Second Formal Warning Sample Clauses

Second Formal Warning. Where the same or similar behaviours continues and it is necessary to issue a second formal warning, this shall be issued in writing by the Production Manager or General Manager. A copy of the written warning may be given by the employee to their nominated representative. At the time of issuing the written warning the Production Manager or General Manager shall canvass the desirability of counselling the employee.
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Second Formal Warning. Where the same or similar behaviour continues and it is necessary to issue a second formal warning, this shall be issued, in writing, by the site or factory manager or the personnel and industrial relations manager. A copy of the written warning shall be given to the Union delegate. At the time of issuing a written warning the site or factory manager or the personnel and industrial relations manager shall canvass the desirability of counselling the Employee. Final Warning Where the same, or similar behaviour continues and it is necessary to issue a final warning this shall be issued by the site or factory manager or the personnel and industrial relations manager. The warning shall be in writing and shall be issued to the Employee in front of the Union delegate.
Sample 1
Second Formal Warning. The second stage involves a second formal warning being issued. The process for a second formal warning is the same as for a first with two additional requirements:  It must be emphasised to the employee that the matter is more serious and a further failure to improve carries the possibility of dismissal, and  The Chief Executive Officer must be formally advised that a second warning has been issued. If no improvement occurs, it will be necessary to proceed to the third stage.
Sample 1
Second Formal Warning. Documentation similar to that discussed above should be generated, emphasising that despite previous intervention, the work performance is still unsatisfactory. A letter to the staff member summarising the work performance expectations required, the date of the next review, and that failure to achieve a satisfactory level of work performance by that date will jeopardise the staff member future employment, should be provided to the staff member. The escalation here from "may" jeopardise future employment with a first formal warning to "will" jeopardise future employment signifies that a second formal warning has occurred Second Progress Review At the end of the agreed time-frame, the staff member work performance will be reviewed. Again, Managers/Supervisors should have their own witness present. Prior to meeting with the employee, the Supervisor should discuss with their Manager, the employee's performance during the period of review and whether the employee’s work performance has reached the required standard and agree the next step. The extent of improvement will determine the next step. Satisfactory Performance If at the second review it is evident that the staff member has improved their work performance to the required standard and appears likely to maintain that standard, this should be conveyed to the employee at the review meeting. The employee should be informed in writing that if the standard of work performance continues, no further review is required. Documentation Required - Satisfactory Performance The meeting discussion should be confirmed in writing to the staff member, acknowledging the extent of the improvement observed, and encouraging the maintenance of the expected standard of performance. A copy of this letter should be placed on the staff member confidential file, and remain on file for a specified period. If no further informal or formal counseling occurs in direct relation to the matter, the disciplinary documentation should then be removed from the file. Unsatisfactory Performance Prior to the second review meeting it will need to be clearly identified that problems still exist and the employee's performance has not improved to the required standard. It is likely that consideration will be given to termination of employment. This is a significant step and therefore it is important that correct Policy and industrial standards of fairness are applied. Accordingly, the steps that are to be followed are outlined in detail below: Ensur...
Sample 1
Second Formal Warning. Where the same or similar behaviour continues within three months of the first formal warning and it is necessary to issue a second formal warning, this shall be issued, in writing, by either Xxxxxxx, the Project Manager or Divisional Manager to the employee. A copy of the written warning will also be given to the employee's union delegate.
Sample 1
Second Formal Warning. At the time of the review (as in 12.6.1.5 above), the employee’s performance may have improved to such a degree that there will be no need for any further formal process. Should this be the case all records in relation to this matter may be removed from the personnel file immediately or alternatively remain on record for no more than 12 months.
Sample 1
Second Formal Warning. Documentation similar to that discussed above should be generated, emphasising that despite previous intervention, the work performance is still unsatisfactory.
Sample 1
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Second Formal Warning. 42.6.1 Where, at the date by which reasonable improvement is expected, the line manager believes that counselling, development and guidance has not produced the improvement required, a written second formal warning will be issued clearly stating: • Specific areas of performance or conduct which are still considered unsatisfactory, and should be addressed by the staff member; • The nature of the improvement required; • The reasonable time within which such improvement must occur (“the assessment period”); • The availability of professional development and other resources, where appropriate, to assist the staff member in improving performance; and • The date for a meeting to discuss the specific areas of performance. Following the meeting, the staff member will be entitled to 10 working days to respond to the line manager. The line manager must give due and proper weight to any response provided by the staff member and will either: • confirm the advice of underperformance and the remedial action required; • modify any or all of the particulars contained in the previous advice; or • withdraw the advice.
Sample 1

Related to Second Formal Warning

  • COUNTY’S QUALITY ASSURANCE PLAN The County or its agent will evaluate the Contractor’s performance under this Contract on not less than an annual basis. Such evaluation will include assessing the Contractor’s compliance with all Contract terms and conditions and performance standards. Contractor deficiencies which the County determines are severe or continuing and that may place performance of the Contract in jeopardy if not corrected will be reported to the Board of Supervisors. The report will include improvement/corrective action measures taken by the County and the Contractor. If improvement does not occur consistent with the corrective action measures, the County may terminate this Contract or impose other penalties as specified in this Contract.

  • Completion of Probationary Period An employee who has completed the probationary period may be suspended without pay or discharged only for cause. An employee who has completed the probationary period and is suspended without pay or discharged shall have access to the grievance procedure.

