Informal Corrective Action. When an employee is provided with informal corrective action as defined in this section, a meeting may be scheduled with the employee to advise them of a violation of District policy or a performance deficiency. During the meeting, the supervisor will provide an explanation of, and ensure an understanding of, applicable workplace rules and/or expectations/standards of conduct/performance. The supervisor will also warn the employee of the consequences of repeated and/or future violations of the rules and/or standards of conduct. A written record of informal corrective action is recommended, and may be used for evaluation purposes but will not be placed in the employee’s official personnel file.
Informal Corrective Action. The parties agree that informal documentation and corrective steps may be used prior to implementation of progressive discipline and these documents will be maintained at the site/department. The following informal steps may be used: First occurrence– verbal conversation, second occurrence- letter of summary, third occurrence- Letter of concern. Nothing in this Article shall preclude full or partial bypass of informal corrective action based on the District’s determination of the severity of misconduct.
Informal Corrective Action. Informal corrective action includes written warnings. Written warnings shall be considered automatically grieved and will only be processed if and when the written warning is the basis for further corrective action. Informal corrective action shall not be included in an employee’s personnel file but may be retained in a separate supervisory file and referenced in an employee’s annual performance evaluation. Employees shall be allowed to review and sign any informal corrective action and shall have the right to submit written rebuttals to any informal corrective action. Records of informal corrective action may not be considered for purposes of future formal corrective action if more than twelve (12) months old. Informal corrective action shall not be subject to the grievance and arbitration process.
Informal Corrective Action. This is a function which Supervisors exercise everyday which involves talking to employees, clarifying standards and explaining where the employee is not meeting the standard. There is a clear expectation that the employee will comply with the standard of performance as expectations have been clarified.
Informal Corrective Action. This is a function which Site Managers exercise everyday which involves talking to employees, clarifying standards and explaining where the employee is not meeting the standard. There is a clear expectation that the employee will now comply with the standard of performance as expectations have been clarified. The conversation will be recorded by the Site Manager.
Informal Corrective Action. Employees are expected to know how to perform their job. The supervisor has responsibility to discuss issues that may lead to discipline with the employee. Discussions of this type shall be held in private between the employee and the supervisor. Such discussions are not considered discipline and are not grievable. While such discussions may not be cited as an element of a prior adverse record in any subsequent disciplinary action against the employee, they may be, where relevant and timely, relied upon to establish that the employee has been made aware of their obligations and responsibilities.
