Employee Improvement Plans. Subd. 1. Prior to formal or informal disciplinary procedures being employed in cases of minor misconduct or in cases where the behavior or poor performance does not constitute a serious infraction of the contract, district policies, rules or directives of superiors, the school district may, in its discretion, attempt to improve an employee’s performance and/or correct an employee’s behavior by implementing an “employee improvement plan.”
Employee Improvement Plans. Employees whose job performance is rated unsatisfactory shall be placed on notice of that determination and shall be afforded an opportunity to participate in an employment improvement plan, targeted at the areas of deficiencies in the perfoimance of their job functions.
Employee Improvement Plans. (EIPs) Employee Improvement Plans (EIPs) are one type of second written warning that may occur under Progressive Discipline. Before an EIP is undertaken there should be a meeting with the supervisor and employee to review incidents or information about the performance, or conduct. If requested by the employee, a meeting between the employee and HR will occur before the EIP is finalized and presented to the Unit employee. This meeting should not include the employee’s direct supervisor but can include the presence of a Union representative at the request of the Unit employee. Each employee improvement plan issued by the Organization must:
