Common use of Reports on Performance Clause in Contracts

Reports on Performance. Employees shall be provided with an explanation, in writing, of any expression of dissatisfaction concerning their work performance, within ten (1 0) 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. Written Evaluations Employees in the bargaining unit shall not be required to formally submit written evaluation on other members in the bargaining unit, except for those new supervisors who entered the bargaining unit effective with the interim decision of May 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 I any disciplinary meeting involving their Supervisor or I Management personnel. ARTICLE Seniority Rights 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 periods. Limit Seniority credit shall continue to accrue while any employee is on leave granted by the Company to a maximum of one year. Functional Groups and Classifications Wherever the phrase "functional appears in the Agreement, it is agreed the following shall be functional groups and classifications:

Reports on Performance. Employees An employee shall be provided with an explanation, notified in writing, writing of any expression expres- sion of dissatisfaction concerning their his work performance, within ten (1 0IO) working days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, days of cause for dissatisfaction becoming known to their Supervisor his Supervisor. He shall be furnished with a copy of any complaint or Managementaccusation which may be detrimental to his advancement or standing within the Company immediately the complaint or accusation is made. If this procedure is not followed, followed such expression of dissatisfaction shall not become part of the employees' his record for use against them him at any time. Time Periods time in any proceeding The employees' employee's reply to such complaint or accusation, if received within ten (10) working days after they have been given he has received 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 his record for use by them him at any timetime in any proceeding. Written Evaluations Employees in the bargaining unit shall not be required to formally submit written evaluation on other members in the bargaining unit, except for those new supervisors who entered the bargaining unit effective with the interim decision of May 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 a suspension. As a result of this review where the Company has established that the employee has taken the necessary measures to improve his performance since the incident, the Company shall inform the employee in writingwriting in that connection with a copy provided for his status and pay file. Disciplinary Representation Employees The record of an employee will not be used against him at any time when twenty-four (24) months have elapsed since a suspension, or since the issuance of a letter of dissatisfaction or complaint. Further, any reference to such letters or suspensions shall be removed from all files. 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. An employee shall have access to his personnel file if and when he is at the where the records are main- tained, or once annually when the department head or his delegate shall visit the Bureau for the purpose of Company business and/or performance reviews. But in no event shall the Company bear the expense of transporting employees for the sole purpose of inspecting their personnel records. An employee shall have the right to take the a Local Union Officer with them him to I any disciplinary meeting involving their Supervisor his supervisor or I Management management personnel. ARTICLE Seniority Rights Seniority Seniority shall be deemed to have commenced on Time limits under this Article will not include absences from the date workplace caused by sick leave, vacation leave, or leave of hiring into the bargaining unit and shall be equal to the length of continuous service in the bargaining unitabsence. It shall relate to the order of layoffs, re-call from layoff, promotions and choice of vacation periods. Limit Seniority credit shall continue to accrue while any employee is on leave granted by the Company to a maximum of one year. Functional Groups and Classifications Wherever the phrase "functional appears in the Agreement, it is agreed the following shall be functional groups and classifications:ARTICLE

Reports on Performance. Employees shall be provided with an explanation, in writing, of any expression of dissatisfaction concerning their work performance, within ten (1 010) 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. SPECIALTY- Written Evaluations Employees in the bargaining unit shall not be required to formally submit written evaluation on other members in the bargaining unit, except for those new supervisors who entered the bargaining unit effective with the interim decision of May 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 I any disciplinary meeting involving their Supervisor or I Management personnel. ARTICLE Seniority Rights 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 periods. Limit Seniority credit shall continue to accrue while any employee is on leave granted by the Company to a maximum of one year. Functional Groups and Classifications Wherever the phrase "functional appears in the Agreement, it is agreed the following shall be functional groups and classifications:: Func- tional Summer Student Camera, Camera, Master Camera, Camera Audio Assistant, Audio Operator, Audio Technician, Post Sound Supervisor, Supervising Audio Operator Operator, Operator, Supervisor, Video Editor (I), Video Editor (I), Supervising Video Editor (I), Video Editor Senior Video Editor Supervising Video Editor Production Technical Supervisor Video Operator, Senior Video Operator, Video Supervisor, Central Control Technician, Central Control Technician, Central Control Technician Supervisor Engineering Technician, Engineering Technician, Supervising Engineering Technician, Microwave Mobile Engineering Technician, Maintenance Technician Technical Director, Technical Director Lighting Director, Lighting Director, Supervising Lighting Director

