Report on Performance. 8.1 Employees who have completed their probationary period shall be notified in writing, of any expression of dissatisfaction concerning his/her work, within ten (10) working days of cause for dissatisfaction becoming known to his/her immediate Manager. He/she shall be provided with a copy of any complaint or accusation which may be detrimental to his/her advancement or standing within the Company, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction shall not become part of his/her record for use against him/her at any time.
Report on Performance. 8.1 An employee shall be notified, in writing, of any expression of dissatisfaction concerning their work, within ten (10) working days of cause for dissatisfaction becoming known to their supervisor. The employee shall be furnished with a copy of any complaint or accusation which may be detrimental to their advancement or standing within the Company, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction shall not become part of the employee’s record for use against them at any time.
Report on Performance. Within thirty (30) days after the conclusion of the public hearing, County shall issue a report with respect to the adequacy of performance and quality of service. If any non-compliance with the Franchise is found, County may direct the Contractor to correct the inadequacies or, if an event of default under Article 13, initiate default proceedings in accordance with Article 13.
Report on Performance. This section of the annual report shall report on how successful Tarion has been at meeting the targets set out in its performance measures report for the planning/reporting period as set out in the business plan. Tarion shall indicate if the targets have been met for the previous fiscal year. If the target has not been met, Xxxxxx shall explain why achievement was not possible in that fiscal year.
Report on Performance. Employees who have completed their probationary period shall be notified in writing, of any expression of dissatisfaction concerning work, within ten working days of cause for dissatisfaction becoming known to supervisor. shall be furnished with a copy of any complaint or accusation which may be detrimental to advancement or standing within the Company, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction shall not become part of record for use against at any time. The employee's reply in writing to such complaint or accusation if received within ten working days after he/ she has been given the notice referred to in Article above, shall become part of record. If such reply is not received, it will not become part of record for use by at any time. An employee shall have access to personnel performance file in the presence of supervisor during office hours, once every six (6) months (or earlier in the case of a grievance), at a mutually agreeable time, but in no event later than three (3) days after the initial request. All references to disciplinary action shall be removed from the employee's personnel file within two (2) years of the date of such action being taken provided that the employee has been free of other disciplinary notices in the intervening period. Absences due to sickness or authorized leaves of absence shall not be included in this calculation. At any meeting with an employee discussing whether disciplinary action will be taken against such employee, the employee may have a Union representative present for the following purposes only: to assist, counsel, advise and represent the employee. Although the Union representative may participate in any discussions taking place at such meeting, any final decisions affecting the employee are to be made solely by the Company. The parties agree that monitoring and evaluation of a probationary employee’s progress is not governed by Article and the company is not required to notify a probationary employee in writing regarding performance problems unless the company is taking formal disciplinary action. A probationary employee may be released for reasonable cause which may include performance problems which the company observed during the probationary period. In lieu of the application of Article it is agreed that probationary employees shall receive feedback on their performance and need to be advised whenever their performan...
Report on Performance. The HCRA shall report results for each performance measure as set out in the business plan. If the target has not been met, the HCRA shall explain why achievement was not possible in that fiscal year.
Report on Performance. 8.1 An employee shall be advised in writing within ten (10) working days of any complaint or accusation which may be detrimental to his advancement or standing within the Company. The employee’s reply to such complaint or accusation if received within ten
Report on Performance. 8.1 Employees who have completed their probationary period shall be notified in writing, of any expression of dissatisfaction concerning his/her work, within ten
Report on Performance. The Authority shall report on how successful it has been at meeting the targets set out in its performance measures report for the planning / reporting period as set out in the business plan. The Authority shall indicate if the targets have been met for the previous Fiscal Year. If the target has not been met, the Authority shall explain why achievement was not possible in that Fiscal Year.
Report on Performance. An employee shall be notified in writing, of any expression of dissatisfaction concerning their work, within ten (10) days of cause for dissatisfaction becoming known to their supervisor. The employee shall be furnished with a copy of any complaint or accusation which may be detrimental to their advancement or standing within the Company, as soon as possible after the complaint or accusation is made. If this procedure is not followed, such expression of dissatisfaction shall not be part of their record for use against them at any time. The employee's reply in writing to such complaint or accusation if received within ten (10) days after they have been given the notice referred to in Article above, shall become part of their record. If such reply is not received, it will not become part of their record for use by them at any time. An employee shall have access to their personnel performance file in the presence of their supervisor during office hours, once every six (6) months (or earlier in the case of a grievance), at a mutually agreeable time, but in no event later than three (3) days after the initial request. The record of an employee will not be used against them for any purpose for something that occurred more than twenty-four (24) months prior to the latest incident. ARTICLE SENIORITY RIGHTS Company seniority shall be deemed to have commenced on the date of hiring by the Company, and shall be equal to the length of continuous service with the Company. Company seniority shall relate to the order of layoffs, recall layoff, promotions, severance pay and the choice of vacation periods, as provided for in the applicable articles. Seniority rights and employee benefits shall cease, and the employee deemed terminated for any of the following reasons:
