Common use of Performance Partnership Program Clause in Contracts

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that for the term of this agreement the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. It is also intended to correct/eliminate employee deficiencies through both informal non-disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include: a. Work Performance Reminder b. Written Reminder c. Decision Making Leave Discharge The University reserves the right to skip any and all informal and formal steps due to seriousness of infraction or due to pattern of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action will be issued as soon as practicable after the University became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Action, but in no event (except extension) more than thirty (30) days after the University became aware of the action or event occurred. In the event the incident is under investigation by an entity outside the control of Illinois Human Resources, the thirty days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of Illinois Human Resources shall be known as the Office of the Executive Inspector General, University of Illinois Police Department, Office of University Audits, and Office of Access and Equity or their successor organizations. The University may request an extension of the thirty (30) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that for the term of this agreement the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. It is also intended to correct/eliminate employee deficiencies through both informal non-disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include:: Formal Corrective Action a. Work Performance Reminder b. Written Reminder c. Decision Making Leave Discharge The University reserves the right to skip any and all informal and formal steps due to seriousness of infraction or due to pattern of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action will be issued as soon as practicable after the University became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Action, but in no event (except extension) more than thirty (30) days after the University became aware of the action or event occurred. In the event occurred , unless the incident is under subject to a criminal and/or administrative investigation by an entity outside the control of Illinois Human Resources. In cases of such outside investigations, the thirty (30) days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of will begin when Illinois Human Resources shall be known as the Office becomes aware of the Executive Inspector General, University results of Illinois Police Department, Office of University Audits, and Office of Access and Equity or their successor organizationsthe investigation. The University may request an extension of the thirty (30) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that for the term of this agreement Agreement the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. Whenever an employee is given a Constructive Contact, the employee will be notified that the employee received a Constructive Contact. It is also intended to correct/eliminate employee deficiencies through both informal non-disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include: a. A) Work Performance Reminder b. B) Written Reminder c. C) Decision Making Leave Discharge The University reserves the right to skip any and all informal and formal steps due to seriousness of infraction or due to pattern of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action corrective action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action corrective action will be issued as soon as practicable after the University became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Actionformal corrective action, but in no event (except extension) more than thirty (30) days after the action or event occurred or when representatives of the University first became aware of the action incident or event reasonably should have known that it occurred. In the event , unless the incident is under subject to a criminal and/or administrative investigation by an entity outside the control of Illinois Human Resources. In cases of such outside investigations, the thirty (30) days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of will begin when Illinois Human Resources shall be known as the Office becomes aware of the Executive Inspector Generalresults of the investigation. The thirty day limitation period is deemed to have been met if the University schedules a pre-disciplinary meeting within the time period as outlined in this agreement and the meeting is continued or delayed at the request of the Union, University or if a pre-disciplinary meeting is conducted within that time period and a decision is held in abeyance pending further investigation by the University. A decision may not be held in abeyance more than eight (8) workdays from the date of Illinois Police Department, Office of University Audits, and Office of Access and Equity or their successor organizationsthe pre-disciplinary meeting. The University may request an extension of the thirty (30) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that for the term of this agreement Agreement the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. It is also intended to correct/eliminate employee deficiencies through both informal non-disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include: a. Work Performance Reminder b. Written Reminder c. Decision Making Leave Discharge The University reserves the right to skip any and all informal and formal steps due to the seriousness of the infraction or due to a pattern of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action will be issued as soon as practicable after the University became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Action, but in no event (except extension) more than thirty (30) days after the action or event occurred or when representatives of the University first became aware of the action incident or event reasonably should have known that it occurred. In the event , unless the incident is under subject to a criminal and/or administrative investigation by an entity outside the control of Illinois Human Resources. In cases of such outside investigations, the thirty (30) days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of will begin when Illinois Human Resources shall be known as the Office becomes aware of the Executive Inspector Generalresults of the investigation. The thirty (30) day limitation period is deemed to have been met if the University schedules a pre-disciplinary meeting within the time period as outlined in this agreement and the meeting is continued or delayed at the request of the Union, University of Illinois Police Department, Office of University Audits, or if a pre-disciplinary meeting is conducted within that time period and Office of Access and Equity or their successor organizationsa decision is held in abeyance pending further investigation by the University. The University may request an extension of the thirty (30) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that for the term of this agreement Agreement the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. Whenever an employee is given a Constructive Contact, the employee will be notified that the employee received a Constructive Contact. It is also intended to correct/eliminate employee deficiencies through both informal non-disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include: a. A) Work Performance Reminder b. B) Written Reminder c. C) Decision Making Leave Discharge The University reserves the right to skip any and all informal and formal steps due to seriousness of infraction or due to pattern of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action corrective action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action corrective action will be issued as soon as practicable after the University became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Actionformal corrective action, but in no event (except extension) more than thirty (30) days after the action or event occurred or when representatives of the University first became aware of the action incident or event reasonably should have known that it occurred. In the event , unless the incident is under subject to a criminal and/or administrative investigation by an entity outside the control