Common use of Remediation Procedure Clause in Contracts

Remediation Procedure. Prior to the discharge of an employee for unsatisfactory job performance, the following procedure shall be followed: a. First, supervisors and employees are encouraged to resolve concerns about an employee’s job performance through written and oral communication. However, when a supervisor has ongoing concerns about the performance of a bargaining unit member who has completed his or her probationary period, the supervisor may issue a Notice of Performance Deficiency. If employee performance does not improve in accordance with what is expected of the employee as set forth in the Notice, the supervisor, in consultation with the employee, will create a remediation plan. b. The purpose of a remediation plan is to xxxxxx clear communication, develop skills, and retain employees by providing opportunities for employees to raise their performance to acceptable levels. c. The supervisor will give a copy of the plan to the employee for his or her signature and a copy to the Union. Signature shall not necessarily indicate agreement with the plan but rather notification and receipt. The employee has five working days to consult with a union representative before signing the plan. Failure to sign a plan shall be considered insubordination and shall be documented in an employee’s personnel file. The supervisor will then place a copy of the signed plan in the Employee Record File. d. A remediation plan may call for training, which shall be at no expense to the employee, and will include the following: i. A statement as to the nature of the performance problem(s); ii. Objectives for expected improvement; iii. Measures for improvement and periodic assessment of progress where possible; and iv. A time period for the remediation plan. A remediation plan shall not be less than thirty days or more than ninety days, but when necessary, its start may be timed to most effectively address the areas of performance deficiency. e. The supervisor shall assess the employee’s performance at the end of the remediation plan period and decide if further action is necessary. The supervisor shall meet with the employee to discuss the employee’s performance at the end of the remediation plan period. In cases where the supervisor is not satisfied with the employee’s performance at the end of the remediation plan period, or if the performance continues to be a problem in the future, the supervisor, in consultation with the appropriate Xxxx or equivalent management level supervisor, may place the employee on a second remediation plan in accordance with subsection (c), or take further action under subsection (b) of section 6 below, without placing the employee on an additional remediation plan. At the conclusion of a remediation plan, the employee and the Union will be notified of the result. f. Being under a remediation plan does not exempt the employee or the supervisor from participating in and completing the annual evaluation process. The employee’s performance under the remediation plan may be assessed and considered as part of the annual evaluation. The placement of an employee on a remediation plan shall not be subject to the Grievance and Arbitration provisions of this Agreement, except for violations of process.

Remediation Procedure. Prior to the discharge of an employee for unsatisfactory job performance, the following procedure shall be followed: a. First, supervisors and employees are encouraged to resolve concerns about an employee’s job performance through written and oral communication. However, when a supervisor has ongoing concerns about the performance of a bargaining unit member who has completed his or her probationary period, the supervisor may issue a Notice of Performance Deficiency. If employee performance does not improve in accordance with what is expected of the employee as set forth in the Notice, the supervisor, in consultation with the employee, will create a remediation plan. b. The purpose of a remediation plan is to xxxxxx clear communication, develop skills, and retain employees by providing opportunities for employees to raise their performance to acceptable levels. c. The supervisor will give a copy of the plan to the employee for his or her signature and a copy to the Union. Signature shall not necessarily indicate agreement with the plan but rather notification and receipt. The employee has five working days to consult with a union representative before signing the plan. Failure to sign a plan shall be considered insubordination and shall be documented in an employee’s personnel file. The supervisor will then place a copy of the signed plan in the Employee Record File. d. A remediation plan may call for training, which shall be at no expense to the employee, and will include the following: i. A statement as to the nature of the performance problem(s); ii. Objectives for expected improvement; iii. Measures for improvement and periodic assessment of progress where possible; and iv. A time period for the remediation plan. A remediation plan shall not be less than thirty days or more than ninety days, but when necessary, its start may be timed to most effectively address the areas of performance deficiency. e. The supervisor shall assess the employee’s performance at the end of the remediation plan period and decide if further action is necessary. The supervisor shall meet with the employee to discuss the employee’s performance at the end of the remediation plan period. In cases where the supervisor is not satisfied with the employee’s performance at the end of the remediation plan period, or if the performance continues to be a problem in the future, the supervisor, in consultation with the appropriate Xxxx or equivalent management level supervisor, may place the employee on a second remediation plan in accordance with subsection (c), or take further action under subsection (b) of section 6 below, without placing the employee on an additional remediation plan. At the conclusion of a remediation plan, the employee and the Union will be notified of the result. f. Being under a remediation plan does not exempt the employee or the supervisor from participating in and completing the annual evaluation process. The employee’s performance under the remediation plan may be assessed and considered as part of the annual evaluation. The placement of an employee on a remediation plan shall not be subject to the Grievance and Arbitration provisions of this Agreement, except for violations of process.