Final Formal Warning Clause Samples

Final Formal Warning. Should a further incident of unacceptable behaviour or performance by the same Employee occur again and a prior written warning has been issued: The same process outlined in clause 32.2.2 above will be repeated. If after this process the Manager deems it appropriate, a final warning will be given to the Employee. The content of such a warning will include but not necessarily be restricted to:
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Final Formal Warning. Where the same or similar behaviour continues and it is necessary to issue a second formal warning, this shall be issued, in warning, by an officer of the company. A copy of the written warning shall be given to the employees representative. At the time of issuing the written warning the officer of the company will canvass the desirability of counselling the employee.
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Final Formal Warning. This occurs where there has been a continuation of poor performance for which the employee has already received a formal warning or an offence occurs, which is serious enough to require an immediate final warning. In these instances, after discussion, a written warning is given to the individual explaining the performance problem, what is expected of the employee in addressing the problem, and the consequences of not complying within a set period of time. The Supervisor and Operations Manager must advise the Manager NSW Coal and the Human Resources Manager at this stage. The final warning will be placed on the employee's personal file, and a copy will be given to the employee. This will be reviewed as part of the on-going performance review of employees.
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Final Formal Warning. This occurs where there has been a continuation of poor performance for which the employee has already received a formal warning. In the event that the offence occurs that is serious enough to require an immediate final warning an investigation into the incident will occur before issuing a First and Final Warning. In these instances, after discussion, a written warning is given to the individual explaining the performance problem, what is expected of the employee in addressing the problem, and the consequences of not complying within a set period of time. The final warning will be prepared in consultation with HR and the NER Operations Manager. This will be placed on the employee’s personal file, a copy will be given to the employee and if requested, the employee’s representative.
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Final Formal Warning. This occurs where there has been a continuation of poor performance for which the Employee has already received a formal warning. In the event that the offence occurs that is serious enough to require an immediate final warning an investigation into the incident will occur before issuing a First and Final Warning. In these instances, after discussion, a written warning is given to the individual explaining the performance problem, what is expected of the Employee in addressing the problem, and the consequences of not complying within a set period of time. The final warning will be prepared in consultation with the HR Representatives and the Area Business Manager. This will be placed on the Employee's personal file, a copy will be given to the Employee and if requested, the Employee's representative.
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Related to Final Formal Warning

  • Construction Clearing All timber is designated for cutting that is within the clearing limits of roads constructed hereunder or is in other authorized clearings. All dead or unstable live trees are designated for cutting that are sufficiently tall to reach Purchaser’s landings or the roadbed of Specified and Temporary Roads when Marked in advance of felling of timber in the immediate vicinity. Pieces meeting Utilization Standards from such dead or unstable live trees shall be removed, unless there is agreement that to do so could damage the road. Such designation may be revised as part of agreed changes in road location under B5.2.

  • CONTRACT DIRECTION (a) Only the LOCKHEED ▇▇▇▇▇▇ Procurement Representative has authority on behalf of LOCKHEED ▇▇▇▇▇▇ to make changes to this Contract. All amendments must be identified as such in writing and executed by the parties. (b) LOCKHEED ▇▇▇▇▇▇ engineering and technical personnel may from time to time render assistance or give technical advice or discuss or effect an exchange of information with SELLER's personnel concerning the Work hereunder. No such action shall be deemed to be a change under the "Changes" clause of this Contract and shall not be the basis for equitable adjustment. (c) Except as otherwise provided herein, all notices to be furnished by SELLER shall be in writing and sent to the LOCKHEED ▇▇▇▇▇▇ Procurement Representative.

  • Joint Occupational Health and Safety Committee The Employer and the Union recognize the role of the joint Occupational Health and Safety Committee in promoting a safe and healthful workplace. The parties agree that a Joint Occupational Health and Safety Committee shall be established for each Employer covered by this Collective Agreement. The Committee shall govern itself in accordance with the provisions of the Industrial Health and Safety Regulations made pursuant to the Workers’ Compensation Act. The Committee shall be as between the Employer and the Union, with equal representation, and with each party appointing its own representatives. Representatives of the Union shall be chosen by the Union membership or appointed by the Union. All minutes of the meetings of the Joint Occupational Health & Safety Committee will be recorded in a mutually agreeable format and will be sent to the Union. The Union further agrees to actively pursue with the other Health Care Unions a Joint Union Committee for the purposes of this Article. The Employer agrees to provide or cause to be provided to Employer members of the Joint Occupational Health and Safety Committee adequate training and orientation to the duties and responsibilities of committee members to allow the incumbents to fulfil those duties competently. The Union agrees to provide or cause to be provided to Union members of the Joint Occupational Health and Safety Committee adequate training and orientation to the duties and responsibilities of committee members to allow the incumbents to fulfil those duties competently. Such training and orientation shall take place within six (6) months of taking office.

