Common use of Alternative Actions Clause in Contracts

Alternative Actions. Other action may be appropriate under some circumstances. • Reduction in Grade - This involves the individual reducing in grade from the position currently held to one in a lower pay grade or of lesser responsibility. This step would be used when the difficulties the employee is experiencing appear to stem from the level of duties and/or responsibilities of the position currently held. • Unsatisfactory Work Performance – When either the Association or Labor Relations becomes aware of a non-probationary employee having documented performance issues, a meeting will be held between Labor Relations, the Association, and the employee’s chain of command. The meeting will be held to agree upon timelines and to develop a proficiency plan. The proficiency plan will outline the steps to be taken for the employee to meet standards. The Department will have final approval of the proficiency plan. If the employee is not meeting standards within the timeframes established, the employee will be given the option to resign, or the employee may be subject to the pre-termination process. If termination occurs, such action will not be considered as disciplinary in nature and will remain eligible for future rehire. The employee may appeal the termination to arbitration as provided in Article 9 – Grievance Procedure.

Alternative Actions. Other action may be appropriate under some circumstances. •  Reduction in Grade - This involves the individual reducing in grade from the position currently held to one in a lower pay grade or of lesser responsibility. This step would be used when the difficulties the employee is experiencing appear to stem from the level of duties and/or responsibilities of the position currently held. •  Unsatisfactory Work Performance – When either the Association or Labor Relations becomes aware of a non-probationary employee having documented performance issues, a meeting will be held between Labor Relations, the Association, and the employee’s chain of command. The meeting will be held to agree upon timelines and to develop a proficiency plan. The proficiency plan will outline the steps to be taken for the employee to meet standards. The Department will have final approval of the proficiency plan. If the employee is not meeting standards within the timeframes established, the employee will be given the option to resign, or the employee may be subject to the pre-termination process. If termination occurs, such action will not be considered as disciplinary in nature and will remain eligible for future rehire. The employee may appeal the termination to arbitration as provided in Article 9 – Grievance Procedure.