Common use of PSR Report Resolutions Clause in Contracts

PSR Report Resolutions. The Division Superintendent and the Union Chair shall review reports at least three times a week. Each report will be evaluated for merit and any alleged violations of MUNI rules and procedures. Once evaluated, PSRs shall be classified by the following dispositions: DISPOSITION EXPLANATION: Dismissed/No Merit If data is insufficient or incorrect, then the PSR shall be Dismissed/No Merit. The PSR report will then be categorized as Miscellaneous, for statistical purposes, with no further action required. No Action/ Possible Merit These reports may have possible merit, but no further action will be taken due to the employee’s satisfactory prior performance record. These reports shall be administered as follows: - Xxxx report “No discipline – hold” and date - Place in the employee file for 6 months, to establish rolling timeline -Purge the report from the file after 6 months, if no further PSRs are received - Use report for reference only (no discipline proceedings) DISPOSITION EXPLANATION: Action Taken/ Repeated Reports: Criteria: Similar complaints received as noted in above category, No Action/Possible Merit Multiple PSR complaints (not necessarily similar) received Occurred within six (6) months of No Action reports Number of reports: Minimum 3, Maximum 5 Action: - Compile package of all previous filed complaints - Review Operator’s overall performance - Conduct an investigation and document findings (Union Chair and Division Superintendent) - Contact Customer for clarification, and as part of the investigation process (Union Chair and Division Superintendent) - Review documentation for valid or invalid resolution (Union Chair and Division Superintendent) - If a more extensive investigation is required to evaluate the PSR’s validity, the Division Superintendent and/or Union Chair may request and agree on time waivers. Time extension requests must be in writing and included in the PSR report documentation. (See Appendix A, Letter of Understanding, between TWU, Local 250A and MUNI, PSR Pilot Test Project) - Determine appropriate pre-disciplinary action to effect employee performance correction, Referral to employee support services and/or Re- training (Union Chair and Division Superintendent) - Schedule a meeting with Operator, Division Superintendent and Union Chair, by appointment, to discuss the report. The Union Chair shall insure that the Operator attends meeting at scheduled time. - Develop or modify recommendations in post employee conference follow-up (Division Superintendent and Union Chair) - File compiled PSR report documentation and recommendations for 12 months. - Review file, if additional complaints occur within 12 months subsequent to employee participation in employee referral support services, and impose progressive discipline, if warranted - Purge documentation if there are no repeated offenses within 12 months - If discipline becomes necessary due to repeated With Merit complaints, all documentations and materials may be included in the Xxxxxx process (noting that opportunities were afforded the Operator to correct the problem) - Effect all provisions for the Discipline and Grievance process, based on the decision to impose discipline (per MOU. (For further information review document listed in Section 7. Reference 1) - If a report is received that is serious in nature, and/or has been processed and investigated either previously by Operations or other Muni divisions, and has been noted as Actionable/With Merit, then discipline may be imposed in accordance with the Discipline and Grievance processes as described in the MOU. Employee Conference Process

