Positive Performance Counseling Program Sample Clauses

Positive Performance Counseling Program. The parties recognize that the purpose of discipline is corrective, rather than punitive, and, for that purpose, have agreed to the Positive Performance Counseling Program set forth in this section to ▇▇▇▇▇▇ a more healthful and productive environment in which to address problems in the work place. Counseling sessions convened in accordance with the following provisions shall be conducted with these purposes in mind. Employees will be counseled by a Director, Assistant Director, or Maintenance Manager. The terms of this program shall not affect the right of employees and the Union to grieve and arbitrate any charge against an employee. Counseling on any matter shall not occur until disposition of a Labor Relations step grievance, if a grievance is filed. An employee who is charged with acts or failure to act which would justify discharge only in the context of the employee’s overall record and who, as a result thereof, is discharged shall be entitled to continue to work pursuant to the following provisions: (i) Such discharge shall be assessed by the appropriate supervisor, but the employee shall be permitted to continue working until the grievance procedure is concluded. (ii) If the discharge is upheld through the Labor Relations step of the grievance procedure, the employee’s active employment will terminate unless the Union requests final settlement of the matter, with a “last chance.” Such a request by the Union pursuant to this paragraph shall not be cited as, nor constitute a precedent with respect to any matter or discipline. Should the Union not request such a final settlement, the grievance concerning the discharge may be filed for arbitration pursuant to Section 202 of the Labor Agreement within thirty (30) working days from the receipt of the Labor Relations step answer. (iii) A “last chance” will consist of a one (1) day suspension, in lieu of discharge, followed by a one year probation. Upon the Union’s requesting final settlement of the matter with a “last chance,” the employee will be required to report to his/her Director or designee for “Discharge/Decision Day,” the final and most serious step in the PPCP. On “Discharge/Decision Day,” the Superintendent shall inform the employee that the discharge will be implemented unless the employee executes a formal agreement to modify the objectionable performance or behavior. The employee will then be suspended without pay for one day, following which, as a condition of further employment, the emplo...