Common use of - Disciplinary Action Records Clause in Contracts

- Disciplinary Action Records. A written record of all disciplinary actions within the meaning of this article, excluding oral reprimands, shall be provided to the involved employee(s) and may be entered into the employee's personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee's personnel record. When a disciplinary action more severe than a written reprimand is imposed, the Employer shall notify the employee in writing of the specific reason(s) for such action at the time such action is taken and provide the Union with an informational copy. Written reprimands shall not be relied upon to form the basis for further disciplinary action after two (2) years following the date of the written reprimand. In addition, an employee may request that a written reprimand be removed from their personnel file and destroyed once during the term of their employment with the Employer provided that three (3) years have passed from the date the written reprimand was issued and there has been no subsequent discipline. Upon such a request, the matter shall be removed to a “disputed information” file kept by the Human Resources department for destruction processing. The right to have a written reprimand removed and destroyed will not exist where the underlying infraction that caused the discipline was the violation of another individual’s civil rights; e.g. sexual harassment, race discrimination, gender discrimination. Such matters will remain as an active file in the employee’s official personnel file.

- Disciplinary Action Records. A written record of all disciplinary actions within the meaning of this article, excluding oral reprimands, shall be provided to the involved employee(s) and may be entered into the employee's ’s personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee's personnel record. When a disciplinary action more severe than a written reprimand is imposed, the Employer shall notify the employee in writing of the specific reason(s) for such action at the time such action is taken and provide the Union with an informational copy. Written reprimands shall not be relied upon to form the basis for further disciplinary action after two (2) years following the date of the written reprimand. In addition, an employee may request that a written reprimand be removed from their personnel file and destroyed once during the term of their employment with the Employer Employer, provided that three (3) years have passed from the date the written reprimand was issued and there has have been no subsequent discipline. Upon such a request, the matter shall be removed to a “disputed information” file kept by the Human Resources department for destruction processing. The right to have a written reprimand removed and destroyed will not exist where the underlying infraction that caused the discipline was the violation of another individual’s civil rights; e.g. sexual harassment, race discrimination, gender discrimination. Such matters will remain as an active file in the employee’s official personnel file.

- Disciplinary Action Records. A written record of all disciplinary actions within the meaning of this article, excluding oral reprimands, shall be provided to the involved employee(s) and may be entered into the employee's personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee's personnel record. When a disciplinary action more severe than a written reprimand is imposed, the Employer shall notify the employee in writing of the specific reason(s) for such action at the time such action is taken and provide the Union with an informational copy. Written reprimands shall not be relied upon to form the basis for further disciplinary action after two (2) years following the date of the written reprimand. In addition, an employee may request that Employees shall be granted reasonable access to their personnel files for the purpose of examining the contents therein. Employees shall have a one-time right to remove a written reprimand be removed from their personnel file record. Such removal will be at the request of the employee and destroyed once during the term of their employment with the Employer provided that three (3) years honored only if no other violations have passed from the date the written reprimand was issued and there has been no subsequent discipline. Upon such occurred within a request, the matter shall be removed to a “disputed information” file kept by the Human Resources department for destruction processingone-year period. The right to have a written reprimand removed and destroyed removal will not exist where the underlying infraction that caused the discipline written reprimand was the violation of another individual’s civil statutory rights; e.g. sexual harassment, race discrimination, gender discrimination. Such matters will remain as an active file in the employee’s official personnel file, etc.

- Disciplinary Action Records. A written record of all disciplinary actions within the meaning of this article, excluding oral reprimands, article shall be provided to the involved employee(s) and may be entered into the employee's personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee's personnel record. When a disciplinary action more severe than a written reprimand is imposed, the Employer shall notify the employee in writing of the specific reason(s) for such action at the time such action is taken and provide the Union with an informational copy. Written reprimands shall not be relied upon to form the basis for further disciplinary action after two (2) years following the date of the written reprimand. In addition, an employee may request that a written reprimand be removed from their personnel file and destroyed once during the term of their employment with the Employer provided that three (3) years have passed from the date the written reprimand was issued and there has been no subsequent discipline. Upon such a request, the matter written reprimand shall be removed placed in a sealed envelope, transferred and held in a file designated for “sealed written warnings,” and maintained apart from the employee’s official personnel file with the Department Personnel files. Once sealed and filed, the document will not be available to a the general public unless mandated by the Data Practices Act or court order. Files in the “disputed informationsealed written warning” file kept by are subject to the Human Resources department for destruction processingrecords retention policy of the City. The right to have a written reprimand warning removed and destroyed from the employee’s official personnel file will not exist where the underlying infraction that caused the discipline was the violation of another individual’s civil statutory rights; e.g. sexual harassment, race discrimination, gender discrimination. Such matters will remain as an active file in the employee’s official personnel file.