Common use of Report on Performance Clause in Contracts

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. An employee shall be given written notice notified in writing, of any dissatisfaction, whether considered disciplinary or notexpression of dissatisfaction concerning their work, within ten (10) days of the cause of the for dissatisfaction becoming known to his immediate their supervisor. This notice The employee shall include all particulars be with a copy of any complaint or accusation which may be detrimental to their advancement or standing within the event which led to such dissatisfaction and may also include further disciplinary actionCompany, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such notice expression of dissatisfaction shall not become part of his their record for use against him, them 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 in writing to such notice of dissatisfaction complaint or accusation if received within ten (10) working days after he has they have been given the notice referred to in Article above, shall become part of his their record. If such reply is not so received, it will not become part of his their record for use by him them at any time. An employee shall have access to personal their personnel performance file in the presence of a non-union their 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 once every six (126) months after (or earlier in the date case of the noticea grievance), if no other related incident occursat 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 them for any event, not later purpose for that occurred more than twenty-four (24) months after prior to the latest incident. seniority shall be to have commenced on the date of by the noticeCompany, and shall not be used against equal to the length of continuous service with the Company. Company seniority shall relate to the order of layoffs, recall layoff, promotions, pay and the choice of vacation periods, as provided for in the applicable articles. Seniority rights and employee benefits shall cease, and the employee deemed terminated for any purpose thereafter.of the following reasons:

Report on Performance. An employee shall be given written notice notified in writing, of any dissatisfaction, whether considered disciplinary or notexpression. of dissatisfaction concerning work, within ten (10) days working of the cause of the for dissatisfaction becoming known to his immediate the supervisor. This notice The employee shall include all particulars be furnished with a copy of any complaint or accusation which may, be detrimental to advancement or standing within the event which led to such dissatisfaction and may also include further disciplinary actionCompany, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such notice expression of dissatisfaction shall not become part of his the employee's 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 in writing to such notice of dissatisfaction complaint or accusation if received within ten (10) days after he has been given the notice referred to in Article above, shall become part of his the record. If such reply is not so received, it will not become part of his the record for use by him the employee at any time. An employee shall have access to personal personnel performance file in the presence of a non-union the 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 once every six (126) months after the date (or earlier case of the noticea grievance), if no other related incident occursat a mutually agreeable time, but in no event later than three days after the initial request. The record of an employee will not be used against for any event, not later purpose for something that occurred more than twenty-four (24) months after prior to the latest incident. Company seniority shall be deemed to commenced on the date of hiring by the noticeCompany. and shall be equal to the length of continuous service with the Company. Company seniority shall relate to the order of layoffs, recall from layoff, promotions, sever- ance pay and the choice of vacation periods, as provided for in the applicable articles. Seniority rights and employee benefits cease, and shall not be used against the employee deemed terminated for any purpose thereafter.of the follow- ing reasons:

Report on Performance. An employee 7.1 Employees shall be given written notice notified in writing, of any dissatisfaction, whether considered disciplinary or notexpression of dissatisfaction concerning their work, within ten (10) working days of the cause of the for dissatisfaction becoming known to his immediate supervisortheir Supervisor. This notice They shall include all particulars be furnished with a copy of any complaint or accusation which may be detrimental to their advancement or standing within the event which led to such dissatisfaction and may also include further disciplinary actionCompany immediately the complaint or accusation is made. If this procedure is not followed, such notice of dissatisfaction expression or complaint shall not become part of his their record for use against him, them 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. . 7.2 The employee's ’s reply to such notice of dissatisfaction complaint or accusation, if received within ten (10) working days after he the individual has been given the notice referred to in Article 7.1 above, shall become part of his the employee’s record. If such reply is not so received, received it will not become part of his the record for the individual’s use by him at any time. An employee . 7.3 Employees shall have access to their personal performance file in the presence of a non-union their supervisor or an elected Union representative 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. . 7.4 An employee may be accompanied by shall have the right to have a member of the Union Xxxxxxx or Local Executive, Officer present at any disciplinary meeting involving a supervisor or Management personnel. When a Xxxxxxx, when an Executive Officer meeting 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, convened in accordance with this Article the employee shall be given reasonable time in which to arrange for the attendance of a Union Representative. Prior to the commencement of the meeting the employee shall be allowed ten (10) minutes to consult their Union Representative. 7.5 A written notice of dissatisfaction/complaint shall be removed from an employee’s record, and not be used against the employee's record twelve (12) months after the date of the noticeperson at any time, if no other related incident occurs, but in any event, not later than twenty-four occurs before eighteen (2418) months after has elapsed. In circumstances of related incidents, CJOH-TV 17 7.6 At the date of the noticeemployee’s request, a written performance appraisal shall be completed and shall not be used against discussed, with the employee for any purpose thereafter.within thirty

