First Formal Warning Sample Clauses

First Formal Warning. The employee concerned is to be approached by his supervisor. The supervisor will make clear to the employee what the problem area is and how the employee’s behaviour must improve. Following this discussion, the supervisor shall report the matter to the Production Manager or General Manager, who shall ensure that this action is noted and followed up in writing as well as documented on the employee file. The employee shall have the right to have their Representative present.
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First Formal Warning. The employee concerned is to be approached on site by his/her direct supervisor together with delegate. The supervisor will make clear to the employee what the problem area(s) is (are) and how his/her behaviour must improve. Following. this discussion, the supervisor shall report the matter to his/her Project Manager, who shall ensure that this action is noted and followed up in writing as well as inscribed on the employees file.
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First Formal Warning. The employee will be notified of time and date of the formal counselling meeting, including advice of who will be present at the meeting, the purpose of the meeting and his right to representation At the meeting the employee will be made fully aware of the matters of concern, and given a clear understanding of the steps that will need to be taken for performance to be improved The employee will be made aware of the seriousness of the situation and that the formal action may lead to termination should performance not improve Strategies will be jointly developed to remedy the shortcomings in performance and provide support and guidance to the employee A date will be set for a review of performance Notes of the counselling meeting will be kept and filed on the Employee's personnel record, and the employee will receive written confirmation of the first warning, the improvements that need to be made, and the strategies adopted.
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First Formal Warning. The Employee concerned is to be approached by the supervisor. The supervisor will make clear to the Employee what the problem area(s) is/are and how his behaviour must improve. Following this discussion, the supervisor shall report the matter to the Production Manager or General Manager, who shall ensure that this action is noted and followed up in writing as well as documented on the Employee file. The Employee has the right to have their Representative present. Second Formal Warning: Where the same or similar behaviour continues and it is necessary to issue a second formal warning this shall be issued in writing, by the Employee’s direct Manager or General Manager. A copy of the written warning shall be given to the Company Consultative Committee and /or Employee Representative. At the time of issuing the written warning the Production Manager or General Manager shall canvass the desirability of counselling the Employee. Final Warning: Where the same or similar behaviour continues and it is necessary to issue a final warning this shall be issued by the Production Manager or General Manager. The warning will be in writing and will be issued to the Employee in front of a member of the Company Consultative Committee, Employee Representative and/or other member of management. Termination: Following any further breach – the Employee’s service shall be terminated by the Production Manager or General Manager in front of the member of the Company Consultative Committee or Delegate and one other member of management. Revoking Final Warning: Where a period of three months has elapsed after issuing a final written warning and the Company has had no cause to take further disciplinary action in respect of that Employee that warning shall be revoked and the Employee file noted accordingly.
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First Formal Warning. 15.2.1. The employee will be notified of time and date of the formal counselling meeting, including advice of who will be present at the meeting, the purpose of the meeting and their right to representation. 15.2.2. At the meeting the employee will be made fully aware of the matters of concern, and given a clear understanding of the steps that will need to be taken for performance to be improved. 15.2.3. The employee will be made aware of the seriousness of the situation and that the formal action may lead to termination should performance not improve. Alexandrina Council AWU Agreement 2012 15.2.4. Strategies will be jointly developed to remedy the shortcomings in performance and provide support and guidance to the employee. 15.2.5. A date will be set for a review of performance. 15.2.6. Notes of the counselling meeting will be kept and filed on the employee's personnel record, and the employee will receive written confirmation of the first warning, the improvements that need to be made, and the strategies adopted.
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First Formal Warning. When it has been determined that disciplinary action is required a First Formal Warning will be issued, unless the matter is so serious as to justify dismissal (see below). The First Formal Warning will be in writing and clearly outline the following:  The performance or behaviour issues which are giving rise to the warning being issued.  The required standards.  Actions required of the individual, including any training to be undertaken and support provided,  The timeframe for progress to be observed  The process by which progress will be monitored, and  The consequences of not meeting the required standard The original warning will be signed by the relevant Director and given to the employee. A copy signed by the Director and the employee, as an acknowledgement of receipt, will be placed on the Employee’s file. If the employee refuses to sign for any reason this should be noted on the file copy. The objective of the first warning is to remedy the unsatisfactory work performance or behaviour to the satisfaction of both Council and the employee. In most cases there will be no need to go beyond this first step in the procedure. If at the end of the agreed period there is evidence that the employee’s work performance or behaviour is improving but that a further assessment period is necessary, then the initial period should be extended. If no, or insufficient, improvement occurs, it will be necessary to proceed to the second stage.
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Related to First Formal Warning

  • Short-Form Warning The Settling Entity may, but is not required to, use the following short-form warning as set forth in this subsection 2.3(b) (Short-Form Warning) or any substantially similar language so long as it is consistent with the implementing regulations, and subject to the additional requirements in subsections 2.5 and 2.6, as follows:

  • Formal Grievance Step 1 6

  • New Jobs Any new job or jobs created by technological or mechanization changes shall be offered to present employees capable of being trained to perform the new or changed job and the Employer will provide such training. During training, the employee will maintain his/her rate. It is understood that the training herein referred to is on the job and not to exceed sixty (60) days. Certain specialized technical jobs may require additional and off-site training. An employee whose job is eliminated, if any, and who cannot be placed in a job of equal grade shall receive saved grade until such time as that employee fails to bid or apply for a position in the employee’s former wage level. The obligation hereinabove set forth shall not be construed to, in any way, abridge the right of the Employer to make such changes.

  • Letter of Understanding Grievance Commissioner System This is to confirm the discussion of the parties during collective bargaining that they are committed to encouraging early discussion and resolution of labour relations issues at the local level and seek to resolve grievances in a timely and cost-efficient manner. To that end, this is to confirm that pursuant to Article 8, the parties agree that the Employer and Union at individual Homes may agree to utilize the following process in order to resolve a particular grievance through the utilization of a joint mediation-arbitration procedure:

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.