Common use of Reports on Performance Clause in Contracts

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 leave of absence.

Reports on Performance. An employee Employees shall be notified provided with an explanation, in writing writing, of any expres- sion expression of dissatisfaction concerning his their work performance, within ten (IO10) working days days, exclusive of Saturdays, Sundays, paid holidays, vacation periods and sick days, of cause for dissatisfaction becoming known to his Supervisor. He shall be furnished with a copy of any complaint their Supervisor or accusation which may be detrimental to his advancement or standing within the Company immediately the complaint or accusation is madeManagement. If this procedure is not followed followed, such expression of dissatisfaction shall not become part of his the employees' record for use against him them at any time in any proceeding time. Time Periods The employee's employees' reply to such complaint or accusation, if received within ten (10) working days he has received after they have been given the notice referred to in Article above, shall become part of his their record. If such reply is not so received, it will not become part of their record for use by him them at any time in any proceedingtime. 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, SPECIALTY 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 filewriting. 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 Disciplinary Representation Employees shall have the right to take a the Local Union Officer with him them to any disciplinary meeting involving his supervisor their Supervisor or management Management personnel. Time limits under this Article will not include absences Seniority Seniority shall be deemed to have commenced on the date of hiring into the bargaining unit and shall be equal to the length of continuous service in the bargaining unit. It shall relate to the order of layoffs, re-call from layoff, promotions and choice of vacation periods. Limit Seniority credit shall continue to accrue while any employee is on leave granted by the workplace caused by sick leaveCompany to a maximum of one year. Functional Groups and Classifications Wherever the phrase "functional appears in the Agreement, vacation leaveit is agreed the following shall be functional groups and classifications: Func- tional Summer Student Camera, or leave of absence.Camera, Master Camera, Camera Audio Assistant, Audio Operator, Audio Technician, Post Sound Supervisor, Supervising Audio Operator Operator, Operator, Supervisor, Video Editor (I), Video Editor (I), Supervising Video Editor (I), Video Editor Senior Video Editor Supervising Video Editor Production Technical Supervisor Video Operator, Senior Video Operator, Video Supervisor, Central Control Technician, Central Control Technician, Central Control Technician Supervisor Engineering Technician, Engineering Technician, Supervising Engineering Technician, Microwave Mobile Engineering Technician, Maintenance Technician Technical Director, Technical Director Lighting Director, Lighting Director, Supervising Lighting Director

Reports on Performance. An employee Any formal disciplinary measure taken against an 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 clearly identified as such and shall be furnished communicated to that employee in writing, with a copy of any complaint or accusation which may be detrimental to his advancement or standing within notice 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 accusationUnion, if received within ten (10) working days he has received from when the employer should have had knowledge of the events rise to the necessity for discipline and that disciplinary measure shall form part of the employee's personnel record. If this procedure is not followed, neither the notice referred nor the events which gave rise to in Article above, the notice shall become form 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 destroyedor affect job status in any way. Any written response received from the employee within ten 0) working days shall also be placed on his file. Demotion shall not be used as a of discipline. An employee may be demoted only at own request or as a result of a lay-off, as described elsewhere in this Agreement. Letters of Reprimand, Discipline and Dismissal shall have access be subject to his personnel file if review by the provisions of the grievance procedure and when he shall only be for just and sufficient cause. When determining just and sufficient cause as described in Article it is agreed that broadcasting requires the continued maintenance of high standards of performance, which with respect to staff, are not capable of definition in solely objective terms. I Therefore, it is agreed that it is the Company's exclusive right to determine such standards of performance provided that such right shall not be exercised in an or discriminatory manner. I Employees who do not achieve such standards shall be warned 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 reviewsleast twice in writing prior to dismissal. But in no event shall It is understood that the Company bear has the expense right to dismiss an employee who does not meet the standards following such warnings. The Company will use its best efforts to give direction and assistance to such employees. For the purposes of transporting employees for the sole purpose of inspecting their personnel recordsthis article only staff are those in Functional Group E to K (newsroom staff are excluded). An employee dismissed for just and sufficient cause shall have be entitled to receive all accrued vacation and holiday pay. At the right to employee's discretion, he may take a Local an available Union Officer representative with him to any disciplinary meeting involving his supervisor or management personnel. Time limits under this Article will not include absences Upon an employee may review personnel file in the presence of management personnel. With the written approval of the employee, which indemnifies the Company from liability with respect to the release of such information, a Union officer may also have access to the employee's file. No report on performance, letter of reprimand or notice of discipline shall form part of an employee's record for more than eighteen (18) months. ARTICLE SENIORITY RIGHTS Company seniority shall be deemed to have commenced from the workplace caused date of hire by sick leavethe Company into a Bargaining Unit position and shall be equal to the length of continuous service. Seniority shall not be established until the probationary period has been served but shall then count from the date of employment: The seniority of an employee may be affected according to the following situations:, vacation leave, or leave an employee with less two years' seniority who is laid off retains seniority for a period of absence.six (6) months after which shall be considered as being discharged; an employee with more than two (2) years' seniority who is laid off retains seniority for a of twelve (12) months after which shall be considered as being discharged;