- SUPPORT & DISCIPLINE. 42.01 As outlined in previous Articles of this Agreement, employees are expected to provide a satisfactory performance by making efforts in order to support the continuous improvement of their Company. FTG is committed in providing assistance to its employees that may help to improve their performance. 42.02 Management and Supervisors will always use first a support process in order to obtain satisfactory performance from all employees. In trying to identify causes and solutions when an employee is not providing a satisfactory performance, Management and Supervisors will invite Union Representatives to participate in the development of an action plan for the employee.
- SUPPORT & DISCIPLINE. 28.01 (a) In order to allow an employee to improve his/her performance, he/she shall be first informed verbally, individually or through a group meeting, by a management representative of his/her non-compliance to a company rule prior to having a support meeting.
- SUPPORT & DISCIPLINE. As outlined in previous Articles of this Agreement, employees are expected to provide a satisfactory performance by making efforts in order to support the continuous improvement of their Company. World is committed in providing assistance to its employees that may have to improve their performance. Management and Supervisors will always use first a support process in order to obtain satisfactory performance from all employees. In trying to identify causes and solutions when an employee is not providing a satisfactory performance, Management and Supervisors will invite Union representatives to participate in the development of an action plan for the employee. It is agreed that when an employee has been identified as providing an unsatisfactory attendance, will be informed through action plan that will not be paid overtime when not completing forty (40) hours of work in standard work week until has shown a satisfactory improvement and attendance is equivalent to the rest of the employees. It is agreed that when the application of this Article seems to be unfair and unreasonable, the employee or the Union representative may grieve under Article When the action plan developed during the support process has not been successful and the employee has not demonstrated a satisfactory improvement, Supervisors will use a disciplinary process. When an employee is to receive a disciplinary action, the Plant Chairperson and Union representative will be invited to the meeting. A copy of any written discipline will be given to each participant in the meeting. An employee who has been discharged shall have the right to interview Union representative in a suitable place for a reasonable period of time before leaving the plant, unless the continued presence of that employee poses a danger to the facility or any of its employees. No written disciplinary action will be used against an employee for a period longer than twelve (12) months. A claim by an employee who has completed the probationary period that has been disciplined without just cause be treated as a grievance as described in Step of the Grievance Procedure (Article 12).
