Common use of ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES Clause in Contracts

ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. When a formal review of an employee's performance is made, the employee concerned shall be given the opportunity to discuss the document with a Union Representative and then sign the review form in question to indicate that its contents have been read and understood. The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee's performance shall also incorporate an opportunity for the employee to state his career development goals and that every effort be made to develop the career potentials of each individual through Service training, Re-training, or any other facets of career development which may be available. The Employer agrees not to introduce as evidence in the case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which the employee was not made aware of, by the provision of a copy thereof at the time of filing, or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the Personnel file of an employee, shall be destroyed after two (2) year has elapsed since the disciplinary action was taken provided that no further disciplinary action of a similar nature has been recorded during this period. Upon written request of an employee, the Personnel file of that employee shall be made available for his examination at reasonable times in the presence of an authorized representative of the Housing Association and the Union, if so requested. During the term of this Agreement, if a new or revised classification standard is implemented by the Employer,the Employer shall, before applying the new or revised classification standard, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the classification affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates. Where an employee believes that he has been improperly classified with respect to his position or category, group and level, he shall discuss his classification with his immediate supervisor and, on request, be provided with a copy of his statement of duties before he files a grievance under Article Adjustment of Disputes.

ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. When a formal review of an employee's performance is made, the employee concerned shall be given the opportunity to discuss the document with a Union Representative and then sign the review form in question to indicate that its contents have been read and understood. : The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee's performance shall also incorporate an opportunity for the employee to state his career development goals and that every effort be made to develop the career potentials of each individual through Service request any training, Rein-service training, re-training, or any other facets of career development which may be available. The Employer agrees not to introduce as evidence in the case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which the employee was not made aware ofaware, by the provision of a copy thereof at the time of filing, filing or within a reasonable period fifteen (15) working days thereafter. Any document or written statement related to disciplinary action, action which may have has been placed on the Personnel file of an employee, shall employee will not be destroyed used for disciplinary purposes after a duration of two (2) year years has elapsed since the disciplinary action was taken provided that no further disciplinary action of a similar nature has been recorded during this period. The exceptions in this case refer to breaches in policy and procedure which relate to the safety and well- being of children in care, or any criminal activities. Homes Treatment Centre March Upon written request of an employee, the Personnel file of that employee shall be made available for his examination at reasonable times in the presence of an authorized representative of the Housing Association Employer. The Employer’s representative who assesses employee’s performance must have supervised the employee’s performance for at least one-half of the period for which the employee’s performance is evaluated and/or have input from another person who has observed the employee. The Employer agrees that there will be only one “official” file kept for each employee, however, a duplicate file will exist at the for operational needs. The Employer agrees that communications between an employee and his representative are privileged and confidential. The Employer shall not ask questions of the Union, if so requested. During representatives which answers to those questions may be damaging to the term of this Agreement, if a new or revised classification standard is implemented nor “shall any evidence produced by the Employer,representative be used against the Employer shall, before applying notwithstanding standards established by the new or revised classification standard, negotiate legislation and regulations thereunder. In accordance with the Union the rates of pay and the rules affecting the pay of employees for the classification affected. If the parties fail foregoing, a representative shall not be forced to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates. Where testify against an employee believes that he has been improperly classified with respect to his position or category, group and level, he shall discuss his classification with his immediate supervisor and, on request, be provided with a copy of his statement of duties before he files a grievance under Article Adjustment of Disputesemployee.

ARTICLE EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. When a formal review of an employee's performance is made, the employee concerned shall be given the opportunity to discuss it with the document with a Union Representative and then sign the review form in question to indicate that its contents have been read and understoodEmployer. The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article Grievance Procedure to correct any factual inaccuracies in his performance appraisal. The formal review of an employee's performance shall also incorporate an opportunity for the employee to state his career development goals and that every effort be made to develop the career potentials of each individual through Service training, Re-training, or any other facets of career development which may be available. The Employer agrees not to introduce as evidence in the case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which the employee was not made aware of, by the provision of a copy thereof at the time of filing, or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the Personnel file of an employee, shall be destroyed after two (2) year has elapsed since the disciplinary action was taken provided that no further disciplinary action of a similar nature has been recorded during this period. Upon written request of an employee, the Personnel file of that employee shall be made available for his examination at reasonable times in the presence of an authorized representative of the Housing Association Employer and of the Union. Only one official file per employee for the purposes of performance evaluation or discipline shall exist. Any document or written statement related to disciplinary action, if so requestedwhich may have been placed on the personnel file of an employee, shall be destroyed after one (1) year has elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period. During the term of this Agreement, if a new or revised classification standard is implemented by the Employer,, the Employer shall, before applying the new or revised classification standard, shall negotiate with the Union the rates of pay and the rules affecting the pay of employees for the classification affected. The Employer shall make every reasonable effort to advise the Union as far in advance as possible of such changes. If the parties fail to reach agreement within sixty fourteen (6014) days from the date on which the Employer submits the new or revised standard classification to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates. Where an employee believes that he has been improperly classified with respect to his position or category, group and level, he shall discuss his classification with his immediate supervisor and, on request, be provided with a copy of his statement of duties before he files a grievance under Article Adjustment of Disputes.