PSR Report Resolutions. The Division Superintendent and the Union Chair shall review reports at least three times a week. Each report will be evaluated for merit and any alleged violations of MUNI rules and procedures. Once evaluated, PSRs shall be classified by the following dispositions: DISPOSITION EXPLANATION: Dismissed/No Merit If data is insufficient or incorrect, then the PSR shall be Dismissed/No Merit. The PSR report will then be categorized as Miscellaneous, for statistical purposes, with no further action required. No Action/ Possible Merit These reports may have possible merit, but no further action will be taken due to the employee’s satisfactory prior performance record. These reports shall be administered as follows: - Xxxx report “No discipline – hold” and date - Place in the employee file for 6 months, to establish rolling timeline ATTACHMENT B -Purge the report from the file after 6 months, if no further PSRs are received - Use report for reference only (no discipline proceedings) ATTACHMENT B DISPOSITION EXPLANATION: Action Taken/ Repeated Reports: Criteria: Similar complaints received as noted in above category, No Action/Possible Merit Multiple PSR complaints (not necessarily similar) received Occurred within six (6) months of No Action reports Number of reports: Minimum 3, Maximum 5 Action: - Compile package of all previous filed complaints - Review Operator’s overall performance - Conduct an investigation and document findings (Union Chair and Division Superintendent) - Contact Customer for clarification, and as part of the investigation process (Union Chair and Division Superintendent) - Review documentation for valid or invalid resolution (Union Chair and Division Superintendent) - If a more extensive investigation is required to evaluate the PSR’s validity, the Division Superintendent and/or Union Chair may request and agree on time waivers. Time extension requests must be in writing and included in the PSR report documentation. (See Appendix A, Letter of Understanding, between TWU, Local 250A and MUNI, PSR Pilot Test Project) - Determine appropriate pre-disciplinary action to effect employee performance correction, Referral to employee support services and/or Re- training (Union Chair and Division Superintendent) - Schedule a meeting with Operator, Division Superintendent and Union Chair, by appointment, to discuss the report. The Union Chair shall insure that the Operator attends meeting at scheduled time. - Develop or modify recommendations in post employee conference follow-up (Division Superintendent and Union Chair) - File compiled PSR report documentation and recommendations for 12 months. - Review file, if additional complaints occur within 12 months subsequent to employee participation in employee referral support services, and impose progressive discipline, if warranted - Purge documentation if there are no repeated offenses within 12 months - If discipline becomes necessary due to repeated With Merit complaints, all documentations and materials may be included in the Xxxxxx process (noting that opportunities were afforded the Operator to correct the problem) - Effect all provisions for the Discipline and Grievance process, based on the decision to impose discipline (per MOU. (For further information review document listed in Section 7. Reference 1) - If a report is received that is serious in nature, and/or has been processed and investigated either previously by Operations or other Muni ATTACHMENT B divisions, and has been noted as Actionable/With Merit, then discipline may be imposed in accordance with the Discipline and Grievance processes as described in the MOU. Employee Conference Process

PSR Report Resolutions. The Division Superintendent and the Union Chair shall review reports at least three times a week. Each report will be evaluated for merit and any alleged violations of MUNI rules and procedures. Once evaluated, PSRs shall be classified by the following dispositions: DISPOSITION EXPLANATION: Dismissed/No Merit If data is insufficient or incorrect, then the PSR shall be Dismissed/No Merit. The PSR report will then be categorized as Miscellaneous, for statistical purposes, with no further action required. No Action/ Possible Merit These reports may have possible merit, but no further action will be taken due to the employee’s satisfactory prior performance record. These reports shall be administered as follows: - Xxxx Mark report “No discipline – hold” and date - Place in the employee file for 6 months, to establish rolling timeline -Purge the report from the file after 6 months, if no further PSRs are received - Use report for reference only (no discipline proceedings) DISPOSITION EXPLANATION: Action Taken/ Repeated Reports: Criteria: Similar complaints received as noted in above category, No Action/Possible Merit Multiple PSR complaints (not necessarily similar) received Occurred within six (6) months of No Action reports Number of reports: Minimum 3, Maximum 5 Action: - Compile package of all previous filed complaints - Review Operator’s overall performance - Conduct an investigation and document findings (Union Chair and Division Superintendent) - Contact Customer for clarification, and as part of the investigation process (Union Chair and Division Superintendent) - Review documentation for valid or invalid resolution (Union Chair and Division Superintendent) - If a more extensive investigation is required to evaluate the PSR’s validity, the Division Superintendent and/or Union Chair may request and agree on time waivers. Time extension requests must be in writing and included in the PSR report documentation. (See Appendix A, Letter of Understanding, between TWU, Local 250A and MUNI, PSR Pilot Test Project) - Determine appropriate pre-disciplinary action to effect employee performance correction, Referral to employee support services and/or Re- training (Union Chair and Division Superintendent) - Schedule a meeting with Operator, Division Superintendent and Union Chair, by appointment, to discuss the report. The Union Chair shall insure that the Operator attends meeting at scheduled time. - Develop or modify recommendations in post employee conference follow-up (Division Superintendent and Union Chair) - File compiled PSR report documentation and recommendations for 12 months. - Review file, if additional complaints occur within 12 months subsequent to employee participation in employee referral support services, and impose progressive discipline, if warranted - Purge documentation if there are no repeated offenses within 12 months - If discipline becomes necessary due to repeated With Merit complaints, all documentations and materials may be included in the Xxxxxx process (noting that opportunities were afforded the Operator to correct the problem) - Effect all provisions for the Discipline and Grievance process, based on the decision to impose discipline (per MOU. (For further information review document listed in Section 7. Reference 1) - If a report is received that is serious in nature, and/or has been processed and investigated either previously by Operations or other Muni divisions, and has been noted as Actionable/With Merit, then discipline may be imposed in accordance with the Discipline and Grievance processes as described in the MOU. Employee Conference Process