Common use of Unsatisfactory Performance Clause in Contracts

Unsatisfactory Performance. Unsatisfactory is defined as receiving one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor shall arrange a conference with the employee to discuss performance concerns and address areas of performance where the employee will needto improve. Upon request, the employee shall be entitled to have a representative at theconference. Said conference shall occur within ten (10) days of employee notification. The Director of Food Services or Food Services Supervisor shall place the employee on a formal performance improvement plan by reducing to writing specific items of concern. The employee shall be informed of the duration of such plan, the areas of performance wherethe employee shall be required to improve, the performance expectations to be achievedand, if applicable, any district support to be provided to the employee. The Director of Food Services or Food Services Supervisor shall meet periodically with the employee, but at least twice amonth, and provide the employee with written and verbal feedback on his/her performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement plan, an employee may not be terminated for poor job performance unless the employee has been provided with resources where appropriate to successfully complete the plan and verbal and written feedback to addresscontinuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisor, if the employee does not successfully meet the expectations established in the plan, the employee may be subject to having his/her employment terminated. Nothing in this Article shall be construed to prevent an employee from being discharged or disciplined for misconduct that is unrelatedto the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor will communicate, in writing, the outcome of the plan and any subsequent actionthat the immediate supervisor may deem appropriate.

Unsatisfactory Performance. Unsatisfactory is defined as receiving one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor supervisor/designee shall arrange a conference meet with the employee to discuss performance concerns and expectations for improvement. The Custodial Manager/supervisor may place the employee on a Performance Improvement Plan for up to 90 days. The Union will be notified in writing of such action. A written summary of the plan will typically address matters such as the duration of the plan, the areas of performance where the employee will needto improve. Upon request, the employee shall be entitled to have a representative at theconference. Said conference shall occur within ten (10) days of employee notification. The Director of Food Services or Food Services Supervisor shall place the employee on a formal performance improvement plan by reducing to writing specific items of concern. The employee shall be informed of the duration of such plan, the areas of performance wherethe employee shall be required to improve, the performance expectations to be achievedandachieved, and, if applicable, any district support to be provided to the employee. The Director of Food Services or Food Services Supervisor shall Custodial Manager/supervisor will meet periodically regularly with the employee, but at least twice amonth, employee and provide the employee with written and verbal feedback on his/her their performance during any performance improvement Performance Improvement Plan period. The details and duration of the plan periodare matters for management discretion based on the individual circumstances. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement planPerformance Improvement Plan, an employee may not be terminated for poor job performance unless the employee has been provided with resources where appropriate to successfully complete the plan and verbal and written feedback to addresscontinuing regarding continuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisor, if If a conclusion is reached that the employee does has not successfully meet met the expectations established in of the plan, a meeting will be held with the employee may to discuss the matter. Following the meeting, the employee will be subject to having his/her their employment terminated. Such decision or any matter covered in Article 27 shall not be subject to any further challenge or appeal and is specifically excluded from Article 15, Grievance Procedure unless there is a procedural issue that is identified. An employee who has not successfully completed their performance improvement plan will be given an opportunity to meet with the appropriate Human Resources administrator to present any reason they might have as to why they should not be terminated. Nothing in this Article 27 shall be construed to prevent an employee from being discharged or disciplined for misconduct or for other reasons that is unrelatedto are distinct from the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor will communicate, in writing, the outcome of the plan and any subsequent actionthat the immediate supervisor may deem appropriate.