  • Cultural Competency 1. All program staff shall receive at least one (1) in-service training per year on some aspect of providing culturally and linguistically appropriate services. At least once per year and upon request, Contractor shall provide County with a schedule of in-service training(s) and a list of participants at each such training. 2. Contractor shall use good faith efforts to translate health-related materials in a culturally and linguistically appropriate manner. At least once per year and upon request, Contractor shall provide to County copies of Contractor’s health-related materials in English and as translated. 3. Contractor shall use good faith efforts to hire clinical staff members who can communicate with clients in a culturally and linguistically appropriate manner. At least once per year and upon request, Contractor shall submit to County the cultural composition and linguistic fluencies of Contractor’s staff.

  • CULTURAL DIVERSITY The Cultural Diversity Requirement generally does not add units to a student's program. Rather, it is intended to be fulfilled by choosing courses from the approved list that also satisfy requirements in other areas of the student’s program; the exception is that Cultural Diversity courses may not satisfy Culture and Language Requirements for B.S. students. For example, COMM 6 – Intercultural Communication, can fulfill (3) units of the Behavioral Science requirement and (3) units of the Cultural Diversity requirement. This double counting of a class may only be done with the Cultural Diversity requirement. Courses in Cultural Diversity may be taken at the lower- division or upper-division level.

  • Consideration of Criminal History in Hiring and Employment Decisions 10.14.1 Contractor agrees to comply fully with and be bound by all of the provisions of Chapter 12T, “City Contractor/Subcontractor Consideration of Criminal History in Hiring and Employment Decisions,” of the San Francisco Administrative Code (“Chapter 12T”), including the remedies provided, and implementing regulations, as may be amended from time to time. The provisions of Chapter 12T are incorporated by reference and made a part of this Agreement as though fully set forth herein. The text of the Chapter 12T is available on the web at xxxx://xxxxx.xxx/olse/fco. Contractor is required to comply with all of the applicable provisions of 12T, irrespective of the listing of obligations in this Section. Capitalized terms used in this Section and not defined in this Agreement shall have the meanings assigned to such terms in Chapter 12T. 10.14.2 The requirements of Chapter 12T shall only apply to a Contractor’s or Subcontractor’s operations to the extent those operations are in furtherance of the performance of this Agreement, shall apply only to applicants and employees who would be or are performing work in furtherance of this Agreement, and shall apply when the physical location of the employment or prospective employment of an individual is wholly or substantially within the City of San Francisco. Chapter 12T shall not apply when the application in a particular context would conflict with federal or state law or with a requirement of a government agency implementing federal or state law.

  • Accident Prevention Health and Safety Committee (a) The Employer and the Union agree that they mutually desire to maintain standards of safety and health in the workplace in order to prevent accidents, injury and illness. (b) Recognizing its responsibilities under the applicable legislation, the Employer agrees to accept as a member of its Accident Prevention – Health & Safety Committee at least three (3) representatives, one from each base, selected or appointed by the Union from amongst bargaining unit employees. At any time where a vote is required, an equal number of representatives from each side shall be entitled to vote. (c) Such Committee shall identify potential dangers and hazards, institute means of improving health and safety programs and recommend actions to be taken to improve conditions related to safety and health. (d) The Employee agrees to co-operate reasonably in providing necessary information to enable the Committee to fulfill its functions. (e) Meetings shall be held quarterly or more frequently at the call of the Chair if required. The Committee shall maintain minutes of all meetings and make the same available for review. (f) Any representative appointed or select in accordance with (b) hereof shall serve a term of one (1) calendar year from the date of appointment which may be renewed for further periods of one (1) year. The Union will encourage its representative(s) to serve at least one (1) year. Time off for such representative(s) to attend meetings of the Accident Prevention – Health & Safety Committee in accordance with the foregoing shall be granted and time so spent attending such meetings shall be deemed to be work time for which the representative(s) shall be paid by the Employer at his regular or premium rate as may be applicable. (g) The Union agrees to endeavour to obtain the full co-operation of its membership in the observation of all safety rules and practices. (h) Pregnant employees may request to be transferred from their current duties if, in the professional opinion of the employee’s physician, the pregnancy may be at risk. If such a transfer is not feasible, the pregnant employee, if she so requests, will be granted an unpaid leave of absence before commencement of the maternity leave referred to in Article 16.04

  • Cultural Competence 1. Grantee will make reasonable efforts to provide services that meet each client’s individual needs and takes into consideration the intellectual functioning, literacy, level of education and comprehension ability of each client in order to ensure that all information is presented in a way that meets each client’s individual needs. 2. Grantee will provide services in the client's primary language either directly by Grantee or by a DFPS approved translator. 3. Grantee will have a cultural competence mission statement, core values or other similar guidance that provides how the Grantee will effectively provide these services to clients of various cultures, races, ethnic backgrounds and religions in a manner that recognizes and affirms the client’s worth, protects and preserves the client’s dignity and ensures equity of service delivery.

  • Formal Grievance Step 1 6

  • Cultural cooperation 1. The aims of cultural cooperation will be: (a) to build on existing agreements or arrangements already in place for cultural cooperation; and (b) to promote information and cultural exchanges between the Parties. 2. The Parties will encourage and facilitate, as appropriate, the following activities, including, but not limited to: (a) dialogue on cultural policies and promotion of local culture; (b) exchange of cultural events and promote awareness of artistic works; (c) exchange of experience in conservation and restoration of national heritage; (d) exchange of experience on management for the arts; (e) protecting archaeological monuments and cultural heritage; (f) having a consultation mechanism between the Parties' culture authorities; and (g) cooperation in the audio-visual field, mainly coproduction and training programs in this sector and means of communication, including training, development and distribution activities.

  • Health and Safety Committee Where required a committee will be formed and will meet where required by the Employer’s safety policies and by statute.

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