Common use of Work Performance Clause in Contracts

Work Performance. If an employee is experiencing significant difficulties meeting expectations related to work performance, a Work Performance Plan can be developed to assist in enabling the employee to perform the employee’s job duties in a manner that is satisfactory to both the employer and the employee. The development of a Work Performance Plan can be required by a representative of the Union, the employee’s immediate supervisor, the employee’s office director, or the employee who would be the subject of the Work Performance Plan. The Work Performance Plan may include items such as, but not limited to, additional training, detailed expectations, timelines for meeting expectations, and information for the employee regarding EAP, ADA, FMLA, etc. The plan will be developed in partnership with the employee’s immediate supervisor and/or the employee’s office director, the employee, a representative of the Union and other individuals as deemed appropriate. If the employee does not participate or does not meet the expectations of the plan within the required timelines, then the next step may be disciplinary action.

Work Performance. If an employee is experiencing significant difficulties meeting expectations related to work performance, a Work Performance Plan can be developed to assist in enabling the employee to perform the employee’s job duties in a manner that is satisfactory to both the employer and the employee. The development of a Work Performance Plan can be required by a representative of the Union, the employee’s immediate supervisor, the employee’s office director, or the employee who would be the subject of the Work Performance Plan. The Work Performance Plan may include items such as, but not limited to, additional training, detailed expectations, timelines for meeting expectations, and information for the employee regarding EAP, ADA, FMLA, etc. The plan will be developed in partnership with the employee’s immediate supervisor and/or the employee’s office director, the employee, a representative of the Union and other individuals as deemed appropriate. If the employee does not participate or does not meet the expectations of the plan within the required timelines, then the next step may be disciplinary action.