Report on Performance. 8.1 An employee shall be notified, in writing, of any expression of dissatisfaction concerning their work, within ten (10) working days of cause for dissatisfaction becoming known to their supervisor. The employee shall be furnished with a copy of any complaint or accusation which may be detrimental to their advancement or standing within the Company, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction shall not become part of the employee’s record for use against them at any time.
8.2 The employee’s reply in writing to such complaint or accusation if received within ten (10) working days after they have been given the notice referred to in Article 8.1 above, shall become part of the employee’s record. If such reply is not received, it will not become part of their record for use by them at any time.
8.3 An employee shall have access to their personnel performance file in the presence of their supervisor during office hours, once every six (6) months (or earlier in the case of a grievance), at a mutually agreeable time, but in no event later than three (3) days after the initial request.
8.4 Disciplinary notices will not be relied on to justify subsequent disciplinary penalties if in the two (2) years following the issuance of the notice no other discipline is received by the employee.
Report on Performance. An employee shall be given written notice of any dissatisfaction, whether considered disciplinary or not, within ten (10) days of the cause of the dissatisfaction becoming known to his immediate supervisor. This notice shall include all particulars of the event which led to such dissatisfaction and may also include further disciplinary action. If this procedure is not followed, such notice of dissatisfaction shall not become part of his record for use against him, at any time. Where a notice of dissatisfaction is found to be unjustified, all reference to such notice shall be removed from the employee's record. The employee's reply to such notice of dissatisfaction if received within ten (10) days after he has been given the notice referred to in Article above, shall become part of his record. If such reply is not so received, it will not become part of his record for use by him at any time. An employee shall have access to personal file in the presence of a non-union supervisor during office hours. The employees shall be notified in advance by the Company of any meeting where disciplinary action or reprimands are to be discussed with them. An employee may be accompanied by a member of the Local Executive, or a Xxxxxxx, when an Executive Officer is not available when attending such a meeting. Any member of the Union Executive so requested shall be released from duty, without loss of pay or benefits, to attend such meeting. Any notice of dissatisfaction which has been placed on an employee's record, in accordance with Article shall be removed from the employee's record twelve (12) months after the date of the notice, if no other related incident occurs, but in any event, not later than twenty-four (24) months after the date of the notice, and shall not be used against the employee for any purpose thereafter.
Report on Performance. 8.1 Employees who have completed their probationary period shall be notified in writing, of any expression of dissatisfaction concerning his/her work, within ten (10) working days of cause for dissatisfaction becoming known to his/her immediate Manager. He/she shall be provided with a copy of any complaint or accusation which may be detrimental to his/her advancement or standing within the Company, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction shall not become part of his/her record for use against him/her at any time.
8.2 Employees may respond, in writing to any such complaint or accusation and if the written reply is received by their immediate Manager within ten (10) working days of receiving the notice referred to above, the reply shall become part of their record for use by them at any time.
8.3 An Employee shall have access to his/her personnel file in the presence of his/her supervisor during office hours, once every six
Report on Performance. The HCRA shall report results for each performance measure as set out in the business plan. If the target has not been met, the HCRA shall explain why achievement was not possible in that fiscal year.
(a) Performance Statistics: When possible, statistical reports should be in chart form to facilitate comparisons over time. The HCRA may include any statistics it considers relevant to its administration of the Delegated Provisions in this section. Performance statistics reported should, at a minimum, include: • The activities completed over the prior year which reflect the activity measures in the business plan; • The outcome results achieved in the previous year, which reflect performance against outcome measures and targets established in the business plan, in these areas: o Compliance and enforcement, such as registration and licensing, complaint resolution, inspections, investigations, prosecutions; o Efficiency, such as turn-around times for licensing, complaints, inspections, discipline; and o Education and awareness initiatives, and handling of complaints;
(b) Review of Legislation, By-Law and Policy Changes: Outline any changes made to the Act and regulations, the HCRA by-laws or policies during the fiscal year.
(c) French Language Services: Report on the provision of French language services pursuant to section 28 of the Act, including how those services were provided, the total number of inquiries that were received in French during the reporting period, and any other statistics that the HCRA considers relevant.
(d) Complaint Handling Process and Outcomes: Review of the complaint handling and dispute resolution processes provided by the HCRA including outcomes, appeal procedures and information to the public on how to register complaints against licensees and against the HCRA.
(e) Accessible Goods, Services, or Facilities: Report on the provision of accessible goods, services or facilities pursuant to the Accessibility for Ontarians with Disabilities Act, 2005, including how those goods, services or facilities were provided, the total number of inquiries that were received for accessible goods, services or facilities during the reporting period, and any other statistics that the HCRA considers relevant.
