Common use of Expressions of Dissatisfaction Clause in Contracts

Expressions of Dissatisfaction. 14.1 An employee shall be notified in writing of any written expression of dissatisfaction concerning their work within a period of ten (10) working days of the dissatisfaction becoming known to the employees’ Management Supervisor. The employee shall be furnished with a copy of any such dissatisfaction which may be detrimental their advancement or standing with the Employer. If this procedure is not followed, such expressions of dissatisfaction shall not become part of the employees’ record for use against them at any time. 14.2 The employee's reply to such expression of dissatisfaction, if received within ten (10) working days after the employee has been given notice referred to in Article 14.1 herein, shall become part of the employees’ record. If such reply is not so received, as provided herein, it will not become part of their record for the use by them at any time. 14.3 Where it has been determined an expression of dissatisfaction is found to be unjustified, all references to such expression shall be removed from the employee's record and destroyed. 14.4 An employee may have access to their personnel file in the presence of the employees’ Management Supervisor or a Human Resources Management Department Representative during office hours, once each six (6) months or earlier in the event of a grievance. 14.5 Where a meeting with a manager or department head is convened for disciplinary purposes, or where a meeting becomes disciplinary in nature, an employee shall have the right to have a union representative present. In the case of a grievance, an employee shall have the right to take a Union ▇▇▇▇▇▇▇ or Local Officer with them to review their personnel performance file. 14.6 Where is has been determined that a report on performance is unjustified all references to such expression/report shall be removed from the employee’s record and destroyed.

Expressions of Dissatisfaction. 14.1 29.1 An employee Employee shall be notified notified, in writing writing, of any written expression of dissatisfaction concerning their work within a period of ten (10) working days of the dissatisfaction becoming known to the employees’ Management Supervisor. The employee shall be furnished with a copy of any such dissatisfaction which may be detrimental their to the employee’s advancement or standing with the EmployerEmployer as soon as is reasonably possible. This may include notification that the Company is investigating an issue. If this procedure is not followed, or if the investigation concludes that no misconduct has occurred, such expressions of dissatisfaction or record of investigation shall not become part of the employees’ Employee’s record for use against them at any time. 14.2 29.2 In significant and exceptional circumstances it is agreed that the Company may hold an employee out of service without pay for up to five (5) days pending the outcome of a workplace investigation; 1. When the investigation pertains to an alleged violation of the Criminal Code of Canada which transpired at work; 2. Where the presence of the employee in the workplace threatens the safety of other employees due to an allegation of harassment or violence; or 3. Based on the prior record of the employee, provided that the Company has followed a regime of progressive discipline that has not been successfully overturned through the grievance procedure or referred to arbitration as per Step 3 of the grievance procedure outlined in Article 14. 4. In such cases an employee held out of service for longer than five (5) days will be paid at their regular salary until the investigation is concluded and a decision is rendered. Where there is found to be no cause of dissatisfaction, and/or where the decision is found to be unjustified, the affected employee will be compensated for the loss of all regular wages. 29.3 The employee's Employee shall sign the expression of dissatisfaction acknowledging receipt. Such signature shall not be considered as necessarily concurring with the contents. 29.4 The Employee’s reply in writing to such expression of dissatisfaction, if received within ten (10) working business days after the employee has they have been given the notice referred to in Article 14.1 herein29.1, shall become part of the employees’ their record. If such reply is not so received, as provided herein, it will not become part of their record for the use by them at any time. 14.3 Where it has been determined an expression of dissatisfaction is found to be unjustified, all references to such expression 29.5 An Employee shall be removed from the employee's record and destroyed. 14.4 An employee may have access to their personnel performance file in the presence of the employees’ Management Supervisor or a Human Resources Management their Department Representative Manager during office hours, once each six at a mutually agreeable time, but in no event later than three (63) months or earlier working days after the initial request. Except in the event of a grievance, this access shall be limited to once in any six (6) month period. 14.5 Where a meeting with a manager or department head is convened for 29.6 Any disciplinary purposes, or where a meeting becomes disciplinary in nature, an employee shall have the right to have a union representative present. In the case of a grievance, an employee shall have the right to take a Union ▇▇▇▇▇▇▇ or Local Officer with them to review their personnel performance file. 14.6 Where is has been determined that a report on performance is unjustified all references to such expression/report shall action more than twenty-four (24) months old will be removed expunged from the employee’s record and destroyedpersonnel file provided the Employee has not incurred further disciplinary action in the intervening period. Absences due to sickness or leave of absence shall not be included in the calculation.