  • Supervisors Working (a) The Employer agrees that the function of supervisors is the supervision of Employees and not the performance of the work of the employees they supervise. Accordingly, the Employer agrees that supervisors or other employees of the Employer who are not members of the bargaining unit shall not perform any bargaining unit work, except to train employees or demonstrate safety, or as otherwise provided in the applicable Supplement, Rider or Addendum. However, in the case of Acts of God, supervisors shall comply with the procedures in subsections (b) and (c) and may only perform bargaining unit work until bargaining unit employees are available. The Employer shall make every reasonable effort to maintain a sufficient workforce to staff its operations with bargaining unit employees. The Employer also agrees that supervisors or other employees of the Employer who are not members of the bargaining unit shall not perform bargaining unit work in preparing the work areas before the start of the Employer’s hub, preload or reload operation, nor shall the Employer send any bargaining unit employee home and then have such employee’s work performed by a supervisor or other employees of the Employer who are not a member of the bargaining unit. (b) When additional employees are necessary to complete the Employer’s operations on any shift or within any classification, the supervisor shall exhaust all established local practices to first use bargaining unit employees including where applicable, double shifting, early call-in, and overtime. (c) If there is no established local practice, the following shall apply with regard to inside work. Within each building, each operation will maintain appropriate list(s), by seniority, of those part-time employees requesting coverage work. It will be the employees’ responsibility to sign up on the appropriate list. The Company shall post such lists and employees who are interested in adding their names to the lists shall do so on the first working day of each month. It will be the employee’s responsibility to make sure his/her their contact information is correct. Employees who are unavailable to work on three (3) separate occasions within a calendar month shall have their names removed from the coverage list. Those employees shall be eligible to re-sign the list the following month. When coverage work is available, the Company will use the appropriate list to fill the required positions, and such employees will work as assigned. The employee must be qualified for the available work and double shift employees shall have seniority among themselves. No employee is allowed to work more than two (2) shifts in any twenty-four (24) hour period. Local call verification practices and procedures shall remain in place. Nothing contained in this Section shall change existing practices or procedures covering full-time work. (d) If it is determined at any step of the grievance and/or arbitration procedure that this Section, or a “supervisor working” provision in a Supplement, Rider or Addendum, has been violated, the aggrieved employee will be paid as follows: (i) if the actual hours worked by the supervisor amounts to two (2) hours or less, the aggrieved employee will be paid for the actual hours worked by the supervisor at the rate of double time the employee’s rate of pay at the time of the incident; or (ii) if the supervisor works more than two (2) hours, the aggrieved employee shall be paid four (4) hours at straight time or actual hours worked at double time the employee’s rate of pay at the time of the incident, whichever is greater. If no aggrieved employee can be identified, the payment will be made to the grievant. Such remedy shall be in addition to any other remedies sought by the Union in the appropriate grievance procedure. If a Supplement, Rider, or Addendum does not have a provision requiring notice to the ▇▇▇▇▇▇▇ when a supervisor works the following shall be incorporated: “In the event a supervisor does perform bargaining unit work, the Employer shall notify the appropriate shop ▇▇▇▇▇▇▇ as soon as possible.” In the event that any individual supervisor is found to be in violation of the first paragraph of this Subsection three (3) times in any nine (9) month rolling period, the grievance shall be paid at triple quadruple time the employee’s rate of pay for the hours specified in the first paragraph of this subsection.

  • Function of Joint Health and Safety Committee All incidents involving aggression or violence shall be brought to the attention of the Joint Health and Safety Committee. The Employer agrees that the Joint Health and Safety Committee shall concern itself with all matters relating to violence to staff.