Reports on Performance. Employees in the bargaining unit will not be required to formally submit written evaluations on other employees in the bargaining unit. Bargaining unit members in a supervisor classification will be exempt from Article 12.0.
Reports on Performance. 7.1 Employees shall be provided with an explanation, in writing, of any expression of dissatisfaction concerning their work performance, within ten (10) working days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, of cause for dissatisfaction becoming known to their Supervisor or Management. If this procedure is not followed, such expression of dissatisfaction shall not become part of the employees' record for use against them at any time.
Reports on Performance. Employees shall be provided with an explanation, in writing, of any expression of dissatisfaction concerning their work performance, within ten (10) working days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, of cause for dissatisfaction becoming known to their Supervisor or Management. If this procedure is not followed, such expression of dissatisfaction shall not become part of the employees' record for use against them at any time. Time Periods The employees' reply to such complaint or accusation, if received within ten (10) working days after they have been given the notice referred to in Article above, shall become part of their record. If such reply is not so received, it will not become part of their record for use by them at any time. Expressions of dissatisfaction while an employee is on probation shall not be considered a part of his record for use against him, after his probationary period has been served. Employee Records The record of an employee shall not be used against the employee for any purpose for something that occurred more than twenty-four (24) months prior to the latest incident, provided that the employee does not incur any further disciplinary actions of a similar nature within the twenty-four (24) month period. Following the expiry of such period and upon receipt of a written request by the employee to the Manager of Human Resources, such documents shall be removed from such employee's file in Human Resources. Where an expression of dissatisfaction is found to be unjustified, all references to such expression shall be removed from the employee's record and destroyed. The Company agrees to undertake a review of the performance of the employee at the end of six (6) months for any expression of dissatisfaction, complaint, SPECIALTY or suspension. As a result of this review where the Company has established that the employee has taken the necessary measures to improve performance since the incident, the Company shall inform the employee in writing. Disciplinary Representation Employees shall have the right to take the Local Union Officer with them to any disciplinary meeting involving their Supervisor or Management personnel. Seniority Seniority shall be deemed to have commenced on the date of hiring into the bargaining unit and shall be equal to the length of continuous service in the bargaining unit. It shall relate to the order of layoffs, re-call from layoff, promotions and choice of vacation per...
Reports on Performance. 7.1 An employee shall be notified in writing of any expression of dissatisfaction concerning his work within ten
Reports on Performance. It is recognized that an allegation with respect to an employee's work record or conduct requires a review of the allegation by the employee's department manager before a decision is made relative to the entry of the same on the employee's work record. It is understood, however, that the department manager shall reach a decision thereon within ten (10) working days of his/her first becoming aware of the allegation, and if, in his/her opinion, it is appropriate to make a derogatory notation on the employee's work record, such notation shall be made within the same ten (10) working days. Derogatory notations shall be removed from the employee's work record and destroyed after a period of two (2) years, has elapsed from the date of the incident that precipitated the notice referred to above, provided that no similar or linked incidents have occurred during this two (2) year period.
Reports on Performance.
(a) The Supplier must submit reports to Council:
(i) detailing the Supplier's progress and performance against the Service Levels in the form directed by Council; and
(ii) at the intervals or milestones specified in the Contract Order; and
(b) The Supplier Representative must meet with the Council Representative to review the performance of the Contract:
(i) at Council's request, with the provision of reasonable notice; and
(ii) at the intervals specified in the Contract Order.
Reports on Performance. 17.1 Reports together with supporting statistics will be produced to coincide with the review meetings that cover SASA's performance. Reports will cover qualitative and quantitative measures together with charges reported.
Reports on Performance. 8.1 Any formal disciplinary measure taken against an employee shall be communicated to that employee in writing with a copy sent or delivered to a member of the executive of the Union Local within ten (10) working days of the Employer having knowledge of the events giving rise to the necessity for discipline and that disciplinary measure shall form part of the employee’s personal personnel record. If this procedure is not followed, neither the notice nor the events which gave rise to the notice shall form part of the employee’s record or affect his job status or be used against him in any way. Any written response received from the employee within ten (10) working days of the communication of the Employer’s notice shall also be placed on his file. An employee, upon reasonable written request, shall be permitted to review his file in the presence of his department head on not more than two (2) occasions annually.
8.2 An employee must be accompanied by a union representative at any formal disciplinary meeting unless the employee expressly advises the Employer that he or she does not want such union representation present.
8.3 Dismissal, discipline or written warning of a full-time employee shall be only for just cause. It is agreed that dismissal, discipline and written warnings of full-time employees may be subject to the Grievance Procedure. An employee dismissed for just cause shall be entitled to receive all accrued vacation and holiday pay.
Reports on Performance. 8.1 Any formal disciplinary measure taken against employees shall be communicated to those employees in writing with a copy to the Union within ten (10) working days of the Employer having knowledge of the events giving rise to the necessity for discipline and that disciplinary measure shall form part of the employees’ personal personnel record for a period of two (2) years. If this procedure is not followed, neither the notice nor the events which gave rise to the notice shall form part of the employees’ record or affect their job status or be used against them in any way. Any written response received from the employees within ten (10) working days shall also be placed on their file. Employees, upon reasonable request, shall be permitted to review their file in the presence of their department head.
8.2 Employees have the right if they so choose to take an available Union Officer to any disciplinary meeting involving their supervisor or management personnel.
8.3 Dismissal, discipline, or letter of reprimand of an Employee shall be only for just and sufficient cause. It is agreed that dismissal, discipline, and letters of reprimand may be subject to Grievance Procedure. An Employee dismissed for just and sufficient cause shall be entitled to receive all accrued vacation and holiday pay.
8.4 Employees may be demoted only at their own request with the consent of the Company, or as a result of a layoff as described later in this Agreement.
8.5 Voicemail cannot be used as part of the disciplinary process contemplated in Article 8.1.
8.5.1 Employees can obtain a written copy of a voicemail regarding their performance by forwarding the voicemail back to the original sender with a request that a written copy be provided.
Reports on Performance. 8.1 Any reprimand by the Company on the employment or work performance of any employee (which includes any complaint which may be detrimental to her advancement or standing within the Company) shall be made in writing and a copy shall be forwarded to the employee and a copy to the Union.
8.2 A reprimand must be made within ten (10) working days of cause for the reprimand becoming known to the employee's Supervisor. If this procedure is not followed, the reprimand shall not form part of the disciplinary record of the employee.
8.3 An employee shall have the right to submit a reply within five (5) working days after she has received a copy of a disciplinary measure. Such reply will become part of her Personnel File.
8.4 Upon request and at a time convenient to the Company, an employee may review her Personnel File in the presence of the Department Head, and with the approval of the employee, a Union Officer may also have access to the employee's file.
8.5 When an employee receives any discipline and subsequently works for eighteen (18) consecutive months from the date of the discipline, without any further formal disciplinary measure being imposed upon her, then the discipline and all disciplinary measures which predated that discipline shall be deleted from her Personnel File.
8.6 An employee shall have the right to have a Union representative present at any disciplinary meeting.
8.7 Discipline shall only be for just and sufficient cause and shall be subject to review under the provisions of the Grievance Procedure.
8.7.1 An employee dismissed for just and sufficient cause shall be entitled to receive all accrued vacation and holiday pay.
8.8 Demotion shall not be used as a form of discipline. An employee may be demoted only at her own request or as a result of a layoff as described in this Agreement.