Unsatisfactory Performance. Unsatisfactory 33.1 If an Employee is not meeting University performance expectations, the University may decide to take action to remedy the unsatisfactory performance. 33.2 Before taking any disciplinary action as defined below, the University will discuss the matter informally with the Employee, providing the Employee the opportunity to respond to any concerns raised. 33.3 Without limitation, the University may also take other measures to assist the Employee to improve their performance, such as: (a) arranging performance counselling for the Employee; (b) providing and periodically reviewing a performance improvement plan for the Employee; (c) undertaking any other action that is appropriate; and/or (d) supporting the Employee to address the unsatisfactory performance and identifying areas where professional development may occur. 33.4 The Manager will advise the Employee in writing of the measures to assist the Employee to improve their performance and the timeframe for these measures to be completed. 33.5 If the Manager determines that the Employee has demonstrated the required improvement, the Manager will advise the Employee in writing that the measures to assist the Employee to improve performance have been successful. 33.6 The unsatisfactory performance process may recommence if the Employee does not continue to meet University performance expectations within 12 months of the date of the notice provided at clause 33.4. 33.7 If the measures to assist the Employee to improve their performance within a reasonable timeframe are not successful, the Manager will advise the Employee in writing of either: (a) the timeframe for the completion of measures to assist the Employee to improve their performance has been extended; or (b) the detail of any disciplinary action recommended to the VC or SDVC. 33.8 The Employee will have 5 working days to provide a response to a recommendation that any disciplinary action be taken. 33.9 Where a recommendation has been made that disciplinary action be taken the VC or SDVC will determine the disciplinary action to be taken and notify the Employee prior to taking any action. 33.10 Where the recommendation to the VC or SDVC is that the Employee should have their employment terminated the Employee will be entitled within 5 working days to make a submission to an Independent Reviewer as receiving to why their employment should not be terminated. 33.11 The Independent Reviewer will be agreed by the University and the Employee or Employee’s Representative and will consider whether the recommendation to terminate is reasonable in all the circumstances. 33.12 The Independent Reviewer will provide their report to the University and the Employee. 33.13 Disciplinary action may include one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor shall arrange a conference with the employee to discuss performance concerns and address areas of performance where the employee will needto improve. Upon request, the employee shall be entitled to have a representative at theconference. Said conference shall occur within ten (10) days of employee notification. The Director of Food Services or Food Services Supervisor shall place the employee on a formal performance improvement plan by reducing to writing specific items of concern. The employee shall be informed of the duration following; (a) formal written censure/reprimand; (b) counselling; (c) attendance at training; (d) termination of such plan, the areas of performance wherethe employee shall be required employment; and/or where it is reasonable to improve, the performance expectations to be achievedand, if applicable, any district support to be provided to the employee. The Director of Food Services or Food Services Supervisor shall meet periodically with the employee, but at least twice amonth, and provide the employee with written and verbal feedback on his/her performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment do so: (e) withholding of a performance improvement plan, salary increment; (f) demotion by one or more classification levels or increments; (g) suspension with or without pay. 33.14 Where an employee Employee has reasonable grounds to believe that the disciplinary action imposed in accordance with clause 33.13 (e) – (g) is unreasonable the Employee may not be terminated for poor job performance unless initiate a Dispute in accordance with clause 46. 33.15 The University will consider any reasonable request by the employee has been provided with resources where appropriate Employee or their representative to successfully complete extend the plan periods in clauses 33.8 and verbal and written feedback to addresscontinuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisor, if the employee 33.10. 33.16 This clause does not successfully meet the expectations established in the plan, the employee may be subject apply to having his/her employment terminated. Nothing in this Article shall be construed to prevent an employee from being discharged Casual or disciplined for misconduct that is unrelatedto the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor will communicate, in writing, the outcome of the plan and any subsequent actionthat the immediate supervisor may deem appropriateprobationary Employees.

Unsatisfactory Performance. Unsatisfactory is defined as receiving one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor immediate supervisor shall arrange a conference with the employee to discuss performance concerns and address areas of performance where the employee will needto need to improve. Upon request, the employee shall be entitled to have a representative at theconferencethe conference. Said conference shall occur within ten then (10) days of employee notification. The Director of Food Services or Food Services Supervisor immediate supervisor shall place the employee on a formal performance improvement plan by reducing to writing specific items of concernplan. The employee shall be informed of the duration of such plan, the areas of performance wherethe where the employee shall be required to improve, the performance expectations to be achievedandachieved and, if applicable, any district support to be provided to the employee. The Director of Food Services or Food Services Supervisor immediate supervisor shall meet periodically with the employee, but at least twice amontha month, and provide the employee with written and verbal oral feedback on his/her performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement plan, an employee may not be terminated for poor job performance unless the employee has been provided with resources where appropriate to successfully complete the plan and verbal and written feedback to addresscontinuing regarding continuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisorimmediate supervisor, if the employee does not successfully meet the expectations established in the plan, the employee may be subject to having his/her employment terminated. At the conclusion of the performance improvement plan, the immediate supervisor will communicate, in writing, the outcome of the plan and any subsequent action that the immediate supervisor may deem appropriate. Nothing in this Article shall be construed to prevent an employee from being discharged or disciplined for misconduct that is unrelatedto unrelated to the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor will communicate, in writing, the outcome of the plan and any subsequent actionthat the immediate supervisor may deem appropriate.

Unsatisfactory Performance. Unsatisfactory is defined as receiving one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor immediate supervisor shall arrange a conference with the employee to discuss performance concerns and address areas of performance where the employee will needto need to improve. Upon request, the employee shall be entitled to have a representative at theconferencethe conference. Said conference shall occur within ten then (10) days of employee notification. The Director of Food Services or Food Services Supervisor shall immediate supervisor m a y place the employee on a formal performance improvement plan by reducing to writing specific items which shall be progressive in nature and follow the tenets of concernjust cause with appropriate evidence. The employee shall be informed of the duration of such plan, the areas of performance wherethe where the employee shall be required to improve, the performance expectations to be achievedandachieved and, if applicable, any district support to be provided to the employee. The Director of Food Services or Food Services Supervisor immediate supervisor shall meet periodically with the employee, but at least twice amontha month, and provide the employee with written and verbal oral feedback on his/her performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement plan, an employee may not be terminated for poor job performance unless the employee has been provided with resources where appropriate to successfully complete the plan and verbal and written feedback to addresscontinuing regarding continuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisorimmediate supervisor, if the employee does not successfully meet the expectations established in the plan, the employee may be subject to having his/her employment terminated. At the conclusion of the performance improvement plan, the immediate supervisor will communicate, in writing, the outcome of the plan and any subsequent action that the immediate supervisor may deem appropriate. Nothing in this Article shall be construed to prevent an employee from being discharged or disciplined for misconduct that is unrelatedto unrelated to the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor will communicate, in writing, the outcome of the plan and any subsequent actionthat the immediate supervisor may deem appropriate.

