Formal Reprimand. A formal reprimand is a written expression of dissatisfaction with some aspect of the employee's performance of duties and is considered formal discipline. Where appropriate, a Department may clarify expectations in advance of issuing formal discipline.
Formal Reprimand. If a Division Leader determines that a Member’s misconduct is a recurrence of similar past misconduct for which an Informal Reprimand exists in the Division Leader’s files, or if the Division Leader determines that a disciplinary response more serious than an Informal Reprimand is warranted, he/she may meet with the Member and issue a Notice of Formal Reprimand, a copy of which will be kept in the Member’s personnel file. The notice of this reprimand will identify • the evidence of misconduct that gave rise to the reprimand, and • the action and timelines (if any) that the Member must engage in to address the misconduct, and • the consequences for not meeting any such action or timelines, if required, and • the consequences for any future instance of this or similar misconduct. The Member has the right to add a written comment to a Formal Reprimand. Once the Member has completed any required action, the Division Leader will attach to the Formal Reprimand a note indicating this completion, a copy of which will be given to the Member.
Formal Reprimand. This is written by the Supervisor. The Supervisor makes the warning official by filling out a special report, denoting the incident and it becomes part of the employee’s record. A duplicate copy is given to the employee by the Supervisor to advise the employee of his situation. A copy will also be forwarded to the Local Union President.
Formal Reprimand. Whenever the University deems it necessary to censure an employee with a formal reprimand, the University shall, within ten (10) days thereafter, give written particulars of such censure to the employee with a digital copy emailed to the President and Chief Shop Xxxxxxx of the Union.
Formal Reprimand. The supervisor gives the employee a formal reprimand in writing and places it in the individual’s personnel file. The written reprimand shall include the date(s) and description of the incidents and statement of further disciplinary action should the situation not improve, and shall be signed by the employee or other witness, with a copy given to the employee.
Formal Reprimand or discipline of a Bargaining Unit member by an administrator for alleged violation of Board regulations or regarding professional performance or conduct shall, upon request of the Bargaining Unit Member, be in the presence of a member representative the Association and shall be for good and just cause.
Formal Reprimand. Serious disciplinary issues may be handled with a formal reprimand. Formal reprimands will be issued in writing by the Program Director. Such letters must clearly state in the opening paragraph the letter's intent as a formal reprimand. The Program Director and/or Department Chair will meet with and read the formal to the Graduate Trainee. The Graduate Trainee is required to acknowledge the formal reprimand in writing to the Program Director. Formal reprimands may be appealed by the Graduate Trainee and will be reported after residency training upon proper inquiry by a third party/organization.
Formal Reprimand. The employee receives written documentation of a violation and a copy of the reprimand is placed in the employee’s personnel records (Policy GBB, Negotiated Agreement). The employee has the right to respond to the reprimand in writing and that written response will be attached to the reprimand in the personnel record. • Suspension with pay (requires action by Human Resources Department). The employee is given a suspension with pay (Policy GBK, Negotiated Agreement). • Move to alternative assignment and/or location (requires action by Human Resources Department). Employee is given a temporary or permanent alternative assignment and/or location. • Suspension without pay (requires action by Human Resources Department). The employee is given a suspension without pay (Policy GBK, Negotiated Agreement). Suspension without pay is limited to a maximum of 5 days per disciplinary incident. • Non-renewal or termination (requires Board action). The employee’s contract is non-renewed or terminated as per Policy GBL, Negotiated Agreement. Any disciplinary action taken, with the exception of non-renewal or termination, shall be subject to Grievance Policy (Policy GBZH, Negotiated Agreement) if the employee believes the disciplinary action taken was in violation, misinterpretation, or misapplication of this policy. Appraisal will not be used as a disciplinary tool. Conferences between an employee or employees and the supervisor may take place related to administrative issues or concerns outside of violations of Board of Education policy. Book POLICIES Number GBK Section G - Certified Staff Policies Status Active Title Suspension Last Revised: 8.2.2022; Policy will sunset at the beginning of the 2024-25 school year and revert to previous policy from 2021-22 school year
Formal Reprimand. The employee receives written documentation of a violation and a copy of the reprimand is placed in the employee’s personnel records (Policy GBB, Negotiated Agreement). The employee has the right to respond to the reprimand in writing and that written response will be attached to the reprimand in the personnel record. Suspension with pay or reassignment (requires action by Human Resources Division). The employee is given a suspension with pay (Policy GBK, Negotiated Agreement) or reassigned to another position. Non-renewal or termination (requires Board action). The employee’s contract is non-renewed or terminated as per Policy GBK (Negotiated Agreement) and K.S.A. 72-5436 et seq. The employee may be placed on administrative leave with pay pending a fact-finding process. Any disciplinary action taken, with the exception of non-renewal or termination, shall be subject to Grievance Policy (Policy GBZH, Negotiated Agreement) if the employee believes the disciplinary action taken was in violation, misinterpretation, or misapplication of this policy. Appraisal will not be used as a disciplinary tool. Conferences between an employee or employees and the supervisor may take place related to administrative issues or concerns outside of violations of Board of Education policy. Book POLICIES Section G - Certified Staff Policies Policies Title Suspension Number GBK Status Active Legal BOARD POLICY: The superintendent shall have the authority to suspend licensed/certified employees with pay. The superintendent may suspend licensed/certified employees with pay for alleged violations of Board policy, rules or regulations and other good cause. If the suspension is continued and imposed on an employee pending dismissal, the employee is entitled to pay until the employee has had a fair dismissal (due process) hearing. The hearing shall determine whether further suspension shall be with or without pay. Book POLICIES Section G – Fair Dismissal Title Fair Dismissal (Due Process) Procedures Number GBL Status Active BOARD POLICY: Teachers who have taught for three years and been offered a fourth contract will be eligible for fair dismissal procedures.
Formal Reprimand. Upon review of materials provided to him/her by City staff, the City Manager or designee may issue a written reprimand to TOW CONTRACTOR for any act or omission, which in his/her sole discretion, is deemed to be a violation of this Agreement. A written reprimand for an act or omission in violation of the terms of this Agreement shall be grounds for recommending termination of the Agreement should the City Manager deem such action to be appropriate under the circumstances.
