Disciplinary Reprimand Sample Clauses

Disciplinary Reprimand. A disciplinary notation on an employee's file will be reviewed within years from the date on which the notationwas so recorded. Provided there has not been a recurrence of the circumstances giving rise to the disciplinary notationduring this year period the notation and all file copies shall be destroyed, as well as documents containing reference to the occurrence.
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Disciplinary Reprimand. 16 A. DEFINED 16 B. WRITTEN REPRIMAND 16 C. NOTICE OF COMPLAINT 17 D. PRIOR DISCUSSION 17 E. CONFERENCE CONDITIONS 17 F. EMPLOYEE NOTIFICATION AND RESPONSE 17 ARTICLE VIII SUSPENSION, NONRENEWAL, TERMINATION 17 A. SUSPENSION FROM DUTY 17
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Disciplinary Reprimand. A Defined
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Disciplinary Reprimand. When disciplinary action is required, the employee must be advised and made fully to understand that he/she is in a disciplinary proceeding and may therefore be accompanied by a witness if they wish and that any reprimand is to be documented and placed on file. The disciplining officer must complete a written record of the reprimand, detailing both its substance and circumstances. Such written record may be notes of the proceedings or a letter to the employee either of which must be signed by the disciplining officer. The employee must be provided with a copy of that written record and be provided with an opportunity to acknowledge receipt and provide a written response. A copy of that record must be sent to the CEO and placed on file. A model form is included for Council use. The discussion at this first reprimand should be:
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Disciplinary Reprimand. When disciplinary action is required, the employee must be advised and made fully to understand that he/she is in a disciplinary proceeding and may therefore be accompanied by a witness if they wish and that any reprimand is to be documented and placed on file. The disciplining officer must complete a written record of the reprimand, detailing both its substance and circumstances. Such written record may be notes of the proceedings or a letter to the employee either of which must be signed by the disciplining officer. The employee must be provided with a copy of that written record and be provided with an opportunity to acknowledge receipt and provide a written response. A copy of that record must be sent to the CEO and placed on file. A model form is included for Council use. The discussion at this first reprimand should be: (a) clearly establish the performance, or behaviour standards which are required; (b) clearly identify the shortfall between the individual's performance/behaviour and the standards required; (c) investigate the reasons for the shortfall with a view to assisting the individual improve performance or behaviour; (d) result in an agreed "action plan" containing:
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Disciplinary Reprimand 
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Related to Disciplinary Reprimand

  • Disciplinary Record 22.05 A Nurse who has been subject to disciplinary action other than suspension may, after twenty-four (24) months of continuous Service from the date the disciplinary measure was invoked, request in writing that the performance file be cleared of any record of the disciplinary action. Such request shall be granted provided the Nurse’s file does not contain any further record of disciplinary action during the twenty-four (24) month period, of which the Nurse is aware. The Employer shall confirm in writing to the Nurse that such action has been effected.

  • Disciplinary Records Any disciplinary record shall be removed from an employee's file after eighteen (18) months 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 Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P and TSHRS laws, regulations, TSHRS Disciplinary Action Policy 7G.1 and other applicable policies.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Disciplinary Action 17:01 An employee shall only be disciplined for just cause.

  • Disciplinary Appeals All forms of disciplinary action which are not appealable to the Civil Service Commission or the courts, except written or oral reprimands and Forms 475, shall be subject to review through Steps 3, 4, 5 and 6 of the grievance procedure.

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

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

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