REVIEW AND EMPLOYEE FILES. When a formal assessment of an Employee’s performance is made, the Employee concerned must be given an opportunity to sign the assessment form in question, upon its completion, to indicate that its contents have been read. A copy of the assessment form will be provided to the Employee at that time. An Employee’s signature on assessment form will be considered to be an indication only that its contents have been read and shall not indicate the Employee’s concurrence with the statements contained on the form. The Employer’s whom assesses an Employee’s performance, must have observed or been aware of the Employee’s performance for at least one-half of the period for which the Employee’s performance is evaluated. An Employee has the right to make written comments to be attached to the performance review form.
REVIEW AND EMPLOYEE FILES. An employee shall be given an opportunity to sign any formal review of his performance and shall also be given an opportunity to sign all adverse reports pertaining to the performance of his duties in his current position which are placed on his personnel file. An employee shall have the right to indicate on the appraisal or adverse report that he either agrees or disagrees with its contents. The Council agrees not to introduce as evidence in a hearing subsequent to a disciplinary action, any document of which the employee was not aware at the time of the disciplinary action.
REVIEW AND EMPLOYEE FILES. I The Employer and the Union agree that the purpose of performance review is to assess the work performance of Employees and to improve the Employee’s performance by assisting in the development of their skills. When a formal assessment of an Employee’s performance is made, the Employee concerned must be given an opportunity to sign the assessment form in question upon its completion. The Employee must also be given the opportunity to add their comments to the assessment. The Employee’s signature on the form merely indicates that they have read the form and in no way shall it be considered as an indication of agreement with the assessment. A copy of the completed assessment shall be provided to the Employee at the time of presentation to the Employee. The Employer’s who assess the Employee’s performance shall have observed or been aware of the Employee’s performance for at least one-half of the period for which the Employee’s performance is being evaluated. The Employer will advise an Employee of any identified performance deficiencies during the assessment period in order to ensure that the Employee can make improvements. Upon written request of an Employee, the personnel file of that Employee shall be made available at reasonable intervals for their examination in the presence of an authorized representative of the Employer, and, upon request of the Employee, a Union representative. Article STAFFING PROCEDURE The Employer shall post all permanent bargaining unit vacancies and newly created bargaining unit positions at Windsor International Airport. Job opportunities will be open to all bargaining unit members. The shall be for a minimum of fourteen (14) calendar days, and the posting shall indicate the final date for application. The posting shall contain the following information:
REVIEW AND EMPLOYEE FILES a formal review of an employee’s performance is made, the employee shall be given an opportunity to sign the review form in question to indicate that its contents have been read and explained, and shall not indicate the employee’s concurrence with the statements contained on the form. When any written document, which could be considered detrimental to an employee’s career, is placed on their personal file, the employee shall be given an opportunity to sign the document in question to indicate that its contents have been read and explained.
REVIEW AND EMPLOYEE FILES. For the purpose of this Article,
REVIEW AND EMPLOYEE FILES. When a formal assessment of an employee's performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the completed assessment form will be provided to the employee at that time. An employee's signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee's concurrence with the statements contained on the form. The Employer's who assess an employee's performance must have observed the employee's performance for a period of at least three months. The purpose of the formal assessment is to measure an employee's work performance, to assess strengths and weaknesses, and to provide guidance to the employee in cases where he or she is assessed as requiring improvement. In no case will the evaluation document be used to discipline employees. An employee has the right to make written comments to be attached to the performance review form. Once each calendar year, on the request of an employee, the personnel file, or specified documents from the file, shall be made available for his or her examination in the presence of an authorized representative of the Employer. The Employer will have up to thirty days to respond to request. All documentation related to allegations of employee misconduct that is subsequently deemed unfounded will be held in a separate file. The Employer shall maintain one (1) personnel file for each employee. There shall be no disciplinary report placed on that file unless a copy of the report has been given to the employee in accordance with Article
REVIEW AND EMPLOYEE FILES. An employee who submits a written request to the Xx- xxxxxx of Human Resources or his designate may review her personnel file in the possession of the Division as it relates to her employment with the Division. The employee may have a representativewho is a mem- ber of the Association present at the time of the review pro- vided the employee has named the representative in the re- quest. The Division shall have the right to have a representa- tive present when the employee is examining such files. Following written assessment of an employee's per- formance, the employee will be given an opportunity to re- view the assessment and to acknowledge having read the con- tents of the assessment. At the time of reviewing the assess- ment, the employee will be provided with the opportunity to place her own comments on the assessment prior to her sign- ing. Upon signing the assessment form, the employee will receive a duplicate copy for her records. The Division will not introduce as evidence at any Arbitration Hearing and an Arbitration Board shall not accept as evidence any document which is disciplinary in nature, un- less the employee has been previously advised of the nature of the discipline or has been provided with a copy of such document upon request in advance of the Arbitration. An employee may file a grievance requesting the re- moval or amendment of any disciplinary documentation con- tained in her file.
REVIEW AND EMPLOYEE FILES. When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read and understood. Upon written request, a copy of an employee’s completed assessment form will be provided to the employee. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the content of which the employee was not aware at the time of filing or within a reasonable period thereafter. In the case of discharge such evidence will be limited to the grounds stated in the notice of discharge given to the employee. When an unsatisfactory report is placed on an employee’s file, the employee concerned must be given an opportunity to sign the report in question to indicate that its contents have been read and understood. Upon written request from an employee, any document relating to disciplinary action, which may have been placed on the personnel file of an employee shall be destroyed after two years have elapsed since the infraction took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. Upon written request of an employee, the personnel file of that employee may be made available once per year for his/her examination in the presence of an authorized representative of the Employer.
REVIEW AND EMPLOYEE FILES. When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to him at that time. An employee’s signature on his assessment form will be considered to be an indication only that its contents have been read and shall not indicate his concurrence with the statements contained on the form.
REVIEW AND EMPLOYEE FILES. A performance evaluation will be conducted at least once a year, within the ninety (90) day period prior to the employee's anniversary date in accordance with the Corporation's directive on Performance Evaluations, except per below. Performance evaluations may be conducted a pre- determined calendar date rather than on the employee's anniversary date where, in a Branch or Division, it is deemed to be more practical to do so based on the nature of operations. For greater clarity, this will not preclude the employee from receiving the service pay increase on the employee's anniversary date in accordance with Article clause (a). Where applicable, if the Evaluation is not remitted to the employee within days after the due date of the anniversary date for service pay purposes, the service pay increase be automatic and retroactive to the due date of the appraisal. On request of the employee, his personnel file shall be made available for examination in the presence of an authorized representative of the Corporation.
