Oral Counseling. Prior to any disciplinary action for minor infractions of the work rules and after a preliminary investigation, if the supervisor determines that an alleged offense may warrant oral counseling, the supervisor shall first schedule a meeting with the Employee to discuss the inappropriate behavior or performance problem and attempt to resolve the issue informally. The Employee shall be informed that he/she has the right to have an ASEA representative present at the meeting. At this meeting, the Employee and supervisor shall attempt to agree to a plan or objective to improve the worker's conduct or performance which shall, when appropriate, include a plan for additional training. If the parties reach an agreement, a copy shall be given to the Employee, but no record shall be placed in the Employee's official personnel file. If the problem is corrected within the specified time and there are no disciplinary actions within one (1) year, the plan shall be expunged from the supervisor's anecdotal records and shall not be used as the basis of any future discipline or other employment decisions.
Oral Counseling. The Oral Counseling session shall be a scheduled meeting between the administrator and the unit member.
Oral Counseling. When it is determined that oral counseling is necessary, the counseling will be accomplished during a private interview with the concerned employee and local union representative if requested and appropriate. If after such a meeting, the employee is dissatisfied and wishes to pursue a grievance, the employee may proceed to either Step 1 or to Step 2 of the grievance procedure. If there is to be more than one Department official involved in a counseling session with an employee, the employee will be so notified in advance and the employee may have a local union representative at the session.
Oral Counseling. Oral counseling is an informal level of corrective action. It is a warning given by an immediate supervisor in conference with an employee in which the matter that caused the corrective action to be taken is discussed and the employee is advised of what action is expected of him/her to correct the problem. A written record of the oral counseling may be prepared if a copy is provided to the employee; however, no record of it will be placed in the employee’s personnel file.
Oral Counseling. An immediate correction by a supervisor will not be considered a form of formal discipline. However, a formal sit down counseling by a supervisor will be considered discipline provided it is documented in the employee’s personnel file. The officer shall be supplied with a copy of the documentation from the discipline.
Oral Counseling. In the presence of a Union representative, a notation of such counseling shall be placed in the employee’s personnel file for six (6) months and shall cease to have force and effect at the end of such six (6) month period provided there is no intervening discipline.
Oral Counseling. Oral counseling in a broad sense includes any informal discussion with an employee designed to assist him/her to fully develop his/her skills and abilities. The discussion may clarify standards, evaluate the employee’s strengths and weaknesses, seek information or solve problems.
Oral Counseling. The Oral Counseling session shall take place between the administrator and the classified employee. Employee may request CSEA representation to be present. Oral Counseling may be followed up with a meeting summary memo to memorialize the conversation. Meeting summary memo will not be placed in the employee’s personnel file, except as an attachment to a Letter of Reprimand.
Oral Counseling. When it is determined that oral counseling is necessary, the counseling will be accomplished during a private interview with the concerned employee and local union representative if requested and appropriate. If after such a meeting, the employee is dissatisfied and wishes to pursue a grievance, the employee may proceed to either Step 1 or to Step 2 of the grievance procedure. If there is to be more than one Department official involved in a counseling session with an employee, the employee will be so notified in advance and the employee may have a local union representative at the session The Department retains the right for supervisors and management officials to hold counseling sessions with employees without the presence of a Union representative. Counseling sessions may include an informal discussion between individual employees and their supervisors regarding the employee's performance; work assignments and procedures; application of established office policies and practices; leave practices and requests; and, discussions of a personal nature.
Oral Counseling. (Performance, incident or behavior issue) Discussion regarding performance or minor incident. Informal record may be purged following performance review.
