Oral Reminder. The Supervisor meets with the individual to discuss the problem. He will explain the need and purpose of the expected performance; make sure the employee understands the explanation; and express confidence that the performance will improve. The Supervisor will also listen to and discuss any reasonable explanation the employee may have. If it is decided that the performance problem was unintentional or based on misunderstanding, he will inform the employee that the matter is resolved.
Oral Reminder. The supervisor calls the employee into the office, discusses the offense, reminds the employee of the importance of his/her conduct, and expresses confidence that this will be the last time they will need to discuss it.
Oral Reminder. Grievances involving first step of Discipline shall be conclusively deemed to have been waived after progressing through the Third Step of the grievance procedure.
Oral Reminder. At the end of the six month active time period, the Immediate Supervisor meets with the employee and Informs the employee of the inactive status of the oral reminder, and commends the employee for improved performance. The supervisor notes the inactive status on the Employee's Performance Record sheet. The original memo should be removed from the supervisor's operating file and be returned to the employee. A copy shall also be forwarded to the Regional/Department Human Resources Office.