Reports on Performance. Employees shall be provided with an explanation, notified in writing, writing of any expression expressions of dissatisfaction concerning their work performance, within ten (1 0) working days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, days of cause for dissatisfaction becoming known to their Supervisor supervisor. They shall be notified of the nature of any complaint or Managementaccusation that may be detrimental to their advancement or standing within the Company, as soon as possible after the complaint or accusation is made. The accused employee shall have the right to reply to the accusation. If this procedure is not followed, such expression of dissatisfaction shall not become part of the employees' their record for use against them at any time. Time Periods 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 employees' employee's reply in writing to such complaint or accusation, accusation if received within ten (10) working days (excluding Saturday, Sunday, and Holidays) after they have having been given the notice referred to in Article above, shall become part of their the employee's record. If such reply is not so received, it will not become part of their the employee's record for use by them the employee at any time. Written Evaluations Employees shall have access to their personnel performance file in the bargaining unit shall not be required to formally submit written evaluation on other members presence of their supervisor during office hours, once every six (6) months (or earlier in the bargaining unitcase of a grievance), except for those new supervisors who entered at a mutually agreeable time, but in no event later than three (3) days after the bargaining unit effective with the interim decision of May 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 servedinitial request. Employee Records The record of an employee shall 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, 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 I any disciplinary meeting involving their Supervisor or I Management personnel. ARTICLE Seniority Rights Seniority Seniority Company seniority shall be deemed to have commenced on of hiring by the Company or upon the date of hiring into the bargaining unit employee was hired by Shamrock Television Systems Inc., Division, whichever is earlier, and shall be equal to the length of continuous service in with the bargaining unit. It Company seniority shall relate to the order of layoffs, re-call recall from layoff, promotions and the choice of vacation periods, as provided for in the applicable articles. Limit Seniority credit shall continue to accrue while any an employee is on leave granted by the Company to a maximum period of one year. Functional Groups and Classifications Wherever the phrase "functional appears in the Agreement, it is agreed the following shall be functional groups and classifications:.

Reports on Performance. Employees shall be provided with an explanation, in writing, of any expression of dissatisfaction concerning their work performance, within ten (1 010) 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. SPECIALTY- Written Evaluations Employees in the bargaining unit shall not be required to formally submit written evaluation on other members in the bargaining unit, except for those new supervisors who entered the bargaining unit effective with the interim decision of May 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 I any disciplinary meeting involving their Supervisor or I Management personnel. ARTICLE Seniority Rights 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 periods. Limit Seniority credit shall continue to accrue while any employee is on leave granted by the Company to a maximum of one year. Functional Groups and Classifications Wherever the phrase "functional appears in the Agreement, it is agreed the following shall be functional groups and classifications:)

Reports on Performance. Employees Any formal disciplinary measure taken against an shall be provided with an explanation, clearly identified as such and shall be communicated to that employee in writing, of any expression of dissatisfaction concerning their work performancewith a notice the Union, within ten (1 010) working days, exclusive days from when the employer should have had knowledge of Saturdays, Sundays, paid holidays, vacation periods the events rise to the necessity for discipline and sick days, that disciplinary measure shall form part of cause for dissatisfaction becoming known to their Supervisor or Managementthe employee's personnel record. If this procedure is not followed, such expression of dissatisfaction neither the notice nor the events which gave rise to the notice shall not become form part of the employees' employee's record for use against them at or affect job status in any timeway. Time Periods The employees' reply to such complaint or accusation, if Any written response received from the employee within ten (100) working days after they have been given the notice referred to in Article above, shall become part of their recordalso be placed on his file. If such reply is not so received, it will not become part of their record for use by them at any time. Written Evaluations Employees in the bargaining unit shall not be required to formally submit written evaluation on other members in the bargaining unit, except for those new supervisors who entered the bargaining unit effective with the interim decision of May 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 Demotion shall not be used against 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 employee provisions of the grievance procedure and shall only be for any purpose for something just and sufficient cause. I When determining just and sufficient cause as described in Article it is agreed that occurred more than twenty-four (24) months 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 the latest incident, provided dismissal. It is understood that the Company has the right to dismiss an employee who does not incur any further disciplinary actions 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 a similar nature within the twenty-four this article only staff are those in Functional Group E to K (24) month periodnewsroom staff are excluded). Following the expiry of such period An employee dismissed for just and upon receipt of a written request by the employee to the Manager of Human Resources, such documents sufficient cause shall be removed from such employee's file in Human Resourcesentitled to receive all accrued vacation and holiday pay. Where an expression of dissatisfaction is found to be unjustified, all references to such expression shall be removed from At the employee's record and destroyed. The Company agrees discretion, he may take an available Union representative with him 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 I any disciplinary meeting involving their Supervisor supervisor or I Management 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 discipline shall form part of an employee's record for more than eighteen (18) months. ARTICLE Seniority Rights Seniority Seniority SENIORITY RIGHTS Company seniority shall be deemed to have commenced on from the date of hiring hire by the Company into the bargaining unit a Bargaining Unit position and shall be equal to the length of continuous service in service. Seniority shall not be established until the bargaining unit. It probationary period has been served but shall relate then count from the date of employment: The seniority of an employee may be affected according to the order following situations:, an employee with less two years' seniority who is laid off retains seniority for a period of layoffs, re-call from layoff, promotions and choice of vacation periods. Limit Seniority credit shall continue to accrue while any employee is on leave granted by the Company to a maximum of one year. Functional Groups and Classifications Wherever the phrase "functional appears in the Agreement, it is agreed the following six (6) months after which shall be functional groups and classifications:considered as being discharged; an employee with more than two (2) years' seniority who is laid off retains seniority for a of twelve (12) months after which shall be considered as being discharged;