Common use of Reports on Performance Clause in Contracts

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. Employees 7.1 An employee shall be provided with an explanation, notified in writing, writing of any expression of dissatisfaction concerning their his work performance, within ten (1 010) working days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, days of cause for dissatisfaction becoming known to their Supervisor his Supervisor. He shall be furnished with a copy of any complaint or Managementaccusation 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, followed such expression of dissatisfaction shall not become part of the employees' his record for use against them him at any time. Time Periods time in any proceeding. 7.2 The employees' employee's 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. he has received the 7.3 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. . 7.4 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 writingwriting in that connection with a copy provided for his status and pay file. 7.5 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. I Management personnel. Functional Groups and Classifications Wherever the phrase "functional appears in the AgreementFurther, it is agreed the following any reference to such letters or suspensions shall be functional groups removed from all files. 7.6 Where an expression of dissatisfaction is found to be unjustified, all references to such expression shall be removed from the employee's record and classifications:destroyed. 7.7 An employee shall have access to his personnel file if and when he is at the location where the records are maintained, 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 7.8 An employee shall have the right to take a Local Union Officer with him to any disciplinary meeting involving his supervisor or management personnel. 7.9 Time limits under this Article will not include absences from the workplace caused by sick leave, vacation leave, or leave of absence.

Reports on Performance. Employees shall be provided with an explanation, notified in writing, writing of any expression expressions of dissatisfaction concerning their work performance, within ten (1 0) working days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, days of cause for dissatisfaction becoming known to their Supervisor supervisor. They shall be notified of the nature of any complaint or Managementaccusation that may be detrimental to their advancement or standing within the Company, as soon as possible after the complaint or accusation is made. The accused employee shall have the right to reply to the accusation. If this procedure is not followed, such expression of dissatisfaction shall not become part of the employees' their record for use against them at any time. Time Periods Where a written expression of dissatisfaction has been given to an employee, a copy thereof shall be forwarded to the Union at its regional office and to the Local Union President, unless the employee requests that it not be sent. Where an employee so requests, it will be noted in writing and placed in the employee's file. The employees' employee's reply in writing to such complaint or accusation, accusation if received within ten (10) working days (excluding Saturday, Sunday, and Holidays) after they have having been given the notice referred to in Article above, shall become part of their the employee's record. If such reply is not so received, it will not become part of their the employee's record for use by them the employee at any time. Expressions Employees shall have access to their personnel performance file in the presence of dissatisfaction while an employee is on probation shall not be considered their supervisor during office hours, once every six (6) months (or earlier in the case of a part of his record for use against himgrievance), at a mutually agreeable time, but in no event later than three (3) days after his probationary period has been servedthe initial request. Employee Records The record of an employee shall will not be used against the employee for any purpose for something that occurred more than twenty-four (24) months prior to the latest incident. Division, whichever is earlier, and shall be equal to the length of continuous service with the Company seniority shall relate to the order of layoffs, recall from layoff, promotions and the choice of vacation periods, as provided that for in the applicable articles. Seniority credit shall continue to accrue while an 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 is on leave granted by the employee Company to the Manager a maximum period 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:one year.