Reports on Performance Clause Samples

Reports on Performance. 7.1 Employees shall be provided with an explanation, in writing, of any expression of dissatisfaction concerning their work performance, within ten (10) working days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, of cause for dissatisfaction becoming known to their Supervisor or Management. If this procedure is not followed, such expression of dissatisfaction shall not become part of the employees' record for use against them at any time.

Reports on Performance. 7.1 An employee shall be notified in writing of any expression of dissatisfaction concerning his work within ten

Reports on Performance. It is recognized that an allegation with respect to an employee's work record or conduct requires a review of the allegation by the employee's department manager before a decision is made relative to the entry of the same on the employee's work record. It is understood, however, that the department manager shall reach a decision thereon within ten (10) working days of his/her first becoming aware of the allegation, and if, in his/her opinion, it is appropriate to make a derogatory notation on the employee's work record, such notation shall be made within the same ten (10) working days. Derogatory notations shall be removed from the employee's work record and destroyed after a period of two (2) years, has elapsed from the date of the incident that precipitated the notice referred to above, provided that no similar or linked incidents have occurred during this two (2) year period.

Reports on Performance. 8.1 Any formal disciplinary measure taken against an employee shall be communicated to that employee in writing with a copy sent or delivered to a member of the executive of the Union Local within ten (10) working days of the Employer having knowledge of the events giving rise to the necessity for discipline and that disciplinary measure shall form part of the employee’s personal personnel record. If this procedure is not followed, neither the notice nor the events which gave rise to the notice shall form part of the employee’s record or affect his job status or be used against him in any way. Any written response received from the employee within ten (10) working days of the communication of the Employer’s notice shall also be placed on his file. An employee, upon reasonable written request, shall be permitted to review his file in the presence of his department head on not more than two (2) occasions annually. 8.2 An employee must be accompanied by a union representative at any formal disciplinary meeting unless the employee expressly advises the Employer that he or she does not want such union representation present. 8.3 Dismissal, discipline or written warning of a full-time employee shall be only for just cause. It is agreed that dismissal, discipline and written warnings of full-time employees may be subject to the Grievance Procedure. An employee dismissed for just cause shall be entitled to receive all accrued vacation and holiday pay.

Reports on Performance. Employees shall be provided with an explanation, in writing, of any expression of dissatisfaction concerning their work performance, within ten (1 0) working days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, of cause for dissatisfaction becoming known to their Supervisor or Management. If this procedure is not followed, such expression of dissatisfaction shall not become part of the employees' record for use against them at any time. Time Periods The employees' reply to such complaint or accusation, if received within ten (10) working days after they have been given the notice referred to in Article above, shall become part of their record. If such reply is not so received, it will not become part of their record for use by them at any time. Expressions of dissatisfaction while an employee is on probation shall not be considered a part of his record for use against him, after his probationary period has been served. Employee Records The record of an employee shall not be used against the employee for any purpose for something that occurred more than twenty-four (24) months prior to the latest incident, provided that the employee does not incur any further disciplinary actions of a similar nature within the twenty-four (24) month period. Following the expiry of such period and upon receipt of a written request by the employee to the Manager of Human Resources, such documents shall be removed from such employee's file in Human Resources. Where an expression of dissatisfaction is found to be unjustified, all references to such expression shall be removed from the employee's record and destroyed. The Company agrees to undertake a review of the performance of the employee at the end of six (6) months for any expression of dissatisfaction, complaint, or suspension. As a result of this review where the Company has established that the employee has taken the necessary measures to improve performance since the incident, the Company shall inform the employee in writing. I Management personnel. Functional Groups and Classifications Wherever the phrase "functional appears in the Agreement, it is agreed the following shall be functional groups and classifications:

Reports on Performance. An employee shall be notified in writing of any expres- sion of dissatisfaction concerning his work within ten (IO) working days of cause for dissatisfaction becoming known to his Supervisor. He shall be furnished with a copy of any complaint or accusation which may be detrimental to his advancement or standing within the Company immediately the complaint or accusation is made. If this procedure is not followed such expression of dissatisfaction shall not become part of his record for use against him at any time in any proceeding The employee's reply to such complaint or accusation, if received within ten (10) working days he has received the notice referred to in Article above, shall become part of his record for use by him at any time in any proceeding. Expressions of dissatisfaction while an employee is on probation shall not be considered a part of his record for use against him, after his probationary period has been served. The Company agrees to undertake a review of the performance of the employee at the end of six (6) months for any expression of dissatisfaction, complaint, or a suspension. As a result of this review where the Company has established that the employee has taken the necessary measures to improve his performance since the incident, the Company shall inform the employee in writing in that connection with a copy provided for his status and pay file. The record of an employee will not be used against him at any time when twenty-four (24) months have elapsed since a suspension, or since the issuance of a letter of dissatisfaction or complaint. Further, any reference to such letters or suspensions shall be removed from all files. Where an expression of dissatisfaction is found to be unjustified, all references to such expression shall be removed from the employee's record and destroyed. An employee shall have access to his personnel file if and when he is at the where the records are main- tained, or once annually when the department head or his delegate shall visit the Bureau for the purpose of Company business and/or performance reviews. But in no event shall the Company bear the expense of transporting employees for the sole purpose of inspecting their personnel records. An employee shall have the right to take a Local Union Officer with him to any disciplinary meeting involving his supervisor or management personnel. Time limits under this Article will not include absences from the workplace caused by sick leave, vacation leave, or le...

Reports on Performance. ‌ (a) The Supplier must submit reports to Council: (i) detailing the Supplier's progress and performance against the Service Levels in the form directed by Council; and (ii) at the intervals or milestones specified in the Contract Order; and (b) The Supplier Representative must meet with the Council Representative to review the performance of the Contract: (i) at Council's request, with the provision of reasonable notice; and (ii) at the intervals specified in the Contract Order.

Reports on Performance. 17.1 Reports together with supporting statistics will be produced to coincide with the review meetings that cover SASA's performance. Reports will cover qualitative and quantitative measures together with charges reported.

Reports on Performance. Employees shall be provided with an explanation, in writing, of any expression of dissatisfaction concerning their work performance, within ten (10) working days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, of cause for dissatisfaction becoming known to their Supervisor or Management. If this procedure is not followed, such expression of dissatisfaction shall not become part of the employees' record for use against them at any time. Time Periods The employees' reply to such complaint or accusation, if received within ten (10) working days after they have been given the notice referred to in Article above, shall become part of their record. If such reply is not so received, it will not become part of their record for use by them at any time. Expressions of dissatisfaction while an employee is on probation shall not be considered a part of his record for use against him, after his probationary period has been served. Employee Records The record of an employee shall not be used against the employee for any purpose for something that occurred more than twenty-four (24) months prior to the latest incident, provided the employee does not incur any further disciplinary actions of a similar nature within the twenty-four (24) month period. Following the expiry of such period and upon receipt of a written request by the employee to the Manager of Human Resources, such documents shall be removed from such employee's file in Human Resources. Where an expression of dissatisfaction is found to be unjustified, all references to such expression shall be removed from the employee's record and destroyed. The Company agrees to undertake a review of the performance of the employee at the end of six (6)