Common use of Disciplinary Reprimand Clause in Contracts

Disciplinary Reprimand. When disciplinary action is required, the employee must be advised and made fully to understand that he/she is in a disciplinary proceeding and may therefore be accompanied by a witness if they wish and that any reprimand is to be documented and placed on file. The disciplining officer must complete a written record of the reprimand, detailing both its substance and circumstances. Such written record may be notes of the proceedings or a letter to the employee either of which must be signed by the disciplining officer. The employee must be provided with a copy of that written record and be provided with an opportunity to acknowledge receipt and provide a written response. A copy of that record must be sent to the CEO and placed on file. A model form is included for Council use. The discussion at this first reprimand should be: (a) clearly establish the performance, or behaviour standards which are required; (b) clearly identify the shortfall between the individual's performance/behaviour and the standards required; (c) investigate the reasons for the shortfall with a view to assisting the individual improve performance or behaviour; (d) result in an agreed "action plan" containing: 1. actions to be undertaken by the individual 2. actions to be undertaken by the Supervisor 3. an established time frame within which these actions are to be carried out (such period should not be less than one (1) month in the case of a first notice). The objective of the first reprimand shall be to endeavour to remedy the unsatisfactory work performance or behaviour to the satisfaction of both the Council and the employee. This is to ensure that the employee continues employment and makes a satisfactory contribution as outlined in their job description. In many cases there will be no need to go beyond this second step in the procedure. If at the expiration of the period mentioned above there is evidence that the employee's work performance or behaviour is improving but that a further assessment period is necessary, then the initial period should be extended. If no improvement occurs proceed to:

Disciplinary Reprimand. When disciplinary action is required, the employee must be advised and made fully to understand that he/she is in a disciplinary proceeding and may therefore be accompanied by a witness if they wish and that any reprimand is to be documented and placed on file. The disciplining officer must complete a written record of the reprimand, detailing both its substance and circumstances. Such written record may be notes of the proceedings or a letter to the employee either of which must be signed by the disciplining officer. The employee must be provided with a copy of that written record and be provided with an opportunity to acknowledge receipt and provide a written response. A copy of that record must be sent to the CEO and placed on file. A model form is included for Council use. The discussion at this first reprimand should be: : (a) clearly establish the performance, or behaviour standards which are required; ; (b) clearly identify the shortfall between the individual's performance/behaviour and the standards required; ; (c) investigate the reasons for the shortfall with a view to assisting the individual improve performance or behaviour; ; (d) result in an agreed "action plan" containing: 1. actions to be undertaken by the individual individual 2. actions to be undertaken by the Supervisor Supervisor 3. an established time frame within which these actions are to be carried out (such period should not be less than one (1) month in the case of a first notice). The objective of the first reprimand shall be to endeavour to remedy the unsatisfactory work performance or behaviour to the satisfaction of both the Council and the employee. This is to ensure that the employee continues employment and makes a satisfactory contribution as outlined in their job description. In many cases there will be no need to go beyond this second step in the procedure. If at the expiration of the period mentioned above there is evidence that the employee's work performance or behaviour is improving but that a further assessment period is necessary, then the initial period should be extended. If no improvement occurs proceed to: