Common use of Lack of Performance Clause in Contracts

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 Board and the Union agree that employees should perform their assigned duties at a satisfactory 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 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 Administrator, and employee shall meet and draw up a remediation remedia- tion 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 Administrator or designee. Upon the request of the employee, a union representative may attend the progress meetingsmeet- ings. 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 Board and the Union agree that employees should perform their assigned duties at a satisfactory 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 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 Administrator, and employee shall meet and draw up a remediation remedia- tion 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 two (42) periodic reviews of progress. The progress meetings will take place with the employee, the supervisor and a Human Resources administrator Administrator or designee. Upon the request of the employee, a union representative may attend the progress meetingsmeet- ings. 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.