Non-Culpable Conduct. In a case of unsatisfactory performance which is assessed as non-culpable by the University, the University shall take the following steps: a) The University shall ensure that the nature of the work to be performed and the standard of performance expected have been communicated to the staff member and that the staff member has been given a reasonable amount of time to meet that standard of performance, and b) The University shall ensure that it has provided reasonable supervisory direction to the staff member to assist in achieving the expected performance standards, and, if (a) and (b) are not effective. c) The University, in consultation with the Association, shall take reasonable steps to move the staff member into a suitable vacant position within the bargaining unit which is within the staff member’s qualifications and competence and which does not result in the termination, layoff, demotion, or other unreasonable impact on any other regular staff member in the bargaining unit, and d) The University shall advise the staff member in writing with a copy to the Association that the staff member’s performance is unsatisfactory and that dismissal may result from a continued failure or inability to meet the expected standard. As an alternative to immediate dismissal, the University may grant the staff member leave of absence with pay for ten (10) weeks and without pay for a period of up to six (6) months to give additional time to find a suitable alternate position pursuant to Article 7.05
Appears in 5 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
Non-Culpable Conduct. In a case of unsatisfactory performance which is assessed as non-culpable by the University, the University shall take the following steps:
a) The University shall ensure that the nature of the work to be performed and the standard of performance expected have been communicated to the staff member and that the staff member has been given a reasonable amount of time to meet that standard of performance, and
b) The University shall ensure that it has provided reasonable supervisory direction to the staff member to assist in achieving the expected performance standards, and, if (a) and (b) are not effective.
c) The University, in consultation with the Association, shall take reasonable steps to move the staff member into a suitable vacant position within the bargaining unit which is within the staff member’s qualifications and competence and which does not result in the termination, layoff, demotion, or other unreasonable impact on any other regular staff member in the bargaining unit, and
d) The University shall advise the staff member in writing with a copy to the Association that the staff member’s performance is unsatisfactory and that dismissal may result from a continued failure or inability to meet the expected standard. As an alternative to immediate dismissal, the University may grant the staff member leave of absence with pay for ten (10) weeks and without pay for a period of up to six (6) months to give additional time to find a suitable alternate position pursuant to Article 7.05
Appears in 3 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