of Illinois Staff Human Resources. In cases of such outside investigations, the thirty (30) days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of Illinois will begin when Staff Human Resources shall be known as the Office becomes aware of the Executive Inspector Generalresults of the investigation. The thirty day limitation period is deemed to have been met if the University schedules a pre-disciplinary meeting within the time period as outlined in this agreement and the meeting is continued or delayed at the request of the Union, University or if a pre-disciplinary meeting is conducted within that time period and a decision is held in abeyance pending further investigation by the University. A decision may not be held in abeyance more than eight (8) workdays from the date of Illinois Police Department, Office of University Audits, and Office of Access and Equity or their successor organizationsthe pre-disciplinary meeting. The University may request an extension of the thirty (30) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University Employer which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that for the term of this agreement the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. It is also intended to correct/eliminate employee deficiencies through both informal non-non- disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include:: Formal Corrective Action a. Work Performance Reminder b. Written Reminder c. Decision Making Leave Discharge The University Employer reserves the right to skip any and all informal and formal steps due to seriousness of infraction or due to pattern of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action will be issued as soon as practicable after the University Employer became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Action, but in no event (except extension) more than thirty (30) days after the University became aware of that the action or event occurred. In the event the incident is under investigation by an entity outside the control of Illinois Human Resources, the thirty days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of Illinois Human Resources shall be known as the Office of the Executive Inspector General, University of Illinois Police Department, Office of University Audits, and Office of Access and Equity or their successor organizations. The University Employer may request an extension of the thirty (30) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that for the term of this agreement Agreement the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. It is also intended to correct/eliminate employee deficiencies through both informal non-disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include: a. Work Performance Reminder b. Written Reminder c. Decision Making Leave Discharge The University reserves the right to skip any and all informal and formal steps due to the seriousness of the infraction or due to a pattern of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action will be issued as soon as practicable after the University became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Action, but in no event (except extension) more than thirty (30) days after the action or event occurred or when representatives of the University first became aware of the action incident or event reasonably should have known that it occurred. In the event , unless the incident is under subject to a criminal and/or administrative investigation by an entity outside the control of Illinois Staff Human Resources. In cases of such outside investigations, the thirty (30) days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of Illinois will begin when Staff Human Resources shall be known as the Office becomes aware of the Executive Inspector Generalresults of the investigation. The thirty (30) day limitation period is deemed to have been met if the University schedules a pre-disciplinary meeting within the time period as outlined in this agreement and the meeting is continued or delayed at the request of the Union, University of Illinois Police Department, Office of University Audits, or if a pre-disciplinary meeting is conducted within that time period and Office of Access and Equity or their successor organizationsa decision is held in abeyance pending further investigation by the University. The University may request an extension of the thirty (30) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that for the term of this agreement Agreement the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. Whenever an employee is given a Constructive Contact, the employee will be notified that the employee received a Constructive Contact. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. It is also intended to correct/eliminate employee deficiencies through both informal non-disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include: a. A. Work Performance Reminder b. B. Written Reminder c. C. Decision Making Leave Discharge The University reserves the right to skip any and all informal and formal steps due to the seriousness of an infraction or due to pattern patterns of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action corrective action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action corrective action will be issued as soon as practicable after the University became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Actionformal corrective action, but in no event (except extension) more than thirty (30) days after the action or event occurred or when representatives of the University first became aware of the action incident or event reasonably should have known that it occurred. In the event , unless the incident is under subject to a criminal and/or administrative investigation by an entity outside the control of Illinois Staff Human Resources. In cases of such outside investigations, the thirty (30) days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of Illinois will begin when Staff Human Resources shall be known as the Office becomes aware of the Executive Inspector Generalresults of investigations. The thirty day limitation period is deemed to have been met if the University schedules a pre-disciplinary meeting within the time period as outlined in this agreement and the meeting is continued or delayed at the request of the Union, University or if a pre- disciplinary meeting is conducted within that time period and a decision is held in abeyance pending further investigation by the University. A decision may not be held in abeyance more than eight (8) workdays from the date of Illinois Police Department, Office of University Audits, and Office of Access and Equity or their successor organizationsthe pre-disciplinary meeting. The University may request an extension of the thirty (30) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that that, for the term of this agreement Agreement, the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. It is also intended to correct/eliminate employee deficiencies through both informal non-disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include:: Formal Corrective Action a. A. Work Performance Reminder b. B. Written Reminder c. C. Decision Making Leave Discharge The University reserves the right to skip any and all informal and formal steps due to the seriousness of an infraction or due to pattern patterns of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action corrective action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action corrective action will be issued as soon as practicable after the University became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Actionformal corrective action, but in no event (except extension) more than thirty sixty (3060) days after from when the University became aware of the action incident or event reasonably should have known it occurred. In the event , unless the incident is under subject to an criminal and/or administrative investigation by an entity outside the control of Illinois Human Resources, the thirty days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of Illinois Staff Human Resources shall be known as the Office of the Executive Inspector General, or University of Illinois Police Department, Office of University Audits, and Office of Access and Equity or their successor organizations. The University may request an extension of the thirty sixty (3060) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.