Report on Performance. An employee shall be given written notice notified in writing, of any dissatisfaction, whether considered disciplinary or notexpression of dissatisfaction concerning their work, within ten (10) days of the cause of the for dissatisfaction becoming known to his immediate their supervisor. This notice The employee shall include all particulars be furnished with a copy of any complaint or accusation which may be detrimental to their advancement or standing within the event which led to such dissatisfaction and may also include further disciplinary actionCompany, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such notice expression of dissatisfaction shall not become be part of his their record for use against him, them 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 in writing to such notice of dissatisfaction complaint or accusation if received within ten (10) days after he has they have been given the notice referred to in Article above, shall become part of his their record. If such reply is not so received, it will not become part of his their record for use by him them at any time. An employee shall have access to personal their personnel performance file in the presence of a non-union their 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 once every six (126) months after (or earlier in the date case of the noticea grievance), if no other related incident occursat 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 them for any event, not later purpose for something that occurred more than twenty-four (24) months after prior to the latest incident. Company seniority shall be deemed to have commenced on the date of hiring by the noticeCompany, and shall not be used against equal to the length of continuous service with the Company. Company seniority shall relate to the order of layoffs, recall layoff, promotions, severance pay and the choice of vacation periods, as provided for in the applicable articles. Seniority rights and employee benefits shall cease, and the employee deemed terminated for any purpose thereafter.of the following reasons:

Report on Performance. An employee 7.1 Employees shall be given written notice notified in writing, of any dissatisfaction, whether considered disciplinary or notexpression of dissatisfaction concerning their work, within ten (10) working days of the cause of the for dissatisfaction becoming known to his immediate supervisortheir Supervisor. This notice They shall include all particulars be furnished with a copy of any complaint or accusation which may be detrimental to their advancement or standing within the event which led to such dissatisfaction and may also include further disciplinary actionCompany immediately the complaint or accusation is made. If this procedure is not followed, such notice of dissatisfaction expression or complaint shall not become part of his their record for use against him, them 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. . 7.2 The employee's ’s reply to such notice of dissatisfaction complaint or accusation, if received within ten (10) working days after he the individual has been given the notice referred to in Article 7.1 above, shall become part of his the employee’s record. If such reply is not so received, received it will not become part of his the record for the individual’s use by him at any time. An employee . 7.3 Employees shall have access to their personal performance file in the presence of a non-union their supervisor or an elected Union representative 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. . 7.4 An employee may be accompanied by shall have the right to have a member of the Union Xxxxxxx or Local Executive, Officer present at any disciplinary meeting involving a supervisor or Management personnel. When a Xxxxxxx, when an Executive Officer meeting 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, convened in accordance with this Article the employee shall be given reasonable time in which to arrange for the attendance of a Union Representative. Prior to the commencement of the meeting the employee shall be allowed ten (10) minutes to consult their Union Representative. 7.5 A written notice of dissatisfaction/complaint shall be removed from an employee’s record, and not be used against the employee's record twelve person at any time, if no other related incident occurs before eighteen (1218) months has elapsed. In circumstances of related incidents, associated memos will not be removed until eighteen (18) months after the date of the most recent notice. 7.6 At the employee’s request, if no other related incident occursa written performance appraisal shall be completed and discussed, but in any event, not later than twenty-four with the employee within thirty (2430) months after the date of the notice, and days. Such requests shall not be used against the employee for any purpose thereafter.made more than once every twelve

Report on Performance. An employee shall be given written notice notified in writing, of any dissatisfaction, whether considered disciplinary or notexpression of dissatisfaction concerning work, within ten (10) working days of the cause of the for dissatisfaction becoming known to his immediate supervisor. This notice The employee shall include all particulars be with a copy of any complaint or accusation which may be detrimental to his advancement or standing within the event which led to such dissatisfaction and may also include further disciplinary actionCompany, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such notice expression 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 in writing to such notice of dissatisfaction complaint or accusation if received within ten (100) 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 his personnel performance file in the presence of a non-union his 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 once every six (126) months after (or earlier in the date case of the noticea grievance), if no other related incident occursat 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 him for any event, not later purpose for something that occurred more than twenty-four (24) months after prior to the date latest incident. Discharge and Demotion The discharge or demotion of any employee, except for probationary employees as provided Article shall only be for just and sufficient cause. An employee discharged for just and sufficient cause, other than gross misconduct, shall be entitled to two (2) weeks' notice or pay in lieu thereof. Layoffs When layoffs are to be made, such layoffs shall proceed in inverse order of Company seniority those job functions in the notice, and shall not be used against the employee for any purpose thereafter.location affected; said job functions are listed in Article