Final Formal Warning Sample Clauses

Final Formal Warning. This occurs where there has been a continuation of poor performance for which the employee has already received a formal warning or an offence occurs, which is serious enough to require an immediate final warning. In these instances, after discussion, a written warning is given to the individual explaining the performance problem, what is expected of the employee in addressing the problem, and the consequences of not complying within a set period of time. The Supervisor and Operations Manager must advise the Manager NSW Coal and the Human Resources Manager at this stage. The final warning will be placed on the employee's personal file, and a copy will be given to the employee. This will be reviewed as part of the on-going performance review of employees.
Sample 1
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Final Formal Warning. This occurs where there has been a continuation of poor performance for which the employee has already received a formal warning. In the event that the offence occurs that is serious enough to require an immediate final warning an investigation into the incident will occur before issuing a First and Final Warning. In these instances, after discussion, a written warning is given to the individual explaining the performance problem, what is expected of the employee in addressing the problem, and the consequences of not complying within a set period of time. The final warning will be prepared in consultation with HR and the NER Operations Manager. This will be placed on the employee’s personal file, a copy will be given to the employee and if requested, the employee’s representative.
Sample 1
Final Formal Warning. Where the same or similar behaviour continues and it is necessary to issue a second formal warning, this shall be issued, in warning, by an officer of the company. A copy of the written warning shall be given to the employees representative. At the time of issuing the written warning the officer of the company will canvass the desirability of counselling the employee.
Sample 1

Related to Final Formal Warning

  • Construction Clearing All timber is designated for cutting that is within the clearing limits of roads constructed hereunder or is in other authorized clearings. All dead or unstable live trees are designated for cutting that are sufficiently tall to reach Purchaser’s landings or the roadbed of Specified and Temporary Roads when Marked in advance of felling of timber in the immediate vicinity. Pieces meeting Utilization Standards from such dead or unstable live trees shall be removed, unless there is agreement that to do so could damage the road. Such designation may be revised as part of agreed changes in road location under B5.2.

  • Dispatch and Scheduling 4.3.1 The Power Producer shall be required to schedule its power as per the applicable Regulations / Requirements / Guidelines of CERC / GERC / SLDC / RLDC and maintain compliance to the Grid Code requirements and directions, as specified by SLDC / RLDC from time to time. Any deviation from the schedule will attract the provisions of applicable Regulation / Guidelines / Directions and any financial implication on account of this shall be to the account of the Power Producer.

  • Final Written Warning (a) A Final Written Warning is a punitive level of the disciplinary process.

  • Weekend Scheduling It is the policy of the Employer to schedule those nurses who so desire every other weekend off, with the exception of those nurses who have signed an authorization to work consecutive weekends. Nurses who have volunteered to work consecutive weekends may withdraw such authorization upon two (2) weeks’ written notice prior to the date a new schedule must be posted.

  • Verbal Warning An employee who has committed an infraction is verbally warned and told that if the infraction occurs again (within some specified period), the degree of disciplinary action will be increased. Some examples: minor safety policy violations, minor work-site disruptions, poor workmanship issues, attendance (reporting to work late) problems, verbal abuse to Supervisor and co-workers.

  • Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the xxxxxxx or the Union.

  • Joint Occupational Health and Safety Committee The Employer and the Union recognize the role of the joint Occupational Health and Safety Committee in promoting a safe and healthful workplace. The parties agree that a Joint Occupational Health and Safety Committee shall be established for each Employer covered by this Collective Agreement. The Committee shall govern itself in accordance with the provisions of the Industrial Health and Safety Regulations made pursuant to the Workers’ Compensation Act. The Committee shall be as between the Employer and the Union, with equal representation, and with each party appointing its own representatives. Representatives of the Union shall be chosen by the Union membership or appointed by the Union. All minutes of the meetings of the Joint Occupational Health & Safety Committee will be recorded in a mutually agreeable format and will be sent to the Union. The Union further agrees to actively pursue with the other Health Care Unions a Joint Union Committee for the purposes of this Article. The Employer agrees to provide or cause to be provided to Employer members of the Joint Occupational Health and Safety Committee adequate training and orientation to the duties and responsibilities of committee members to allow the incumbents to fulfil those duties competently. The Union agrees to provide or cause to be provided to Union members of the Joint Occupational Health and Safety Committee adequate training and orientation to the duties and responsibilities of committee members to allow the incumbents to fulfil those duties competently. Such training and orientation shall take place within six (6) months of taking office.

  • Limited English Proficiency The Grantee must comply with the Department of Justice Guidance pertaining to title VI of the Civil Rights Act of 1964, 42 U.S.C. § 2000d. Grantee must take reasonable steps to provide meaningful access to their program(s) and activities for persons with limited English proficiency (LEP). For information on the civil right responsibilities, see xxxx://xxx.xxx.xxx.

  • Shift Scheduling The parties agree that the following shift schedules are examples of the type which will provide the flexibility required to meet the needs expressed above provided the provisions of Article VII Section 4 (b) (i) and (ii) have been met.

  • Clear and Reasonable Warning As of the Effective Date, and continuing thereafter, a clear and reasonable exposure warning as set forth in this §§ 2.3 and 2.4 must be provided for all Products that Xxxxxxx manufacturers, imports, distributes, sells, or offers for sale in California that is not a Reformulated Product. There shall be no obligation for Xxxxxxx to provide an exposure warning for Products that entered the stream of commerce prior to the Effective Date. The warning shall consist of either the Warning or Alternative Warning described in §§ 2.3(a) or (b), respectively:

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