Report on Performance. Employees who have completed their probationary period shall be notified in writing, of any expression of dissatisfaction concerning work, within ten working days of cause for dissatisfaction becoming known to supervisor. shall be furnished with a copy of any complaint or accusation which may be detrimental to advancement or standing within the Company, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction shall not become part of record for use against at any time. The employee's reply in writing to such complaint or accusation if received within ten working days after he/ she has been given the notice referred to in Article above, shall become part of record. If such reply is not received, it will not become part of record for use by at any time. An employee shall have access to personnel performance file in the presence of supervisor during office hours, once every six (6) months (or earlier in the case of a grievance), at a mutually agreeable time, but in no event later than three (3) days after the initial request. years of the date of such action being taken provided that the employee has been free of other disciplinary notices in the intervening period. Absences due to sickness or authorized leaves of absence shall not be included in this calculation. At any meeting with an employee discussing whether disciplinary action will be taken against such employee, the employee may have a Union representative present for the following purposes only: to assist, counsel, advise and represent the employee. Although the Union representative may participate in any discussions taking place at such meeting, any final decisions affecting the employee are to be made solely by the Company. The parties agree that monitoring and evaluation of a probationary employee’s progress is not governed by Article and the company is not required to notify a probationary employee in writing regarding performance problems unless the company is taking formal disciplinary action. A probationary employee may be released for reasonable cause which may include performance problems which the company observed during the probationary period. In lieu of the application of Article it is agreed that probationary employees shall receive feedback on their performance and need to be advised whenever their performance falls below company expectations jeopardizing their continued employment with the company. To this end...
Report on Performance. 8.1 Employees who have completed their probationary period shall be notified in writing, of any expression of dissatisfaction concerning his/her work, within ten (10) working days of cause for dissatisfaction becoming known to his/her immediate Manager. He/she shall be provided with a copy of any complaint or accusation which may be detrimental to his/her advancement or standing within the Company, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction shall not become part of his/her record for use against him/her at any time.
8.2 Employees may respond, in writing to any such complaint or accusation and if the written reply is received by their immediate Manager within ten
Report on Performance. Within thirty (30) days after the conclusion of the public hearing, County shall issue a report with respect to the adequacy of performance and quality of service. If any non-compliance with the Franchise is found, County may direct the Contractor to correct the inadequacies or, if an event of default under Article 13, initiate default proceedings in accordance with Article 13.
Report on Performance. This section of the annual report shall report on how successful Tarion has been at meeting the targets set out in its performance measures report for the planning/reporting period as set out in the business plan. Tarion shall indicate if the targets have been met for the previous fiscal year. If the target has not been met, Xxxxxx shall explain why achievement was not possible in that fiscal year.
a) Performance Statistics When possible, statistical reports should be in chart form to indicate how the major activities and objectives as well as targets contained in the performance measures report were met over the previous fiscal year. Tarion may include any statistics it considers relevant to carrying out its duties and exercising its powers under the Act. Performance statistics reported should, at a minimum, include: • The activities completed over the prior year which reflect the activity measures in the business plan; • The outcome results achieved in the previous year, which reflect performance against outcome measures and targets established in the business plan, in these areas: o Compliance and enforcement, including enrolments, Claim resolution, inspections, investigations, prosecutions; o Efficiency, including management times for enrolments, complaint and Claim handling processes, and inspections; and o Education and awareness initiatives.
b) Review of Legislation, Corporate By-Laws and Policy Changes Outline any changes made to the Act, Corporate By-Laws or Tarion’s by-laws or policies during the previous fiscal year.
Report on Performance. Employees shall be notified in writing, of any expression of dissatisfaction concerning their work, within ten (10) working days (excluding Saturday, Sunday, and Holidays) of cause for dissatisfaction becoming known to their supervisor. They shall be furnished with a copy of any complaint or accusation which may be to their advancement or standing within the Company, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction shall not become part of their record for use against them at any time. Where a written expression of dissatisfaction has been given to an employee, a copy thereof shall be forwarded to the Union at its regional office and to the Local Union President, unless the employee requests that it not be sent. Where an employee so requests, it will be noted in writing and placed in the employee's file. The employee's reply in writing to complaint or accusation if received within ten (10) working days (excluding Saturday, Sunday, and Holidays) after having been given the notice referred to in Article above, shall become part of the employee's record. If such reply is not received, it will not become part of the employee's record for use by the employee at any time. Employees shall have access to their personnel performance file in the presence of their supervisor during office hours, once every six (6) months (or earlier in the case of a grievance), at a mutually agreeable time, but in no event later than three (3) days after the initial request. The record of an employee will not be used against the employee for any purpose for something that occurred more than twenty-four (24) months prior to the latest incident. Division, whichever is earlier, and shall be equal to the length of continuous service with the Company seniority shall relate to the order of layoffs, recall from layoff, promotions and the choice of vacation periods, as provided for in the applicable articles. Seniority credit shall continue to accrue while an employee is on leave granted by the Company to a maximum period of one (1) year.
Report on Performance. 8.1 An employee shall be advised in writing within ten (10) working days of any complaint or accusation which may be detrimental to his advancement or standing within the Company. The employee’s reply to such complaint or accusation if received within ten
