Reports on Performance. 12.0 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. Any formal disciplinary measure taken against an shall be clearly identified as such and shall be communicated to that employee in writing, with a notice the Union, within ten (10) working days from when the employer should have had knowledge of the events rise to the necessity for discipline and that disciplinary measure shall form part of the employee's 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 job status in any way. Any written response received from the employee within ten 0) working days shall also be placed on his file. Demotion shall not be used as a of discipline. An employee may be demoted only at own request or as a result of a lay-off, as described elsewhere in this Agreement. Letters of Reprimand, Discipline and Dismissal shall be subject to review by the provisions of the grievance procedure and shall only be for just and sufficient cause. I When determining just and sufficient cause as described in Article it is agreed that broadcasting requires the continued maintenance of high standards of performance, which with respect to staff, are not capable of definition in solely objective terms. I Therefore, it is agreed that it is the Company's exclusive right to determine such standards of performance provided that such right shall not be exercised in an or discriminatory manner. I Employees who do not achieve such standards shall be warned at least twice in writing prior to dismissal. It is understood that the Company has the right to dismiss an employee who does not meet the standards following such warnings. The Company will use its best efforts to give direction and assistance to such employees. For the purposes of this article only staff are those in Functional Group E to K (newsroom staff are excluded). An employee dismissed for just and sufficient cause shall be entitled to receive all accrued vacation and holiday pay. At the employee's discretion, he may take an available Union representative with him to any disciplinary meeting involving supervisor or management personnel. Upon an employee may review personnel file in the presence of management personnel. With the written approval of the employee, which indemnifies the Company from liability with respect to the release of such information, a Union officer may also have access to the employee's file. No report on performance, letter of reprimand or notice of discipl...
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.
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. 33.1 An Employee shall be notified in writing, with a copy to the Secretary of the Staff Association, of any expression of dissatisfaction concerning their work, within ten (10) working days of cause for dissatisfaction becoming known to their Supervisor. They shall be furnished with a copy of any complaint or accusation which may be detrimental to their advancement or standing within the Company immediately after the complaint or accusation is made. If this procedure is not followed, such expressions or dissatisfaction shall not become part of their record for use against them at any time.
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.
Reports on Performance. 8.1 Any formal disciplinary measure taken against an employee shall be communicated to that employee 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 employee’s 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 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 shall also be placed on his file. An employee, upon reasonable request, shall be permitted to review his file in the presence of his department head.
