EMPLOYEE COUNSELING. 16 Informal Counseling 16 Formal Counseling 16
EMPLOYEE COUNSELING. The Employer and the Union agree to participate in an Employee Counseling Plan, the costs of which shall be shared equally by the Employer and the Employee. The maximum number of counseling sessions under this plan for any Employee in any school year shall be six (6).
EMPLOYEE COUNSELING. 6 A. Informal Counseling. Informal counseling may be undertaken when, in the 7 discretion of the Employer, it is deemed necessary to improve performance, 8 instruct the unit employee and/or attempt to avoid the need for disciplinary 9 measures. Informal counseling will not be recorded in the unit employee's 10 personnel file. Informal counseling shall not be subject to the grievance 11 procedure.
EMPLOYEE COUNSELING. The employee will be counseled by their supervisor following a minor offense, infraction, or deficiency. This will be done in an effort to eliminate possible misunderstandings and to identify what constitutes good performance.
EMPLOYEE COUNSELING. An employee who is injured or suffers an occupational disease in the performance of his/her duties will be counseled by the Injury Compensation Specialist on the procedures for filing a claim for benefits under the Federal Employees Compensation Act. The counseling will include information about the type of benefits available.
EMPLOYEE COUNSELING. Section 8.1. The Employer may, as an intermediate step prior to formally disciplining an employee, counsel the employee regarding specific areas of conduct or performance the employee needs to improve. Such consultation shall be documented on a standardized consultation record and signed by both parties but shall not be considered a disciplinary action.
EMPLOYEE COUNSELING. Section 24-1. The following article addresses the two broad categories of counseling conducted by Management: performance- based counseling and conduct-based counseling. Counseling(s) are intended to be reasonable, fair, and constructive so as to encourage an employee’s improvement in areas of conduct and performance.
EMPLOYEE COUNSELING. 3.1 When an employee’s sick leave use that is not associated with bereavement leave, Family Medical Leave Act (FMLA), Washington’s Family Care Act, Worker’s Compensation, or Americans with Disabilities Act (ADA) protections exceeds 70 hours within the employee’s annual performance evaluation period, the Supervisor will discuss the amount of sick leave used with the employee and advise the employee of numerical criteria established in the Kitsap County Personnel Manual for excessive and chronic absenteeism.
EMPLOYEE COUNSELING. Counselors shall be available on reasonable request to work with an employee concerning personal or work-related problems.
EMPLOYEE COUNSELING. Sign up for employee counseling will be offered annually April 15-30. Human resources will organize and conduct employee counseling at a convenient time. With the assistance of the Company’s supervisor, a training program will be developed using 3rd party resources. With input from the employee, human resources will be responsible to register the employee for the predefined training. Training costs will be paid by the Company - one time per course.
