Disciplinary File Sample Clauses

Disciplinary File. Records of oral or written reprimand which involve attendance or technical performance, may be removed from an employee’s personnel file after one year, upon the employee’s request, provided in the judgement of the City, the employee has taken corrective action and has received no other disciplinary actions. Approval to remove such reprimands from the file shall not be unreasonably withheld. Other disciplinary action such as behavioral conduct (either on or off duty) may be removed after three years of no disciplinary action. Such removal will require majority approval from two out of the three approving parties: Human Resource Director, Fire Chief, and PFFA President.
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Disciplinary File a) Every employee can have access to his disciplinary file. On this occasion, he can be accompanied by a person representing the Union.
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Disciplinary File. An Employee/Owner Operator will receive a copy of any written reprimand or disciplinary suspension placed in his/her file with a copy to the Union. Such written reprimand or disciplinary suspension shall become a permanent part of the Employee/Owner Operator’s personal work history. However, any incident causing such written reprimand or disciplinary suspension which has not recurred within a period of twelve (12) consecutive months will be removed from that Employee/Owner Operator's file(s).
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Related to Disciplinary File

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Grievance File Records involving the processing of an employee's grievance, such as the grievance form, step appeals/responses, and settlement documents, will be kept in a file separate from the employee’s personnel file. It is not the intent of this section to exclude from the employee's personnel file final disciplinary action documents, including those that result from a settlement agreement.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Disciplinary Records Any disciplinary record shall be removed from an Employee’s file after two (2) years from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

  • Disciplinary Grievance If a grievance alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause is not resolved at Step 2, the PBA may appeal the grievance to arbitration within 15 days after receipt of the decision at Step 2, provided the Step 2 decision is received on or before the due date.

  • Grievance Files Written grievances and responses will be maintained separately from the employee’s personnel file.

  • Separate Grievance File All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.

  • Disciplinary Procedure (a) The disciplinary procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

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