Common use of Level 5 – Termination Clause in Contracts

Level 5 – Termination. If performance and/or behavior issue(s) still persist despite the Initial Discussion, Developmental Action Plan, Corrective Action Plan, and Day of Decision, termination would be the next step in the Corrective Action Process. However, when an employee is on a Last Chance Agreement, and there is a recurrence of an incident after at least six (6) months of acceptable behavior, Human Resources and management will review the incident prior to the discharge of the employee. Based upon this review, management may elect to retain the employee. In certain circumstances, the organization may accept the employee’s resignation in lieu of termination. Appropriate documentation will be given to the employee, union and placed in the department file and employee’s personnel file. The supervisor/department manager and labor representative must consult with Human Resources and Union Leadership at this level to determine if termination is appropriate. MAINTENANCE OF DOCUMENTS / PURGING OF DOCUMENTATION Documents will be purged from the employee’s departmental file and/or personnel file after one year unless there has been a reoccurrence of the same infraction. However, upon mutual agreement, corrective action documentation may be removed from the employee’s personnel file prior to the one-year (1) expiration period. In order to satisfy governmental record keeping requirements, in certain circumstances, purged documentation (Corrective Action Plans, Last Chance Agreements) will be maintained by the employer in a separate file that supervisors/department managers do not have access to.

Level 5 – Termination. If performance and/or behavior issue(s) still persist despite the Initial Discussion, Developmental Action Plan, Corrective Action Plan, and Day of Decision, termination would be the next step in the Corrective Action Process. However, when an employee is on a Last Chance Agreement, and there is a recurrence of an incident after at least six (6) months of acceptable behavior, Human Resources and management will review the incident prior to the discharge of the employee. Based upon this review, management may elect to retain the employee. In certain circumstances, the organization may accept the employee’s resignation in lieu of termination. Appropriate documentation will be given to the employee, union and placed in the department file and employee’s personnel file. The supervisor/department manager and labor representative must consult with Human Resources and Union Leadership at this level to determine if termination is appropriate. MAINTENANCE OF DOCUMENTS / PURGING OF DOCUMENTATION Documents will be purged from the employee’s departmental file and/or personnel file after one year unless there has been a reoccurrence of the same infraction. However, upon mutual agreement, corrective action documentation may be removed from the employee’s personnel file prior to the one-year (1) expiration period. In order to satisfy governmental record keeping requirements, in certain circumstances, purged documentation (Corrective Action Plans, Last Chance Agreements) will be maintained by the employer in a separate file that supervisors/department managers do not have access to. INVESTIGATORY SUSPENSIONS In situations where Management determines that removal of an employee is warranted due to the nature of an incident or allegation, such employee will be placed on a paid investigatory suspension. At the conclusion of the investigatory suspension, Management, in consultation with the Union, will determine at what level, up to and including Xxxxx 0, to place the employee in the Corrective Action Process.

Level 5 – Termination. If performance and/or behavior issue(s) still persist despite the Initial Discussion, Developmental Action Plan, Corrective Action Plan, and Day of Decision, termination would be the next step in the Corrective Action Process. However, when an employee is on a Last Chance Agreement, and there is a recurrence of an incident after at least six (6) months of acceptable behavior, Human Resources and management will review the incident prior to the discharge of the employee. Based upon this review, management may elect to retain the employee. In certain circumstances, the organization may accept the employee’s resignation in lieu of termination. Appropriate documentation will be given to the employee, union and placed in the department file and employee’s personnel file. The supervisor/department manager and labor representative must consult with Human Resources and Union Leadership at this level to determine if termination is appropriate. MAINTENANCE OF DOCUMENTS / PURGING OF DOCUMENTATION Documents will be purged from the employee’s departmental file and/or personnel file after one year unless there has been a reoccurrence of the same infraction. However, upon mutual agreement, corrective action documentation may be removed from the employee’s personnel file prior to the one-year (1) expiration period. In order to satisfy governmental record keeping requirements, in certain circumstances, purged documentation (Corrective Action Plans, Last Chance Agreements) will be maintained by the employer in a separate file that supervisors/department managers do not have access to. INVESTIGATORY SUSPENSIONS In situations where Management determines that removal of an employee is warranted due to the nature of an incident or allegation, such employee will be placed on a paid investigatory suspension. At the conclusion of the investigatory suspension, Management, in consultation with the Union, will determine at what level, up to and including Level 5, to place the employee in the Corrective Action Process.

Level 5 – Termination. If performance and/or behavior issue(s) still persist despite the Initial Discussion, Developmental Action Plan, Corrective Action Plan, and Day of Decision, termination would be the next step in the Corrective Action Process. However, when an employee is on a Last Chance Agreement, and there is a recurrence of an incident after at least six (6) months of acceptable behavior, Human Resources and management will review the incident prior to the discharge of the employee. Based upon this review, management may elect to retain the employee. In certain circumstances, the organization may accept the employee’s resignation in lieu of termination. Appropriate documentation will be given to the employee, union and placed in the department file and employee’s personnel file. The supervisor/department manager and labor representative must consult with Human Resources and Union Leadership at this level to determine if termination is appropriate. MAINTENANCE OF DOCUMENTS / PURGING OF DOCUMENTATION Documents will be purged from the employee’s departmental file and/or personnel file after one year unless there has been a reoccurrence of the same infraction. However, upon mutual agreement, corrective action documentation may be removed from the employee’s personnel file prior to the one-year (1) expiration period. In order to satisfy governmental record keeping requirements, in certain circumstances, purged documentation (Corrective Action Plans, Last Chance Agreements) will be maintained by the employer in a separate file that supervisors/department managers do not have access to. INVESTIGATORYSUSPENSIONS In situations where Management determines that removal of an employee is warranted due to the nature of an incident or allegation, such employee will be placed on a paid investigatory suspension. At the conclusion of the investigatory suspension, Management, in consultation with the Union, will determine at what level, up to and including Level 5, to place the employee in the Corrective Action Process.

Level 5 – Termination. If performance and/or behavior issue(s) still persist despite the Initial Discussion, Developmental Action Plan, Corrective Action Plan, and Day of Decision, termination would be the next step in the Corrective Action Process. However, when an employee is on a Last Chance Agreement, and there is a recurrence of an incident after at least six (6) months of acceptable behavior, Human Resources and management will review the incident prior to the discharge of the employee. Based upon this review, management may elect to retain the employee. In certain circumstances, the organization may accept the employee’s resignation in lieu of termination. Appropriate documentation will be given to the employee, union and placed in the department file and employee’s personnel file. The supervisor/department manager and labor representative must consult with Human Resources and Union Leadership at this level to determine if termination is appropriate. MAINTENANCE OF DOCUMENTS / PURGING OF DOCUMENTATION Documents will be purged from the employee’s departmental file and/or personnel file after one year unless there has been a reoccurrence of the same infraction. However, upon mutual agreement, corrective action documentation may be removed from the employee’s personnel file prior to the one-year (1) expiration period. In order to satisfy governmental record keeping requirements, in certain circumstances, purged documentation (Corrective Action Plans, Last Chance Agreements) will be maintained by the employer in a separate file that supervisors/department managers do not have access to. INVESTIGATORYSUSPENSIONS In situations where Management determines that removal of an employee is warranted due to the nature of an incident or allegation, such employee will be placed on a paid investigatory suspension. At the conclusion of the investigatory suspension, Management, in consultation with the Union, will determine at what level, up to and including Xxxxx 0, to place the employee in the Corrective Action Process.