Performance Discussions. Upon United’s request delivered at any time and from time to time, Contractor’s chief executive officer (the “CEO”) and/or, at United’s option, if Contractor’s Performance Level for any Performance Metric for the most recent two (2) consecutive months is below the [***] Performance Level, and is also below the average performance level of United Express carriers operating regional aircraft with more than sixty-five (65) and fewer than seventy-seven (77) seats, Contractor’s independent lead director (or in the absence of a designated independent lead director, any independent director of Contractor selected by United) (the “Lead Director”) shall meet in person with United at its headquarters to discuss such operational performance as soon as reasonably practicable after United’s request, but in any event not more than thirty (30) days following such request; provided that if the CEO and/or the Lead Director, as applicable, do not meet in person with United upon United’s request as provided above, then Contractor’s margin shall be reduced by [***] per Covered Aircraft for each month (or pro-rated portion thereof, as the case may be) that occurs following United’s request until either the CEO and/or the Lead Director, as applicable, meets in person with United or this Agreement is earlier terminated. For the avoidance of doubt, nothing in this Section 5.3 shall limit Contractor’s obligations hereunder and under any Ancillary Agreement to provide Contractor Services, including without limitation its obligations under Section 4.8, and Contractor is and shall remain solely responsible for the safe operation of its aircraft and the safe provision of Regional Airline Services, including all Scheduled Flights.
Performance Discussions a. Progress reviews and a closeout of current appraisal period and establishment of standards for the new appraisal period discussion must take place each appraisal period.
Performance Discussions a. The employee and supervisor will discuss the employee's performance under the Performance Plan at appropriate times during the appraisal cycle. At a minimum, such discussions will occur at a mid-point review held during the period 30 days prior to, to 30 days after, the mid-point. At the request of the local UNION official, within 90 days before the end of the rating cycle, a meeting(s) may be scheduled with the bargaining unit to discuss the performance management system. Information critical of employee performance which may be significant enough to affect the employee's rating during that rating cycle will be called to the employee's attention and documented when the supervisor becomes aware of it. At the end of the rating cycle, the employee will be provided a copy of their performance appraisal rating. If the employee is dissatisfied with a rating, the employee may contest it as provided in the Negotiated Grievance Procedures Article and applicable law. Employees will understand that performance for that current rating cycle will not be carried over into another rating cycle
Performance Discussions. The Seller shall, upon ten (10) Business Days' prior written notice from the Buyer, the Administrative Agent and any Purchaser Agents that want to participate, permit such Persons at any time during regular business hours to visit the offices of the Seller to discuss any information or records delivered pursuant to paragraph (a) (Inspection of records) above and other matters relating to the Receivables originated by the Seller and their Related Security or the Seller's performance hereunder, under the Contracts and under the other Transaction Documents with any of the officers, directors, relevant employees or auditors of the Seller having knowledge of such matters.
Performance Discussions. In the event a supervisor perceives a performance problem or concern with a Unit Member and which problem or concern would be placed in the Unit Member’s annual evaluation, the supervisor will discuss the nature of the problem or concern and the proposed suggestions to correct the problem with the Unit Member at the time such concern occurs. Unit Members serving an eight (8) month probationary period will be evaluated between the first day of the fifteenth week of probation and the last day of the twentieth week of proba- tion. The intent of this evaluation is to notify the Unit Member of how she/he is performing the duties of the position and what problem areas, if any, must be remediated before per- manent status is granted. The evaluation must be in writing in any format the Unit Member’s supervisor deems appropriate. This discussion should be viewed as a constructive process to provide timely attention and encourage correction and/or improvement of the employee’s performance. It is recognized, of course, that an open and ongoing dialogue between supervision and employees concern- ing job performance often leads to a greater awareness and understanding of mutual goals, concerns and expectations by both parties. To this end, the annual performance evaluation should reflect a summary of the employee’s performance including any previously noted con- cerns. This provision shall not be subject to Article VII, Problem Solving/Grievance Procedure, nor shall it increase or decrease the rights or obligations of the parties contained in any other provision of this Agreement.
Performance Discussions. Participant will meet with Host Site and Client staff to review Participant’s performance and progress. Accidents and Medical Problems
Performance Discussions a. The employee and supervisor will discuss the employee's performance under the Performance Plan at appropriate times during the appraisal cycle. At a minimum, such discussions will occur at a mid-point review held during the period 30 days prior to, to 30 days after, the mid-point. At the request of the local UNION official, within 90 days before the end of the rating cycle, a meeting(s) may be scheduled with the bargaining unit to discuss the performance management system. Information critical of employee performance which may be significant enough to affect the employee's rating will be called to the employee's attention and documented when the supervisor becomes aware of it. At the end of the rating cycle, the employee will be provided a copy of their performance appraisal rating. If the employee is dissatisfied with a rating, the employee may contest it as provided in the Negotiated Grievance Procedures Article and applicable law.
Performance Discussions. In the event a supervisor perceives a performance problem or concern with a Unit Member and which problem or concern would be placed in the Unit Member’s annual evaluation, the supervisor will discuss the nature of the problem or concern and the proposed suggestions to correct the problem with the Unit Member at the time such concern occurs. This discussion should be viewed as a constructive process to provide timely attention and encourage correction and/or improvement of the employee’s performance. It is recognized, of course, that an open and ongoing dialogue between supervision and employees concern- ing job performance often leads to a greater awareness and understanding of mutual goals, concerns and expectations by both parties. To this end, the annual performance evaluation should reflect a summary of the employee’s performance including any previously noted con- cerns. This provision shall not be subject to Article VII, Problem Solving/Grievance Procedure, nor shall it increase or decrease the rights or obligations of the parties contained in any other provision of this Agreement.
