Lack of Performance. If the interpreter does not report to the court for an assignment for any reason, the interpreter will not be reimbursed for travel or compensated for the assignment. If the interpreter reports for an assignment but does not complete the assignment due to illness, personal reasons, or any other reason, the interpreter will be reimbursed for the amount of time the interpreter rendered the services and for authorized travel time from the location where the services were rendered to the interpreters’ residence using the most direct and timely route.
Lack of Performance a. There is non-performance or low performance on the part of the Partner; specifically, if the Partner ’s Account is inactive, his/her contract and participation in the Partner’s network ends automatically.
Lack of Performance. The Employer and Union agree that employees should perform their assigned duties at a satisfactory level. Prior to the evaluation of an employee as unsatisfactory, the following should occur: • Documented evidence of one or more counseling sessions addressing the area(s) that could lead to an unsatisfactory evaluation. The documented counseling session should be signed by the supervisor and initialed by the employee. • When the work performance of the bargaining unit employee is evaluated as unsatisfactory, the administrator to whom the employee reports shall place the employee on remediation. The administrator, Human Resources administrator and employee shall meet and draw up a remediation plan. Such bargaining unit employee shall have the right to invite a union representative to be present at that meeting. A copy of the proposed remediation plan shall be forwarded by the Human Resources Administrator to the Union President. The remediation plan shall be implemented for a period not less than sixty (60) working days. The remediation plan shall include approximate dates of at least four (4) periodic reviews of progress. The progress meetings will take place with the employee, the supervisor and a Human Resources administrator or designee. Upon the request of the employee, a union representative may attend the progress meetings. If, upon completion of the remediation, the employee’s work performance is unsatisfactory, the employee shall be terminated. An employee is not eligible for transfer during remediation.
Lack of Performance. The Employer and Union agree that employees should perform their assigned duties at a satisfac- tory level. Prior to the evaluation of an employee as unsatisfactory, the following should occur: • Documented evidence of one or more counseling sessions addressing the area(s) that could lead to an unsatisfactory evaluation. The documented counseling session should be signed by the super- visor and initialed by the employee. • When the work performance of the bargaining unit employee is evaluated as unsatisfactory, the admin- istrator to whom the employee reports shall place the employee on remediation. The administrator, Human Resources administrator and employee shall meet and draw up a remediation plan. Such bargaining unit employee shall have the right to invite a union representative to be present at that meeting. A copy of the proposed remediation plan shall be forwarded by the Human Resources Administrator to the Union President. The reme- diation plan shall be implemented for a period not less than sixty (60) working days. The remediation plan shall include approximate dates of at least four
Lack of Performance. The BORROWER shall default in the performance of any other covenant, condition, or provision thereof, or the BORROWER shall default in the performance of any other obligation which may exist between it and the LENDER either on the date hereof or in the future, and such default shall not be remedied within a period of thirty (30) days after written notice thereof to the BORROWER from the LENDER.
