Common use of Orientation and Evaluation Clause in Contracts

Orientation and Evaluation. 8.01 A copy of any completed evaluation which is to be placed in an employee's file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her views to such evaluation prior to it being placed in her file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. A copy of the evaluation will be provided to the employee at her request. Each employee shall have reasonable access to her personnel file for the purpose of reviewing their contents in the presence of the Employer’s designate. 8.02 Newly hired employees will receive orientation of such duration as the Employer may deem appropriate taking into consideration the needs of the Employer and the employees involved. 8.03 On or before the expiry date of an employee's probationary period, the Employer will confirm in writing that the employee has successfully completed her probationary period. 8.04 Probationary employees will be interviewed by the Employer during their probationary period. Where appropriate, progress made to date, and areas requiring improvement, will be discussed. Notwithstanding the above, the parties agree that this clause does not confer a substantive right to the probationary employee, and as such, will not be used to form the basis of a grievance. 8.05 Probationary employees are covered by this Agreement excepting those provisions which specifically exclude such employees. 8.06 Letters of reprimand and records of suspension are to be removed from an employee’s personnel file after twelve (12) months from the date of discipline where the employee has been discipline free during this period, except in the case of incidents involving neglect, abuse, harassment, violence or human right violation, where the record will remain on file for twenty-four (24) months.

Orientation and Evaluation. 8.01 A copy of any completed evaluation which is to be placed in an employee's file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her views to such evaluation prior to it being placed in her file. It is understood that such evaluations do not constitute disciplinary action by the Employer Hospital against the employee. A copy of the evaluation will be provided to the employee at her request. Each employee shall have reasonable access to her personnel file for the purpose of reviewing their contents in the presence of the Employer’s Director of Personnel or designate. 8.02 Newly hired employees will receive orientation of such duration as the Employer Hospital may deem appropriate taking into consideration the needs of the Employer Hospital and the employees involved. 8.03 On or before the expiry date of an employee's probationary period, the Employer will confirm in writing that the employee has successfully completed her probationary period. 8.04 Probationary employees will be interviewed by the Employer Hospital during their probationary period. Where appropriate, progress made to date, and areas requiring improvement, will be discussed. Notwithstanding the above, the parties agree that this clause does not confer a substantive right to the probationary employee, and as such, will not be used to form the basis of a grievance. 8.05 Probationary employees are covered by this Agreement excepting those provisions which specifically exclude such employees. 8.06 When the conduct or performance of an employee calls for a written warning by the Hospital, a copy of the warning will be forwarded to the Union Xxxxxxx, provided the employee does not object. Letters of reprimand and records of suspension are to warning will be removed from an employee’s personnel 's file after twelve eighteen (1218) months from the date of discipline where issue provided that the employee employee's record has been discipline free during this for such eighteen (18) month period, except in the case of incidents involving neglect, abuse, harassment, violence or human right violation, where the record will remain on file for twenty-four (24) months.

Orientation and Evaluation. 8.01 A copy of any completed evaluation which is to be placed in an employee's file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her their views to such evaluation prior to it being placed in her their file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. A copy of the evaluation will be provided to the employee at her their request. Each employee shall have reasonable access to her their personnel file for the purpose of reviewing their contents in the presence of the Employer’s designate. 8.02 Newly hired employees will receive orientation of such duration as the Employer may deem appropriate taking into consideration the needs of the Employer and the employees involved. 8.03 On or before the expiry date of an employee's probationary period, the Employer will confirm in writing that the employee has successfully completed her their probationary period. 8.04 Probationary employees will be interviewed by the Employer during their probationary period. Where appropriate, progress made to date, and areas requiring improvement, will be discussed. Notwithstanding the above, the parties agree that this clause does not confer a substantive right to the probationary employee, and as such, will not be used to form the basis of a grievance. 8.05 Probationary employees are covered by this Agreement excepting those provisions which specifically exclude such employees. 8.06 Letters of reprimand and records of suspension are to Verbal warnings will be removed from an employee’s personnel file after twelve (12) months from the date of discipline where the employee has been discipline free during this period. Any letter of reprimand, except suspension or other sanction will be removed from an employee’s personnel file after eighteen (18) months from the date of discipline provided the employee has been discipline free during this period. Leaves of absence in the case excess of incidents involving sixty (60) continuous calendar days will not count towards either period referenced above. Any verbal warning, written reprimand or letter of suspension that involves an incident(s) of neglect, abuse, harassment, violence or human right rights violation, where the record will remain on file for twenty-four thirty- six (2436) monthsmonths from day of discipline where the employee has been discipline free during this period.