Unsatisfactory Performance. Unsatisfactory is defined as receiving one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized be utilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor designee shall arrange a conference with the employee to discuss performance concerns and address areas of performance where the employee will needto need to improve. Upon request, the employee shall be entitled to have a representative at theconferencethe conference. Said conference shall occur within ten (10) days of employee notification. The Director of Food Services or Food Services Supervisor designee shall place the employee on a formal performance improvement plan by reducing to writing specific items of concern. The employee shall be informed of the duration of such plan, the areas of performance wherethe where the employee shall be required to improve, the performance expectations to be achievedandachieved and, if applicable, any district support to be provided to the employee. The Director of Food Services or Food Services Supervisor designee shall meet periodically with the employee, but at least twice amontha month, and provide the employee with written and verbal feedback on his/her performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement plan, an employee may not be terminated for poor job performance unless the employee has been provided with resources where appropriate to successfully complete the plan and verbal and written feedback to addresscontinuing address continuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisordesignee, if the employee does not successfully meet the expectations established in the plan, the employee may be subject to having his/her employment terminated. Nothing in this Article shall be construed to prevent an employee from being discharged or disciplined for misconduct that is unrelatedto unrelated to the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor designee will communicate, in writing, the outcome of the plan and any subsequent actionthat action that the immediate supervisor may deem appropriate.

Unsatisfactory Performance. Unsatisfactory is defined as receiving one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized be utilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor immediate supervisor shall arrange a conference with the employee to discuss performance concerns and address areas of performance where the employee will needto need to improve. Upon request, the employee shall be entitled to have a representative at theconferencethe conference. Said conference shall occur within ten (10) days of employee notification. The Director of Food Services or Food Services Supervisor immediate supervisor shall place the employee on a formal performance improvement plan by reducing to writing specific items of concern. The employee shall be informed of the duration of such plan, the areas of performance wherethe where the employee shall be required to improve, the performance expectations to be achievedandachieved and, if applicable, any district support to be provided to the employee. The Director of Food Services or Food Services Supervisor immediate supervisor shall meet periodically with the employee, but at least twice amontha month, and provide the employee with written and verbal feedback on his/her performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement plan, an employee may not be terminated for poor job performance unless the employee has been provided with resources where appropriate to successfully complete the plan and verbal and written feedback to addresscontinuing address continuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisorimmediate supervisor, if the employee does not successfully meet the expectations established in the plan, the employee may be subject to having his/her employment terminated. Nothing in this Article shall be construed to prevent an employee from being discharged or disciplined for misconduct that is unrelatedto unrelated to the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor immediate supervisor will communicate, in writing, the outcome of the plan and any subsequent actionthat action that the immediate supervisor may deem appropriate.

Unsatisfactory Performance. Unsatisfactory is defined as receiving one or more marks in the Unsatisfactory column on the annual evaluation form which can beutilized at any time during the work year. If an employee’s performance is deemed to be unsatisfactory at any time, the Director of Food Services or Food Services Supervisor immediate supervisor shall arrange a conference with the employee to discuss performance concerns and address areas of performance where the employee will needto need to improve. Upon request, the employee shall be entitled to have a representative at theconferencethe conference. Said conference shall occur within ten (10) days of employee notification. The Director of Food Services or Food Services Supervisor shall immediate supervisor m a y place the employee on a formal performance improvement plan by reducing to writing specific items which shall be progressive in nature and follow the tenets of concernjust cause with appropriate evidence. The employee shall be informed of the duration of such plan, the areas of performance wherethe where the employee shall be required to improve, the performance expectations to be achievedandachieved and, if applicable, any district District support to be provided to the employee. The Director of Food Services or Food Services Supervisor immediate supervisor shall meet periodically with the employee, but at least twice amontha month, and provide the employee with written and verbal oral feedback on his/her their performance during any performance improvement plan period. Following the initial notice to the employee of performance concerns and the establishment of a performance improvement plan, an employee may not be terminated for poor job performance unless the employee has been provided with resources where appropriate to successfully complete the plan and verbal and written feedback to addresscontinuing regarding continuing performance concerns during the improvement plan. At the discretion of the Director of Food Services or Food Services Supervisorimmediate supervisor, if the employee does not successfully meet the expectations established in the plan, the employee may be subject to having his/her their employment terminated. At the conclusion of the performance improvement plan, the immediate supervisor will communicate, in writing, the outcome of the plan and any subsequent action that the immediate supervisor may deem appropriate. Nothing in this Article shall be construed to prevent an employee from being discharged or disciplined for misconduct that is unrelatedto unrelated to the satisfactory performance of assigned duties. At the conclusion of the performance improvement plan, the Director of Food Services or Food Services Supervisor will communicate, in writing, the outcome of the plan and any subsequent actionthat the immediate supervisor may deem appropriatelaid off for economic or program reasons.