EMPLOYEE WARNINGS Sample Clauses

EMPLOYEE WARNINGS. Employees will be advised of all written warnings, adverse reports and suspensions and the reasons for them. A record of such warnings, reports and suspensions shall be kept in the employee's file.
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EMPLOYEE WARNINGS. (a) If and when an employee is warned by the Company (verbal or written) which is to be recorded on an employee work record or personnel file, a copy of same will be supplied to the employee concerned and the Plant Committee Chairman of the Union at the same time.
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EMPLOYEE WARNINGS. An employee shall be properly warned in writing for just cause, except in case of gross misconduct as defined in Article 34, before any further disciplinary action and a copy of such warning shall be provided to the Union. The employee shall sign a receipt for any written warning, unfavorable written statement, remark or letter which is presented to him/her. Receipt will not constitute agreement; however, failure or refusal to sign receipt will constitute grounds for disciplinary action. The employee shall have ten (10) working days to read and attach written comments to any warning and to any other unfavorable written statement, remark, or letter before it is placed in the employee's personnel file. If the employee is not given such an opportunity, the material may not be used against the employee in any future disciplinary action. All such disciplinary material shall be removed from the employee's personnel file no later than one
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EMPLOYEE WARNINGS. 24.1 Where a misdemeanour occurs, the employee will be given a verbal warning (first warning) by management in the presence of an employee representative of the Consultative Committee, or a union delegate.
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EMPLOYEE WARNINGS. Employer shall remove any warnings over two (2) years old from any bargaining unit employee’s personnel file, provided that any such employee has not received any additional warnings during such two (2) year period, provided that the warnings being removed are no longer being investigated or grieved and that such removal does not violate any relevant federal or state statute, rule, regulation or regulatory agency policy.
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Related to EMPLOYEE WARNINGS

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

  • Employees; Benefit Plans (a) Following the Closing Date and except to the extent an alternative treatment is set forth in this Section 5.14, NBT may choose to maintain any or all of the Salisbury Benefit Plans in its sole discretion, and Salisbury and Salisbury Bank shall cooperate with NBT in order to effect any plan terminations to be made as of the Effective Time. For the period commencing at the Effective Time and ending 12 months after the Effective Time (or until the applicable Continuing Employee’s earlier termination of employment), NBT shall provide, or cause to be provided, to each employee of Salisbury Bank who continues with the Surviving Bank as of the Closing Date (a “Continuing Employee”) (i) a base salary or a base rate of pay at least equal to the base salary or base rate of pay provided to similarly situated employees of NBT or any Subsidiary of NBT and (ii) other benefits (other than severance, termination pay or equity compensation) at least substantially comparable in the aggregate to the benefits provided to similarly situated employees of NBT or any Subsidiary of NBT. For any Salisbury Benefit Plan terminated for which there is a comparable NBT Benefit Plan of general applicability, NBT shall take all commercially reasonable action so that Continuing Employees shall be entitled to participate in such NBT Benefit Plan to the same extent as similarly-situated employees NBT (it being understood that inclusion of the employees of Salisbury and Salisbury Bank in the NBT Benefit Plans may occur at different times with respect to different plans). NBT shall cause each NBT Benefit Plan in which Continuing Employees are eligible to participate to take into account for purposes of eligibility and vesting under the NBT Benefit Plans (but not for purposes of benefit accrual) the service of such employees with Salisbury or Salisbury Bank to the same extent as such service was credited for such purpose by Salisbury or Salisbury Bank; provided, however, that such service shall not be recognized to the extent that such recognition would result in a duplication of benefits or retroactive application. Nothing herein shall limit the ability of NBT to amend or terminate any of the Salisbury Benefit Plans or NBT Benefit Plans in accordance with their terms at any time. Following the Closing Date, NBT shall honor, in accordance with Xxxxxxxxx’x policies and procedures in effect as of the date hereof, any employee expense reimbursement obligations of Xxxxxxxxx for out-of-pocket expenses incurred during the calendar year in which the Closing occurs by any Continuing Employee.

  • EMPLOYEE WORK YEAR A. In-School Work Year

  • FALSELY ACCUSED EMPLOYEE ASSISTANCE 1. When a teacher has been accused of child abuse or sexual misconduct in the course of exercising his/her duties as an employee of the Board, and

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Standard Company Benefits Executive shall be entitled to participate in all employee benefit programs for which Executive is eligible under the terms and conditions of the benefit plans that may be in effect from time to time and provided by the Company to its employees. The Company reserves the right to cancel or change the benefit plans or programs it offers to its employees at any time.

  • DISCIPLINE OF EMPLOYEES Section 1. Any action or behavior which reflects discredit upon the City or is a direct hindrance to the effective performance of the City's municipal governmental and proprietary functions may be considered good cause for disciplinary action against an employee and such actions or behavior which may be considered good cause for disciplinary action shall include, but not be limited to the following:

  • Employee Safety A. Any employee who is injured or who is involved in an accident during the course of his/her employment, no matter how slight the injury, shall file an accident report with the designated supervisor, as soon as possible after the injury and prior to the conclusion of the employee's work day, whenever possible. While the initial report may be given orally, it must be followed up within 48 hours with a written report on the First Report of Injury form which shall be submitted to the appropriate administrator/supervisor who shall then submit it to the appropriate Human Resources Department.

  • Health & Welfare Benefits Executive shall be eligible to participate in all health and welfare benefits provided generally to other employees of the Company.

  • Employee Handbook (A) If the Contractor has an employee handbook, the Contractor shall include the following information:

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