Performance Partnership Program. The parties agree that the previous disciplinary program utilized by the University which included oral warnings, written reprimands, unpaid suspensions, and discharge is terminated and that for the term of this agreement Agreement the parties are committed to the performance management program referred to as the Performance Partnership Program (PPP). This program is intended to be both positive and corrective in nature. Whenever an employee is given a Constructive Contact, the employee will be notified that the employee received a Constructive Contact. It is intended to recognize good performance through Positive Contacts and Positive Recognition letters. It is also intended to correct/eliminate employee deficiencies through both informal non-disciplinary supervisory discussion (Constructive Contact and Performance Improvement Discussion), and through formal progressive corrective steps where appropriate. These progressive steps include: a. A. Work Performance Reminder b. B. Written Reminder c. C. Decision Making Leave Discharge The University reserves the right to skip any and all informal and formal steps due to the seriousness of an infraction or due to pattern patterns of infractions. Any infraction that occurs while an employee is in an active period of the Decision Making Leave step may result in discharge. Formal Corrective Action corrective action will be issued according to the tenets of the Performance Partnership Program and for just cause. Formal Corrective Action corrective action will be issued as soon as practicable after the University became aware that a bargaining unit member or members engaged in an offense giving rise to Formal Corrective Actionformal corrective action, but in no event (except extension) more than thirty (30) days after the action or event occurred or when representatives of the University first became aware of the action incident or event reasonably should have known that it occurred. In the event , unless the incident is under subject to a criminal and/or administrative investigation by an entity outside the control of Illinois Human Resources. In cases of such outside investigations, the thirty (30) days shall commence once the matter is referred to Illinois Human Resources. Entities outside the control of will begin when Illinois Human Resources shall be known as the Office becomes aware of the Executive Inspector Generalresults of investigations. The thirty day limitation period is deemed to have been met if the University schedules a pre-disciplinary meeting within the time period as outlined in this agreement and the meeting is continued or delayed at the request of the Union, University or if a pre- disciplinary meeting is conducted within that time period and a decision is held in abeyance pending further investigation by the University. A decision may not be held in abeyance more than eight (8) workdays from the date of Illinois Police Department, Office of University Audits, and Office of Access and Equity or their successor organizationsthe pre-disciplinary meeting. The University may request an extension of the thirty (30) day time limit and the Union shall not unreasonably deny the request. The thirty-day clock will stop upon layoff and start again when the employee returns to work after the regular layoff period. Absence of an employee for five (5) consecutive workdays without reporting to the Employer, or person designated by the Employer to receive such notification, may be cause for discharge in the absence of exigent circumstances that prevented them or someone acting on their behalf from being able to contact supervision at any point during that time period. For such absences, the following process will be followed: 1. Following the fifth consecutive workday of an absence by an employee without reporting, the Employer shall send notification of their absence to the employee and the Union. 2. Upon receipt of the notification, the employee shall have ten (10) workdays to respond. 3. If no response from the employee is received within the ten (10) workday timeframe, the employee will be considered to have resigned upon their last day of work. However, the University shall allow the employee to be reinstated to their former position if the employee can demonstrate that the employee was unable to provide proper notification of his/her absence to the University due to circumstances beyond his/her control.