Written Counseling a method (non disciplinary action) used to inform employee of unsatisfactory work performance or unacceptable conduct and, where appropriate, any action deemed necessary to prevent further occurrences. The supervisor will conduct a meeting with the employee to review the performance or conduct at issue. The employee has a right to union representation at the meeting. If warranted, the supervisor will present a written memorandum following such meeting documenting the unsatisfactory work performance or unacceptable conduct. Such written counseling memorandum is placed in the employee’s personnel file. The written counseling is not subject to the grievance procedures but may be rebutted within ten (10) working days following receipt of the written counseling memorandum. Written rebuttals, if any, will be filed in the personnel file along with the written counseling memorandum.
Written Counseling. A. It is understood that the issuance of a written counseling by the department is not considered by the parties to be disciplinary action. It is the intent of such written counseling to document in writing the discussions held with the employee regarding what the department expects as far as his/her behavior, work performance, and/or compliance with identified rules, regulations, procedures and policies.
Written Counseling. Written counseling shall be from the Chief of Police or his/her designee and direct improvement of future performance. It shall not be a castigation of prior misconduct. A copy shall be provided to the employee. The employee may, within seven (7) calendar day of receipt of the written counseling, submit a rebuttal which shall be attached to the Employer's retained copy. Written counseling may be considered in disciplinary action(s) and performance evaluations for a period of no longer than one (1) year, at which time the written counseling and employee’s statement of response (if applicable) shall be purged from all City and Department files. While not initially subject to the grievance procedure, the just cause of any written counseling can be arbitrated as part of a later disciplinary arbitration to the extent the Employer relies upon the written counseling in the issuance of progressive discipline.
Written Counseling. The written counseling form is used as a record of formal written counseling or warning. The Supervisor prepares the form by describing the problem in specific terms (dates, specific behaviors), identifying why resolution is needed, and reviewing relevant previous verbal or written counseling. During the one‐on‐one meeting with the employee regarding the problem, the Supervisor should ask the employee for the reasons for the situation, listen to the employee, attempt to involve the employee in resolution of the problem (including criteria used to determine resolution), indicate what specific action will be taken and follow‐up date. The Supervisor and the employee should sign the form. If the employee refuses to sign, the Supervisor should ask another Supervisor to step into the meeting, and sign the form as a witness that the employee was counseled. A copy of the form should be given to the employee, a copy maintained in the department competency file, and the original sent to Human Resources Department.
Written Counseling. A written counseling should cover the misconduct or unsatisfactory performance at issue, the corrective measures to be taken by the employee moving forward, and the consequences for failure to correct the problem for which the employee is being counseled. A written counseling is placed in the employee's permanent personnel file and a copy given to the employee.
Written Counseling. Formal counseling including a written Action Plan. The Action Plan will identify specific problem areas, performance objectives, suggestions for remedying, and a timeframe for improvement. The Action Plan will be provided to the employee two
Written Counseling. A method (non-disciplinary action) used to inform employee of unsatisfactory work performance or unacceptable conduct and, where appropriate, any action deemed necessary to prevent further occurrences. The Xxxx/Vice President will conduct a meeting with the employee to review the performance or conduct at issue. The employee has a right to union representation at the meeting. If warranted, the Xxxx/Vice President will present a written memorandum following such meeting documenting the unsatisfactory work performance or unacceptable conduct. Such written counseling memorandum is placed in the employee’s personnel file. The written counseling is not subject to the grievance procedures but may be rebutted within 5 working days following receipt of the written counseling memorandum. Written rebuttals, if any, will be filed in the personnel file along with the written counseling memorandum.
Written Counseling. The written counseling will be accomplished in the same manner as specified above, except that a written counseling will be given to the employee. The employee will be informed of the nature of the allegations.
