Informal Discussion or Counseling Sample Clauses

Informal Discussion or Counseling. The employee’s manager may conduct an informal counseling session with the employee. This step is optional and is not to be considered as disciplinary in nature but an opportunity for the employer to correct the employee’s behavior. Records of informal discussion or counseling shall be maintained at the employee’s work location.
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Informal Discussion or Counseling. ‌ The Lieutenant/Sergeant may conduct an informal counseling session with the employee. This step is optional and is not to be considered as disciplinary in nature but an opportunity for the employer to correct the employee’s behavior. Records of informal discussion or counseling shall be maintained at the employee’s work location.
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Informal Discussion or Counseling. ‌ The Lieutenant/Sergeant may conduct an informal counseling session with the employee. This step is optional and is not to be considered as disciplinary in nature but an opportunity for the employer to correct the employee’s behavior. Records of informal discussion or counseling shall be maintained at the employee’s work location. 17.2.2 PROCEDURES FOR THE PRE-DISCIPLINE PROCESS‌ LIEUTENANT/SERGEANT ACTION‌ LACMTA will send written notice to Teamsters and the employee within ten (10) working days after the Lieutenant/Sergeant is aware that an action has occurred that may result in some form of discipline. An Interest Based Problem Solving (IBPS) meeting will be convened within ten (10) working days from the date of notice or the completion of the investigation, whichever is later. The parties may mutually agree to extend these time limits. INTERNAL/EXTERNAL ACTION The first ten (10) working day notice requirement stated above does not apply to situations where there is an investigation being conducted by an internal or external party who does not report to the Security Department (Law Enforcement or any other internal or external investigative body). In these situations LACMTA will convene an IBPS meeting within ten (10) working days from the date they are given the results of the investigation. LACMTA will send written notice of the IBPS to Teamsters and the employee. The parties may mutually agree to extend this time limit. In the event management is considering discipline (beyond the informal discussion or counseling referenced in 17.2.1), the Lieutenant/Sergeant, Teamsters and the employee will convene an IBPS meeting. The purpose of the meeting is to use the IBPS process and tools to arrive at a solution that the parties agree will solve the problem and/or correct the behavior. The solutions agreed to in these meetings are intended to be specific to the situation and will not be cited in any other case (except with respect to behavior by the same employee) nor may they be cited or used in any way in any arbitration, external or third party review to establish precedence or inconsistency in other cases. The parties further agree that outcomes of the IBPS process are final and binding and cannot be grieved. A Lieutenant/Sergeant shall prepare a separate written notice to Teamsters acknowledging that the IBPS meeting was held. If the IBPS process does not result in a solution acceptable to the parties, management may proceed with a Letter of Charge and ...
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Related to Informal Discussion or Counseling

  • Informal Discussion If an employee has a problem relating to a work situation, the employee is encouraged to request a meeting with his or her immediate supervisor to discuss the problem in an effort to clarify the issue and to work cooperatively towards settlement.

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

  • Formal Discussions Section 3.1.1. Pursuant to 5 USC 7114(a)(2)(A), the Union shall be given the opportunity to be represented at any formal discussion between one or more employees it represents and one or more representatives of the Employer concerning any grievance (to include settlement discussions) or any personnel policy or practice or other general condition of employment. This right to be represented does not extend to informal discussions between an employee and a supervisor concerning a personal problem, or work methods and assignments.

  • Formal Discussion In the event that a difference of a general nature arises regarding interpretation, application, operation or alleged contravention of this Collective Agreement, the Union shall first attempt to resolve the difference through discussion with the Employer, as appropriate. If the difference is not resolved in this manner, it may become a policy grievance.

  • Discussion Staff has reviewed the proposal relative to all relevant policies and advise that it is reasonably consistent with the intent of the MPS. Attachment B provides an evaluation of the proposed development agreement in relation to the relevant MPS policies.

  • Mutual Discussions The Employer and the Union acknowledge the mutual benefits to be derived from dialogue between the parties and are prepared to discuss matters of common interest.

  • Suggestions and Feedback If you provide us with any suggestions, feedback or input (“Customer Input”) related to our Services, we (and our corporate group entities) will own all right, title and interest in and to the Customer Input, even if you have designated the Customer Input as confidential. We and our corporate group entities will be entitled to use the Customer Input without restriction. You assign to us all right, title and interest in and to the Customer Input and agree to provide us with any assistance we may require to document, perfect and maintain our rights in the Customer Input. For this purpose the word: “assign” is legal term which means legally transferring the benefit, such as you legally transferring the benefit of the Customer Input to us.

  • Complaints and Feedback 15.3.1 The primary responsibility for receiving feedback and investigating complaints promptly and thoroughly in respect of the Services will rest with the Provider. The Provider will have procedures in place including but not limited to a complaints framework, which are acceptable to the Department, to gather and act upon feedback and complaints from Learners and/or their representatives and employers and the wider community. The Provider must also keep a log of the complaints received which will be accessible to the Department upon request.

  • Discussions Within 14 days of the date of the notice under Clause 23.2 (Advance Notice) of this article, the Union and the Employer will commence discussions for the purpose of reaching agreement as to the effects of the technological change and in what way, if any, this agreement should be amended.

  • Questions and Complaints If you have a concern or complaint about your treatment or about your billing statement, please talk to us about it. We will take your criticism seriously and respond respectfully. If you have questions about this notice, disagree with a decision we make about access to your records, or have other concerns about your privacy rights, you may contact us at 720.324-8781. If you believe that your privacy rights have been violated and wish to file a complaint with us, you may send your written complaint to: Xxxxx X. Xxxxxx, Ph.D. Enrich Relationship Center of Colorado 0000 Xxxx Xxxxxxx Xxxxxx, Xxxxx 000 Centennial, CO 80112 You may also send a written complaint to the Secretary of the U.S. Department of Health and Human Services. We can provide you with the appropriate address upon request. You have specific rights under the Privacy Rule. We will not retaliate against you for exercising your right to file a complaint. We reserve the right to change the terms of this notice and to make the new notice provisions effective for all PHI that we maintain. A FINAL WORD The therapeutic relationship is a very personal and individualized partnership. We want to know what you find helpful and what, if anything, may be getting in the way. We want you to feel free to share with us what we can do to help. YOUR SIGNATURE BELOW INDICATES THAT YOU HAVE READ THIS AGREEMENT AND AGREE TO ITS TERMS AND SERVES AS AN ACKNOWLEDGEMENT THAT YOU HAVE RECEIVED THE HIPAA NOTICE DESCRIBED ABOVE. Signature: Date:

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