Common use of Oral Counseling Clause in Contracts

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. ‌ 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, 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, agreement a copy shall be given to the Employee, 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. ‌ 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 they have 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. ‌ 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, 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, agreement a copy shall be given to the Employee, 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. ‌ Prior to any disciplinary action for minor infractions of the work rules 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 a Union representative present at the meeting. At this meeting, 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, Agreement a copy shall be given to the Employee, 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. If the parties are unable to reach Agreement or the problem persists despite an Agreement, the supervisor may administer further disciplinary action.

Oral Counseling. ‌ Prior to any disciplinary action for minor infractions of the work rules 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 a Union 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 performance, which shall, when appropriate, include a plan for additional training. If the parties reach an agreement, Agreement a copy shall be given to the Employee, 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. If the parties are unable to reach Agreement or the problem persists despite an Agreement, the supervisor may administer further disciplinary action.

Oral Counseling. ‌ Prior to any disciplinary action for minor infractions of the work rules 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 they have the right to have an ASEA a Union 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 performance, which shall, when appropriate, include a plan for additional training. If the parties reach an agreement, Agreement a copy shall be given to the Employee, 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. If the parties are unable to reach Agreement or the problem persists despite an Agreement, the supervisor may administer further disciplinary action.