Employee Notification. A copy of any disciplinary action or material related to employee performance which is placed in the personnel file shall be provided to the employee (the employee so noting receipt, or the supervisor noting employee refusal to acknowledge receipt) or sent by certified mail (return receipt requested) to the employee's last address appearing on the Employer's records.
Employee Notification. Each party agrees to take reasonable efforts to advise its employees of their obligations pursuant to this Section 13. The obligations of this Section shall survive any earlier termination of this Agreement.
Employee Notification. 14.1 The Employee will notify the Employer of any grievances in relation to an assignment or employment. The Employee shall not raise such grievance with a Client of the Employer unless authorised by the Employer, or where it relates to threats to health and safety of the Employee.
Employee Notification. 39.5.1 Emergency, temporary, intermittent, seasonal, etc., employees shall be notified individually, in writing, of pending layoff as soon as possible, but no definite time period is required. However, at least two (2) weeks notification is desirable if possible.
Employee Notification. Following each periodic retention index review, the Company will provide each employee with a written notification of the employee’s retention rating not later than the effective date, except where such a schedule is made impracticable due to the unavailability of the employee or the supervisor occasioned by vacations, travel assignments, etc. In such circumstance the notification will be given as soon as practicable. In addition, management will offer to discuss the new retention rating with employees. The written notification will contain the following elements: • The employee’s job classification and SMC, • The employee’s assigned retention rating and adjusted rating, if any, under 8.4(f), • The effective date of the retention rating, • The number of employees in each of the three (3) retention rating categories as adjusted under 8.4(f) within the employee's Retention Index Group as defined in 8.4(b), • The Assessment Criteria used for the employee’s job classification and SMC, • The name of the member of management who chaired the review (Skill Captain),
Employee Notification. A copy of any material related to employee performance, which is placed in the personnel file shall be submitted to the employee. Employees may dispute information in the file and if unable to reach an agreement with the University on correcting or removing that information, may submit a statement to be attached to the disputed material as long as it is part of the file.
Employee Notification. A copy of any material to be placed in an employee's personnel file that might lead to disciplinary action or negatively affect an employee's job security or advancement shall be provided to the employee. If material is placed in an employee's personnel file without following this procedure, the material will be removed from the file at his/her request. Such material cannot be used in any disciplinary proceeding. An employee can place documents relevant to his/her work performance in his/her personnel file.
Employee Notification. When a change in an employee’s job specification is approved by City Council, if the education, certification, or other minimum qualifications are changed, the division manager, or designee, shall inform current employees of the actions necessary to meet the new qualifications. This will include the time limit for obtaining the new qualifications.
Employee Notification. Any time that a document is added to an employee's personnel, medical or departmental operating file, a copy must be provided to the employee, and the employee shall be given an opportunity to submit rebuttal, if desired, to be included in the file.
Employee Notification. An employee shall, upon written request, be provided with a copy of any materials in his/her personnel file. The Employer shall provide to an employee a copy of documents which relate in any way to disciplinary action which has been taken, or which is proposed to be taken, or which negatively affects an employee’s job security or advancement, at the time such documents are placed in the employee’s personnel file. If material is placed in an employee’s personnel file without following this procedure, the material shall be removed from the file and returned to the employee at his request and may not be used in any disciplinary proceeding.
