Common use of Official Written Notification Clause in Contracts

Official Written Notification. a) If the Employee's job performance or professional standards and principles do not improve to an acceptable degree within a reasonable period following conference(s), the Employee shall be given, in a meeting with the supervisor, a written notice of his/her unacceptable and uncorrected deficiencies. The written notification shall include the supervisor's specific suggestions and a timetable for expected corrections, including at least one follow-up meeting. The written notice shall be signed by both the supervisor and the Employee. The Employee's signature shall indicate only that the Employee has read the notice but does not represent concurrence or non-concurrence with the content of such notice. The Employee may, at his/her option, notify the Union of such written notification. The signed letter of notification will be handled as described in (b) and (c) which follow. Additional conferences may be held if the supervisor or Employee feel such will ensure mutual understanding and desired correction. b) The Employee may request representation by the Union at the progressive correction meeting with the supervisor for the purpose of ensuring completeness of understanding of the unresolved problem and corrective efforts made-to-date. c) If the matter remains unresolved after the progressive correction meeting, the Employee shall be afforded the opportunity to append his/her written position with respect to the problem to the supervisor's letter of notification for joint submission to the Labor Relations Department and Personnel Records. d) Such official written notification, together with the Employee's optional response to same, shall be removed from the file after the follow-up meeting, if in the supervisor's judgement the performance is no longer deficient, or no later than two

Official Written Notification. a) If the Employee's job performance or professional standards and principles do not improve to an acceptable degree within a reasonable period following conference(s), the Employee shall be given, in a meeting with the supervisor, a written notice of his/her unacceptable and uncorrected deficiencies. The written notification shall include the supervisor's specific suggestions and a timetable for expected corrections, including at least one follow-up meeting. The written notice shall be signed by both the supervisor and the Employee. The Employee's signature shall indicate only that the Employee has read the notice but does not represent concurrence or non-concurrence with the content of such notice. The Employee may, at his/her option, notify the Union of such written notification. The signed letter of notification will be handled as described in (b) and (c) which follow. Additional conferences may be held if the supervisor or Employee feel such will ensure mutual understanding and desired correction. b) The Employee may request representation by the Union at the progressive correction meeting with the supervisor for the purpose of ensuring completeness of understanding of the unresolved problem and corrective efforts made-to-date. c) If the matter remains unresolved after the progressive correction meeting, the Employee shall be afforded the opportunity to append his/her written position with respect to the problem to the supervisor's letter of notification for joint submission to the Labor Relations Department and Personnel Recordsthe Employment Service Center. d) Such official written notification, together with the Employee's optional response to same, shall be removed from the file after the follow-up meeting, if in the supervisor's judgement judgment the performance is no longer deficient, or no later than twotwo (2) years of non-repetitive job deficiency necessitating such an official written notification. Supervisors are encouraged to remove disciplinary action before the two years, if the problem performance has been adequately resolved.

Official Written Notification. a) If the Employee's job performance or professional standards and principles do not improve to an acceptable degree within a reasonable period following conference(s), the Employee shall be given, in a meeting with the supervisor, a written notice of his/her unacceptable and uncorrected deficiencies. The written notification shall include the supervisor's ’s specific suggestions and a timetable for expected corrections, including at least one follow-up meeting. The written notice shall be signed by both the supervisor and the Employee. The Employee's signature shall indicate only that the Employee has read the notice but does not represent concurrence or non-concurrence with the content of such notice. The Employee may, at his/her option, notify the Union of such written notification. The signed letter of notification will be handled as described in (b) and (c) which follow. Additional conferences may be held if the supervisor or Employee feel such will ensure mutual understanding and desired correction. b) The Employee may request representation by the Union at the progressive correction meeting with the supervisor for the purpose of ensuring completeness of understanding of the unresolved problem and corrective efforts made-to-date. c) If the matter remains unresolved after the progressive correction meeting, the Employee shall be afforded the opportunity to append his/her written position with respect to the problem to the supervisor's letter of notification for joint submission to the Labor Relations Department and Personnel Recordsthe Employment Service Center. d) Such official written notification, together with the Employee's optional response to same, shall be removed from the file after the follow-up meeting, if in the supervisor's judgement judgment the performance is no longer deficient, or no later than twotwo (2) years of non-repetitive job deficiency necessitating such an official written notification. Supervisors are encouraged to remove disciplinary action before the two years, if the problem performance has been adequately resolved.

Official Written Notification. a) If the Employee's job performance or professional standards and principles do not improve to an acceptable degree within a reasonable period following conference(s), the Employee shall be given, in a meeting with the supervisor, a written notice of his/her unacceptable and uncorrected deficiencies. The written notification shall include the supervisor's specific suggestions and a timetable for expected corrections, including at least one follow-up meeting. The written notice shall be signed by both the supervisor and the Employee. The Employee's signature shall indicate only that the Employee has read the notice but does not represent concurrence or non-concurrence with the content of such notice. The Employee may, at his/her option, notify the Union of such written notification. The signed letter of notification will be handled as described in (b) and (c) which follow. Additional conferences may be held if the supervisor or Employee feel such will ensure mutual understanding and desired correction. b) The Employee may request representation by the Union at the progressive correction meeting with the supervisor for the purpose of ensuring completeness of understanding of the unresolved problem and corrective efforts made-to-date. c) If the matter remains unresolved after the progressive correction meeting, the Employee shall be afforded the opportunity to append his/her written position with respect to the problem to the supervisor's letter of notification for joint submission to the Labor Relations Department and Personnel Records. d) Such official written notification, together with the Employee's optional response to same, shall be removed from the file after the follow-up meeting, if in the supervisor's judgement judgment the performance is no longer deficient, or no later than twotwo (2) years of non-repetitive job deficiency necessitating such an official written notification. Supervisors are encouraged to remove disciplinary action before the two years, if the problem performance has been adequately resolved.