Informal Counseling. Informal counseling may be undertaken when, in the discretion of the Employer, it is deemed necessary to improve performance, instruct the employee and/or attempt to avoid the need for disciplinary measures. Informal counseling will not be written up or recorded. No reference to informal counseling may be made in any subsequent document.
Informal Counseling. An employee shall not have the right to Union representation during informal counseling. Informal counseling may be undertaken when, in the discretion of the Employer, it is deemed necessary to improve performance, instruct the employee, and/or attempt to avoid the need for disciplinary measures. Informal counseling will not be recorded in the employee’s personnel file. The Employer will explain the basis of the informal counseling at this meeting and the employee will be afforded an opportunity to ask questions at that time.
Informal Counseling. Normally, the Employer will follow the general principal of progressive discipline. An adverse action may be preceded by counseling and assistance.
Informal Counseling. 8 An employee shall not have the right to Union representation during informal 9 counseling. 11 Informal counseling may be undertaken when, in the discretion of the Employer, 12 it is deemed necessary to improve performance, instruct the employee, and/or 13 attempt to avoid the need for disciplinary measures. Informal counseling will not 14 be recorded in the employee’s personnel file.
Informal Counseling. 24 Informal counseling may be undertaken when, in the discretion of the Employer, it is 25 deemed necessary to improve performance, instruct the employee and/or attempt to 26 avoid the need for disciplinary measures. Informal counseling will not be written up or 27 recorded. Informal counseling shall take place with only the affected employee and 28 one Employer Representative present.
Informal Counseling. Informal counseling is defined as counsel or guidance 19 provided by the supervisor to the employee in an effort to avert disciplinary action.
Informal Counseling. The Department may conduct informal counseling sessions concerning minor misconducts, actions, or omissions. Such counseling sessions will not be considered disciplinary action, but the substance of the counseling session may be reduced to writing and added to an Employee’s file for up to one (1) year.
Informal Counseling. Informal discussion designed to assist the employee to develop or improve skills, abilities or to correct conduct. Verbal counseling may also be used to clarify College District policies, solve a problem, or discuss job performance. Verbal counseling shall be followed by an email from the supervisor to the employee summarizing the conversation. Employees shall have a reasonable period of time to correct deficiencies as noted during the counseling session (and email) prior to subsequent and more formal disciplinary methods. In no event shall counseling be placed in an employee’s personnel file, but the email may be used to substantiate the need for more progressive discipline.
Informal Counseling. Informal counseling is defined as counsel or guidance provided by 21 the supervisor to the employee in an effort to avert disciplinary action. Informal counseling may 22 include in order of usual progression: 1) Verbal Warning and 2) Written Warning. Informal 23 counseling is not grievable and will be documented in the Annual File (see Article 13 Section 1). 24 The warning may be removed from the Annual file provided that in the supervisor’s sole 25 discretion the reason for the informal counseling has been resolved.
Informal Counseling. The Manager will counsel the employee privately on an informal basis. No documentation of the Informal Counseling will be placed on the employee’s personal file. The purpose of Informal Counseling is to make the employee aware that the performance or behaviour is not meeting generally accepted standards, and ensure that the employee understands how to properly perform the task, and/or knows what is expected of him/her.
