Unsatisfactory Service. An employee who has completed the probationary period may be terminated or subject to disciplinary action if their performance or conduct is not satisfactory. Unsatisfactory Service is:
Unsatisfactory Service. Suspension or dismissal of a faculty member for unsatisfactory service can be justified only when adequate alerting and guidance to the necessary improvement have failed to result in a satisfactory level of service. Such suspension or dismissal shall only occur after the President has obtained a report from the faculty evaluation committees. The composition of the faculty evaluation committees shall be as set out in Article 10.4.1.1 hereof.
Unsatisfactory Service. 13.2.1 When, through the provisions of Article 10 or otherwise, a manager identifies serious performance problems or serious performance issues concerning an employee, the manager shall undertake, or shall have already undertaken, an evaluation prior to taking disciplinary action. If disciplinary action, up to and including termination, is taken, written notification will be provided to the employee and the Association.
Unsatisfactory Service. The District may provide Contractor with a written notice of unsatisfactory service on any route or schedule. The Contractor shall investigate and reply to the District within twenty-four (24) hours. Depending on the severity of issue, route adjustment to staffing and/or equipment will occur within a District approved time.
Unsatisfactory Service. An employee who has completed the probationary period may be terminated or subject to disciplinary action only for cause following the Mesquite Personnel Policies, disciplinary resources set out in Section 2 of this Article and NRS Chapter 289.
Unsatisfactory Service. Company will give adequate notification to em ployees whose performance is unsatisfactory with a view toward attempting to correct same. Procedure shall be: (a) Verbal warning, (b) First written notice, (c) Second and final written notice. At least two (2) weeks shall intervene between each step noted above.
Unsatisfactory Service. An employee may be held at this or her current step on the salary schedule for service deemed unsatisfactory. Evaluation report forms will be completed annually for each employee no later than June 10th of each year.
Unsatisfactory Service. Service may be terminated on the initiative of the Secretariat if the staff member does not perform his/her duties satisfactorily, according to the outcome of the evaluation referred to in Chapter 7 of this Manual.
Unsatisfactory Service. Without prejudice to the Employer’s right to discipline or discharge an Employee for just cause, a “Procedure” as hereinafter described is hereby established to ensure effective, quality teaching in the School, and is designed to address instances of unsatisfactory teaching performance or other unsatisfactory service of a non-probationary employee. Collective Agreement between and September to August The Procedure will usually result in to a satisfactory level of teaching performance or other service. However, it may, in some cases, lead to removal from regular duties, demotion, reduction of remuneration or termination of employment for reasons of unsatisfactory job performance or service. As soon as reasonably practicable after the Employer becomes aware of concerns regarding a non-probationary employee’s performance or regarding other unsatisfactory service, the Employer should discuss the concerns with the employee. The Employer should this discussion in writing to the employee. If the Employer determines that the employee’s performance is to be assessed, the Employer will arrange to observe the employee’s performance. Following this observation, the Employer will write the employee, clearly outlining either (I) any concerns, indicating the nature of the improvement expected, offering appropriate resources for assistance, and stating a for improvement or (ii) that any concerns regarding the Employee were groundless or have been satisfactorily resolved, in which event the Procedure will be terminated. If, at the end of the time provided, the expected improvement has occurred, the Employer will write the employee accordingly. If, at the end of the time provided, the expected improvement has not occurred, the Employer shall initiate the second phase of the Procedure. The foregoing will constitute the first phase of the Procedure. The second phase of the Procedure shall be as follows:
Unsatisfactory Service. 15.01 Without prejudice to the Employer’s right to discipline or discharge an Employee for just cause, a “Procedure” as hereinafter described is hereby established to ensure effective, quality teaching in the School, and is designed to address instances of unsatisfactory teaching performance or other unsatisfactory service of a non-probationary employee. The Procedure will usually result in remediation to a satisfactory level of teaching performance or other service. However, it may, in some cases, lead to removal from regular duties, demotion, reduction of remuneration or termination of employment for reasons of unsatisfactory job performance or service.
