Continued unsatisfactory performance. Where the employee’s performance does not reach the required level within the time-frame specified in clause 13.1 above, and the UCC Director or CFM Executive Director considers disciplinary action is necessary due to unsatisfactory performance, he or she must notify the employee in writing that the employee’s performance is considered unsatisfactory. This second warning must state the details of the failure to perform at the required level and give the employee a further reasonable period of time (and in any event not less than fourteen (14) days) within which to increase the employee’s performance to the level required. This written warning will be recorded on the employee’s personnel file. The manager, UCC Director or CFM Executive Director should initiate an interview with the employee and their advocate, to reiterate the written warning and discuss how the employee’s performance can be improved. A written record should be made of the interview and where practicable, signed by the employee as an acknowledgment of it being a true and correct account of the interview. The employee should be warned of the consequences of not meeting the required level of performance.
Continued unsatisfactory performance. If there is a continuation of unsatisfactory performance, the employee will be notified in writing and be given the opportunity to respond. The matter will be discussed with the employee and if appropriate a further warning will be issued.
Continued unsatisfactory performance. Xx. Xxxxxx’x failure to correct any deficiency in the performance of his duties and responsibilities hereunder within fifteen (15) days of receiving written notice from PCB or PCBNA of such unsatisfactory performance.
