Common use of Discussions Clause in Contracts

Discussions. For minor offenses by an employee, management has a responsibility to discuss such matters with the employee. Discussions of this type shall be held in private between the employee and the supervisor. Such dis- cussions are not considered discipline and are not grievable. Following such discussions, there is no prohibition against the supervisor and/or the employee making a personal notation of the date and subject matter for their own personal record(s). However, no notation or other infor- mation pertaining to such discussion shall be included in the employee’s personnel folder. While such discussions may not be cited as an element of a prior adverse record in any subsequent disciplinary action against an employee, they may be, where relevant and timely, relied upon to estab- lish that employees have been made aware of their obligations and responsibilities.

Discussions. For minor offenses by an employee, management has a responsibility to discuss such matters with the employee. Discussions of this type shall be held in private between the employee and the supervisor. Such dis- cussions discus- sions are not considered discipline and are not grievable. Following such discussions, there is no prohibition against the supervisor and/or the employee em- ployee making a personal notation of the date and subject matter for their own personal record(s). However, no notation or other infor- mation pertaining information per- taining to such discussion shall be included in the employee’s 's personnel folder. While such discussions may not be cited as an element of a prior adverse record in any subsequent disciplinary action against an employee, they may be, where relevant and timely, relied upon to estab- lish establish that employees em- ployees have been made aware of their obligations and responsibilities.

Discussions. For minor offenses by an employee, management has a responsibility to discuss such matters with the employee. Discussions of this type shall be held in private between the employee and the supervisor. Such dis- cussions are not considered discipline and are not grievable. Following such discussions, there is no prohibition against the supervisor and/or the employee making a personal notation of the date and subject matter for their own personal record(s). However, no notation or other infor- mation pertaining to such discussion shall be included in the employee’s personnel folder. While such discussions may not be cited as an element of a prior adverse record in any subsequent disciplinary action against an employee, they may be, where relevant and timely, relied upon to estab- lish that employees have been made aware of their obligations and responsibilitiesre- sponsibilities.