Second Formal Interview Sample Clauses

Second Formal Interview. A Company witness will be present at this interview. Employees may have a witness present if they choose. File notes will be taken.
Sample 1
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Second Formal Interview if the unacceptable performance and/or conduct continues, then at the next review, depending on the seriousness of the allegations and an assessment of the employee’s efforts to improve, after following the processes, either a second or a final written warning will be given. • the employee will be advised if given a final warning, that any further occurrence of the unacceptable performance and/or conduct that has been the subject of the above process will result in termination of employment without any further warnings. • if the employee has been given a second warning and the agreed improvement within the agreed time frame does not occur, after following processes of review, and if it is found that the unacceptable performance and/or conduct continues a final written warning will be given. • if the agreed improvement within the agreed time frame occurs, this is be recorded on the employee’s file. • the second or final written warning will have a life of 6 months. After six months, whilst the documentation will remain on the employee’s file, such documentation can not be used in any subsequent disciplinary processes.
Sample 1
Second Formal Interview. File notes will be taken. At the second interview if satisfactory progress has been made then the interview will be suspended. If the employee's performance has not improved then the employee will be told that continued unsatisfactory conduct, attitude or poor/non-performance will lead to dismissal. The employee will receive written confirmation of the interview, its contents and their response with expected improvements also noted. A time and date will be indicated for a follow up meeting to discuss progress. The final meeting will be held within a reasonable period and usually within a month from the second formal interview. Dismissal The employee will be advised that a support person may accompany him or her to the interview. At the final interview if satisfactory progress has been achieved then the employee will be told they will continue to be monitored and the final interview will be suspended. If the employee’s performance has not improved the interview will continue. The employee will be given details of the alleged unsatisfactory conduct, attitude or poor/non-performance and will be given the opportunity to respond to the allegations. • If the employee's explanations are accepted then the meeting will be discontinued. • If the employee's explanations are reasonably rejected and the unsatisfactory performance, conduct etc. is considered to be sufficient to justify termination of employment, employment will be summarily terminated. The employee will receive written confirmation of the termination of employment. If requested, the reasons for termination will be provided in writing by the Human Resources Manager. The employee will be paid to the date of termination only. All outstanding annual leave and other entitlements will be paid.
Sample 1

Related to Second Formal Interview

  • Exit Interview Upon termination of Employee’s employment for any reason, Employee agrees, if requested, to participate in an exit interview with the Company and reaffirm in writing Employee’s post-employment obligations as set forth in this Agreement.

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." No Other "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • Exit Interviews A. If a regular status employee provides timely notice that they are voluntarily separating from Agency service, the Agency will offer an exit interview that focuses on the reason(s) for the employee leaving Agency service and what changes they recommend to the Agency to improve Agency operations, or,

  • Interview Period It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. Such interview may take place on the day of orientation. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.

  • Employee Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to 15 minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program.

  • Project Team Cooperation Partnering 1.1.3 Constitutional Principles Applicable to State Public Works Projects.

  • Consulting Teachers A. A Consulting Teacher is a permanent status unit member who provides assistance to a Participating Teacher and assists Probationary Teachers as a Support Provider as the caseload formula allows. Consulting Teachers shall possess the following qualifications:

  • Child Rearing Teachers shall be granted a leave for child rearing purposes of up to one (1) year without pay or increment. This includes both adoption and birth. Upon written request, such leave may be extended up to one (1) year without pay or increment.

  • On-the-Job Training (10-16-07) (Rev. 4-21-15) Z-10

  • Chancellor The term "Chancellor" as used in this agreement refers to the chief executive officer of the CSU or his/her designee.

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