Common use of Steps To Problem Resolution Clause in Contracts

Steps To Problem Resolution. ‌ Every employee has the right to prompt and just resolution of issues arising out of a performance evaluation which contains detrimental comments regarding conduct or competence which the employee believes are unjustified. Such issues are not subject to the grievance procedure, but rather to the following internal problem resolution steps: * Within a reasonable period of time following the performance evaluation, the employee should meet with their direct supervisor to seek a resolution. * If the issue remains unresolved, the employee may refer the matter to the administrative head of unit. * If the issue remains unresolved, the employee may refer the matter to the Xxxx responsible for the unit if the unit is in a Faculty. * If the issue remains unresolved, the employee may refer the matter to the Vice President responsible for the unit or Faculty. * If the issue remains unresolved, the employee may refer the matter to the President for a final and binding decision. An employee may be accompanied by an AAPS representative at any of these steps. It is clearly understood that during this process, the administrative head’s original evaluation of the employee remains in place for all purposes. It is also clearly understood that the performance evaluation process is separate and distinct from any disciplinary process which may arise from the conduct or performance of the employee.

Steps To Problem Resolution. ‌ Every employee has the right to prompt and just resolution of issues arising out of a performance evaluation which contains detrimental comments regarding conduct or competence which the employee believes are unjustified. Such issues are not subject to the grievance procedure, but rather to the following internal problem resolution steps: * • Within a reasonable period of time following the performance evaluation, the employee should meet with their direct supervisor to seek a resolution. * • If the issue remains unresolved, the employee may refer the matter to the administrative head of unit. * • If the issue remains unresolved, the employee may refer the matter to the Xxxx responsible for the unit if the unit is in a Faculty. * • If the issue remains unresolved, the employee may refer the matter to the Vice President responsible for the unit or Faculty. * • If the issue remains unresolved, the employee may refer the matter to the President for a final and binding decision. An employee may be accompanied by an AAPS representative at any of these steps. It is clearly understood that during this process, the administrative head’s original evaluation of the employee remains in place for all purposes. It is also clearly understood that the performance evaluation process is separate and distinct from any disciplinary process which may arise from the conduct or performance of the employee.

Steps To Problem Resolution. ‌ Every employee has the right to prompt and just resolution of issues arising out of a performance evaluation which contains detrimental comments regarding conduct or competence which the employee believes are unjustified. Such issues are not subject to the grievance procedure, but rather to the following internal problem resolution steps: *  Within a reasonable period of time following the performance evaluation, the employee should meet with their her/his direct supervisor to seek a resolution. *  If the issue remains unresolved, the employee may refer the matter to the administrative head of unit. *  If the issue remains unresolved, the employee may refer the matter to the Xxxx responsible for the unit if the unit is in a Faculty. *  If the issue remains unresolved, the employee may refer the matter to the Vice President responsible for the unit or Faculty. *  If the issue remains unresolved, the employee may refer the matter to the President for a final and binding decision. An employee may be accompanied by an AAPS representative at any of these steps. It is clearly understood that during this process, the administrative head’s original evaluation of the employee remains in place for all purposes. It is also clearly understood that the performance evaluation process is separate and distinct from any disciplinary process which may arise from the conduct or performance of the employee.

Steps To Problem Resolution. ‌ Every employee has the right to prompt and just resolution of issues arising out of a performance evaluation which contains detrimental comments regarding conduct or competence which the employee believes are unjustified. Such issues are not subject to the grievance procedure, but rather to the following internal problem resolution steps: * • Within a reasonable period of time following the performance evaluation, the employee should meet with their her/his direct supervisor to seek a resolution. * • If the issue remains unresolved, the employee may refer the matter to the administrative head of unit. * • If the issue remains unresolved, the employee may refer the matter to the Xxxx responsible for the unit if the unit is in a Faculty. * • If the issue remains unresolved, the employee may refer the matter to the Vice President responsible for the unit or Faculty. * • If the issue remains unresolved, the employee may refer the matter to the President for a final and binding decision. An employee may be accompanied by an AAPS representative at any of these steps. It is clearly understood that during this process, the administrative head’s original evaluation of the employee remains in place for all purposes. It is also clearly understood that the performance evaluation process is separate and distinct from any disciplinary process which may arise from the conduct or performance of the employee.

Steps To Problem Resolution. ‌ Every employee has the right to prompt and just resolution of issues arising out of a performance evaluation which contains detrimental comments regarding conduct or competence which the employee believes are unjustified. Such issues are not subject to the grievance procedure, but rather to the following internal problem resolution steps: * • Within a reasonable period of time following the performance evaluation, the employee should meet with their her/his direct supervisor to seek a resolution. * • If the issue remains unresolved, the employee may refer the matter to the administrative head of unit. * • If the issue remains unresolved, the employee may refer the matter to the Xxxx responsible for the unit if the unit is in a Faculty. * • If the issue remains unresolved, the employee may refer the matter to the Vice President responsible for the unit or Faculty. * • If the issue remains unresolved, the employee may refer the matter to the President for a final and binding decision. An employee may be accompanied by an AAPS representative at any of these steps. It is clearly understood that during this process, the administrative head’s original evaluation of the employee remains in place for all purposes. It is also clearly understood that the performance evaluation process is separate and distinct from any disciplinary process which may arise from the conduct or performance of the employee.

Steps To Problem Resolution. ‌ Every employee has the right to prompt and just resolution of issues arising out of a performance evaluation which contains detrimental comments regarding conduct or competence which the employee believes are unjustified. Such issues are not subject to the grievance procedure, but rather to the following internal problem resolution steps: * • Within a reasonable period of time following the performance evaluation, the employee should meet with their direct supervisor to seek a resolution. * • If the issue remains unresolved, the employee may refer the matter to the administrative head of unit. * • If the issue remains unresolved, the employee may refer the matter to the Xxxx responsible for the unit if the unit is in a Faculty. * • If the issue remains unresolved, the employee may refer the matter to the Vice President responsible for the unit or Faculty. * • If the issue remains unresolved, the employee may refer the matter to the President for a final and binding decision. An employee may be accompanied by an AAPS representative at any of these steps. It is clearly understood that during this process, the administrative head’s original evaluation of the employee remains in place for all purposes. It is also clearly understood that the performance evaluation process is separate and distinct from any disciplinary process which may arise from the conduct or performance of the employee.