Common use of Report on Performance Clause in Contracts

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 the company agrees that the employee’s supervisor or manager will notify the employee and the local union president of such performance issues. The employee may receive counsel from the union on such issues.

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 supervisor. The report on performance shall be furnished with a copy of include 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 The employee's reply in writing to such complaint or accusation if received within ten (10) working days after he/ she has been given the notice referred to in Article 8.1 above, shall become part of his/her record. If such reply is not received, it will not become part of his/her record for use by him/her at any time. . 8.3 An employee shall have access to his/her personnel performance file in the presence of supervisor during office hours, once every six his/her supervisor 8.4 All references to disciplinary action shall be removed from the employee’s personnel file within two (62) 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. . 8.5 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. . 8.6 The parties agree that monitoring and evaluation of a probationary employee’s progress is not governed by Article 8.1 and the company Company is not required to notify a probationary employee in writing regarding performance problems unless the company Company is taking formal disciplinary action. A probationary employee may be released for reasonable cause which may include performance problems which the company Company observed during the probationary period. . 8.7 In lieu of the application of Article 8.1, it is agreed that probationary employees shall receive feedback on their performance and need to be advised whenever their performance falls below company Company expectations jeopardizing their continued employment with the companyCompany. To this end the company Company agrees that the employee’s supervisor or manager will notify the employee and the local union president of such performance issues. The employee may receive counsel from the union on such issues.the

Report on Performance. Employees who have completed their probationary period 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 supervisortheir Supervisor. They shall be furnished with a copy of any complaint or accusation which may be detrimental to advancement their or standing within the Company, as soon as possible after Company immediately the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction or complaint shall not become part of their record for use against at any time. The employee's reply in writing to such complaint coinplaint or accusation accusation, if received within ten working days after he/ she has the individual been given the notice referred to in Article above, shall become part of the employee's record. If such reply is not received, so received it will not become part of the record for individual's use by at any time. Employees shall have access to their personal performance file in presence of their supervisor or elected Union representative during office An employee shall have access right to personnel performance file in have a Union Xxxxxxx or Local present at any meeting involving a supervisor or Management personnel. A written notice of shall removed from an employee's record, and not be used against person at any if no related incident occurs before eighteen (18) has elapsed. In circumstances of incidents, associated memos will not be removed until eighteen (18) months after the presence date of supervisor during office hoursthe most notice. At employee’s a Written appraisal shall be completed and discussed, with the employee within thirty (30) days. Such requests shall not be made more once every six (612) months months. The Company may conduct a appraisal on its own initiative for every employee at once every year. Performance appraisals remain part of an employee’s and shall not be subject to procedure. However, it is understood that appraisals shall not be used for disciplinary purposes and will not include any to specific events which have not been issued as a on performance. Company Seniority Company seniority shall b the deemed to have on date of hiring as employee by the Company and be equal of continuous service. Prior shall be credited to employee to full-time provided there is no break of employment. Such past credit will any waiting period pertaining to a company plan. Nor will such credit cause a probationary period to reduced to less one (1) month. Company seniority relate only to order of workforce promotions and the choice of vacation periods. seniority rights of an employee shall cease for any The is discharged for just and sufficient cause and not reinstated through the The individual fails to of absence failure to is proven to satisfaction of the Company to have been due to causes beyond the employee's control; Promotions and Transfers with the into do not increase. Before Company fills available position in classificationscovered by this the Company shall post all bulletin boards for a five days any for positions. Subsequent resulting an initiai vacancy shall be posted a of two (2) days. Notwithstanding .and above, and/or positions the bargaining unit be posted, thereby enabling present employees to apply for the positions. Without individual's consent, no employee shall be transferred or earlier assigned to a position outside bargaining Employees required to in the case of a grievance), at job classification different fromtheir classification and for which they have not received adequate will not be penalized for errors committed performances. evaluation in su to fill a mutually agreeable time, but in no event later than three classification shall be on an ch classification for (3) days after months. The Company may, at any during this period, return the initial requestto their classification no loss of seniority. years At the conclusion of a evaluation period the date of such action being taken provided employee will be advised in that the has been made Nothing in Article will impair the Company's rights as set out in Article of this Agreement. When an employee has been free worked an accumulative total of other disciplinary notices five hundred and twenty (520) hours or more in classification is higher than the one to which they are assigned, and when a in such higher classification is available and the employee is promoted, they shall then serve only a one (1) month evaluation period. Employees promoted into another level in the intervening periodsame functional (merit increase) or from one functional group to another functional group (transfer or promotion), less than ninety (90) days before their anniversary date increment, or a anniversary increment, receive a wage increase of one increment in addition to the wage increase which would have been received for the promotion or transfer. Absences due to sickness or authorized leaves (Where such equivalent of absence shall not be included one full would in this calculation. At any meeting with an a salary the employee discussing whether disciplinary action will be taken against such employee, placed at 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 top rate 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 the company agrees that the employee’s supervisor or manager will notify the employee and the local union president of such performance issues. The employee may receive counsel from the union on such issueshigher salary scale.)

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 supervisor. The report on performance shall be furnished with a copy of include 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 The employee's reply in writing to such complaint or accusation if received within ten (10) working days after he/ she has been given the notice referred to in Article 8.1 above, shall become part of his/her record. If such reply is not received, it will not become part of his/her record for use by him/her at any time. . 8.3 An employee shall have access to his/her personnel performance file in the presence of his/her 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 All references to disciplinary action shall be removed from the employee’s personnel file within two (2) 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. . 8.5 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. . 8.6 The parties agree that monitoring and evaluation of a probationary employee’s progress is not governed by Article 8.1 and the company Company is not required to notify a probationary employee in writing regarding performance problems unless the company Company is taking formal disciplinary action. A probationary employee may be released for reasonable cause which may include performance problems which the company Company observed during the probationary period. . 8.7 In lieu of the application of Article 8.1, it is agreed that probationary employees shall receive feedback on their performance and need to be advised whenever their performance falls below company Company expectations jeopardizing their continued employment with the companyCompany. To this end the company Company agrees that the employee’s supervisor or manager will notify the employee and the local union Local Union president of such performance issues. The employee may receive counsel from the union on such issues.