The District's Safety and Health Committee shall include three (3) classified staff members appointed by ECCE who shall fully participate in the duties and functions of the Committee. The Safety and Health Committee shall normally meet on a monthly basis.

  • Health and Safety Committee Where required a committee will be formed and will meet where required by the Employer’s safety policies and by statute.

  • Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the xxxxxxx or the Union.

  • Occupational Health and Safety Committee The Employer and the Union agree to cooperate in the promotion of safe working conditions, the prevention of accidents, the prevention of workplace injuries and the promotion of safe workplace practices.

  • Union Grievance Committee (a) The Employer shall recognize a Union Grievance Committee which consists of:

Time is Money Join Law Insider Premium to draft better contracts faster.