Written reprimand means a written notification from the appointing authority or designated management representative to an employee that specified activities or conduct are inappropriate for the work place, that performances standards have not been met, and/or that a violation of work place rules or policies, and that continuation thereof will result in more severe discipline, up to and including discharge.
Written reprimand. A written reprimand will review actions not taken to redress the issue when specified by previous verbal counseling, and in all situations will include a timeline for addressing or redressing the problem(s). In cases of written reprimand, following the oral or written response, the Xxxx shall furnish the faculty member with a written notice of the Administration’s intended corrective action with a full statement of the reasons for such action with a copy to the Association. The Administration shall not proceed with placing the letter in the personnel file until thirty (30) calendar days after receipt of notice by the faculty member. Within these thirty (30) calendar days, the faculty member may seek to address the matter through the appeals process (Article 12.6), and the grievance procedure, including arbitration (Article 8). If the matter is resolved, no record of the event will be placed in the faculty member’s personnel file. If upheld, a copy of the reprimand will be placed in the faculty member’s personnel file.
Written reprimand shall be defined as a written document that is given to a Faculty member and placed in his/her personnel file that concerns a matter that may, if not corrected, lead to further disciplinary action.
Examples of Written reprimand in a sentence
This memorandum shall not be placed into the employee’s personnel file, but may be attached to a Written Reprimand and placed in the personnel file if additional steps of the progressive disciplinary process are utilized.
The Letter of Reprimand will be removed from the employee’s personnel file after one (1) year from the date of the Letter of Reprimand, provided there has been no recurrence of the conduct forming the basis for the Written Reprimand.
Supervisors are expected to monitor employee usage of Sick Leave and may hold a Coaching & Counseling session, issue a Letter of Instruction, Oral Reprimand, or Written Reprimand when evidence of Sick Leave abuse exists and/or for excessive use of Sick Leave pursuant to the Departmental or Divisional Penalties & Prohibitions.
Once removed, the evidence of the Written Reprimand may not be used for further discipline nor introduced into arbitration by the Employer as evidence against the employee.
Within two (2) work days a Written Reprimand Documentation Form will be completed and forwarded to the Chief Human Resource Officer to be placed in a sealed envelope in the employee's personnel file with a copy given to the employee.
More Definitions of Written reprimand
Written reprimand means a written notification from the appointing authority or designated management representative to an employee that specified activities or conduct are inappropriate for the work place, that performances standards have not been met, and/or that a violation of work place rules or
Written reprimand. The immediate supervisor will hold a private conference with the employee and Union representation. The immediate supervisor will outline the nature of the problem and listen to any comments from the employee. The immediate supervisor will indicate compliance with specified procedures or cessation of certain conduct is required and future consequences if directives are ignored. A "letter of reprimand" shall be written and placed in the employee's personnel file.
Written reprimand. A written document presented to an employee regarding performance or conduct problems and expectations and requirements. This document is maintained in the official personnel file and is subject to appeal only by sworn staff. Disciplinary Suspension: An involuntary absence without pay for a period up to 30 calendar days. Suspension may be caused by one grave offense, but it more often occurs due to an accumulation of various offenses. (Note: Disciplinary suspensions from paid status for periods of less than one week are not applicable to employees classified as exempt for the purposes of the Fair Labor Standards Act unless they are imposed for infractions of safety rules of great significance.)
Written reprimand. A written reprimand shall be placed in the employee’s personnel file. Before a written reprimand is placed in an employee’s file, a copy will be given to the employee.
Written reprimand. A written reprimand will review actions not taken to redress the issue, when specified by previous verbal counseling and in all situations will include a timeline for addressing or redressing the problem(s). In cases of written reprimand, following the oral or written response, the Xxxx shall furnish the faculty member with a written notice of the Ad- ministration’s intended corrective action with a full statement of the reasons for such action with a copy to the Association. The Administration shall not proceed with placing the letter in the personnel file until thirty (30) days after receipt of notice by the faculty member. Within these thirty (30) days, the faculty member may seek to address the matter through the appeals process (Article 12.6), and the grievance procedure, including arbitration (Article 8). If the matter is resolved, no record of the event will be placed in the faculty member’s personnel file. If upheld, a copy of the reprimand will be placed in the faculty member’s personnel file. ● Suspension: Suspension without pay may follow failure to redress stated problem(s). In cases of suspension (with or without pay) following the oral or written response, the Xxxxxxx shall furnish the faculty member with a written notice of the Administration’s intended corrective action with a full statement of the reasons for such action, with a copy to the Association. The Administration shall not proceed with formal action until thirty (30) days after receipt of such notice by the faculty member. Within these thirty (30) days, the faculty member may seek to address the matter through the appeals process (Article 12.6), and the grievance procedure, including arbitration (Article 8). If upheld, a copy of the record of suspension will be placed in the faculty member’s personnel file. If the matter is resolved, the faculty member will be reinstated with back pay, and no record of the event placed in the faculty member’s personnel file. If upheld, a copy of the suspension action will be placed in the faculty member’s person- nel file. Discharge may be considered after repeated failure to redress problems through corrective ac- tion (see 12.5 Termination for Cause).
Written reprimand. Two years of active duty (e.g., not on leave of absence), provided the employee was not disciplined during the intervening 24 months from the date of issuance of the written reprimand.
Written reprimand as used herein is defined as a written communication to the employee formally notifying the employee of conduct or omission which is the basis for discipline.