Informal Conferences/Log Notes. The Union and the Employer encourage periodic informal conferences between the Employee and his supervisor to discuss work performance, job satisfaction, work- related problems and/or the work environment. If work performance problems are identified, the supervisor shall offer constructive suggestions and shall attempt to aid the Employee in resolving the problem. If needed, a corrective action plan will be developed. Log Notes should reflect positive notations of the Employee’s job performance in addition to concerns. The Employer and the Union agree that counseling is an effort on the part of a supervisor to provide feedback to an Employee regarding on-the-job activity and/or job performance. It is meant to be a device clarifying what has occurred and what is expected. Counseling is not discipline and should have constructive goals, such as assisting in Employee development, or teaching or modifying behavior. The supervisor shall maintain written records of counseling efforts. Performance Counselings or Log Notes should reflect activity or job performance within 30 days of the note being entered. Any log notes inserted into any Employee’s record detailing allegations from any source against a Bargaining Unit Employee will reflect any outcome or status of any investigation. Any allegations from any source that are pending the results of an investigation at the time of a performance appraisal will not be used against an Employee during that performance appraisal period. If the allegations are substantiated, this may be indicated and reflected in the next appraisal process. Verbal and written performance counselings are not disciplinary actions. If a counseling meeting becomes investigatory in nature and the Employee reasonably believes this line of questions could lead to discipline, the Employee may request and be granted representation.
Informal Conferences/Log Notes. The Union and the Employer encourage periodic informal conferences between the Employee and his supervisor to discuss work performance, job satisfaction, work-related problems and/or the work environment. If work performance problems are identified, the supervisor shall offer constructive suggestions and shall attempt to aid the Employee in resolving the problem. If needed, a corrective action plan will be developed. Log Notes should reflect positive notations of the Employee‟s job performance in addition to concerns. Counseling is not discipline and should have constructive goals, such as assisting in Employee development, or teaching or modifying behavior. The supervisor shall maintain written records of counseling efforts. Any log notes inserted into any Employee‟s record detailing allegations from any source against a Bargaining Unit Employee must reflect whether the claims were substantiated. Any allegations from any source that are under investigation at the time of a performance appraisal will not be used against an Employee during that performance appraisal period. Log notes should first be appealed and then can be grieved in accordance with Article 15 of this Agreement.
Informal Conferences/Log Notes. The Union and the Employer encourage periodic informal conferences between the Employee and his supervisor to discuss work performance, job satisfaction, work-related problems and/or the work environment. If work performance problems are identified, the supervisor shall offer constructive suggestions and shall attempt to aid the Employee in resolving the problem. If needed, a corrective action plan will be developed. Log Notes should reflect positive notations of the Employee’s job performance in addition to concerns. Counseling is not discipline and should have constructive goals, such as assisting in Employee development, or teaching or modifying behavior. The supervisor shall maintain written records of counseling efforts. Any log notes inserted into any Employee’s record detailing allegations from any source against a Bargaining Unit Employee must reflect whether the claims were substantiated. Any allegations from any source that are under investigation at the time of an appraisal will not be used against an Employee during that performance appraisal period. When the supervisor becomes aware of significant positive or negative performance, a log note will be created and shared with the employee during the next performance conference or within the timelines outlined by department policy and procedure, whichever occurs first. A copy of an employee’s log notes will be offered to the employee within five (5) days of the notes having been presented to the employee. Log notes should first be appealed and then can be grieved in accordance with Article 15 of this Agreement.
