Letter of Reprimand. If the employee displays no positive response to the verbal reprimand, the Director shall reprimand that employee by means of a letter of reprimand to the employee within sixty (60) days attendance in the workplace after the delivery of the verbal reprimand. A copy shall be sent concurrently to the Union office. Such letters shall become part of the employee’s record.
Letter of Reprimand. 1. Letters of reprimand shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within five
Letter of Reprimand. 18.1.1 Reprimands shall be recorded by means of a letter to the employee with a copy to the Union. Such letters shall become a part of the employee's record. The employee's reply to specific complaints, accusations or expressions of dissatisfaction shall also be recorded.
Letter of Reprimand. A letter of reprimand, unlike a corrective action such as a letter of caution, becomes a temporary part of the employees OPF. A letter of reprimand will state the reason(s) for its issuance, and inform the employee of the right to grieve the letter under the negotiated grievance procedure. A letter of reprimand will remain in the OPF for not less than one (1) year, and not more than two (2) years, unless removed earlier as a result of a grievance or arbitration decision, or as a result of a decision by the management official who issued the letter of reprimand to remove it sooner than its original expiration date. A letter of reprimand may be considered in determining appropriate disciplinary action to be taken for future offenses.
Letter of Reprimand. (Step Three). The requirements of the content are the same as in Steps One (22.§5.1) and Two (22.§5.2): a summary and substantiation of the section in the Agreement allegedly violated, and is intended to include a summary of the incident, reference to previous letters, and clear indication of the serious consequences which would result if the behavior continues. This letter, as with the preceding letter concerning the same issue, is placed in the faculty member's record. Normally, this letter would be preliminary to a severe reprimand up to and including suspension or dismissal should the same type of behavior occur on a fourth occasion.
Letter of Reprimand. A Letter of Reprimand may be issued directly to an employee without a proposal letter after the employee has been counseled by the supervisor, and will be sufficiently specific to indicate why the letter is being issued and what the Employee can do to improve or take needed corrective action.
Letter of Reprimand. A written notice to an employee reflecting the need to correct his/her work performance, or conduct, and indicating that failure to correct the performance or conduct could result in a disciplinary action up to and including discharge. A Letter of Reprimand is disciplinary in nature.
Letter of Reprimand. Letters of reprimand are subject to the grievance procedure but shall not be processed past Step 3. Letters of reprimand shall be served personally or by certified mail on the affected employee. A copy of the letter of reprimand shall be placed in the employee's official personnel file maintained by the District.
Letter of Reprimand. Subject to Article 26.1 above, a written reprimand shall not be used unless the bargaining unit member has received a written warning about similar infractions within the previous twenty-four (24) months. Letters of reprimand shall be given within fifteen (15) working days from when the supervisor first learns of the alleged infraction. Letters of reprimand shall include the specific cause for the action and the policies, rules and regulations alleged to have been violated. Letters of reprimand shall include a plan for improvement and consequences for continued infractions. The bargaining unit member shall sign the reprimand to acknowledge receipt only. Letters of reprimand shall not be placed in the bargaining unit member’s personnel file unless and until the bargaining unit member is given the opportunity to review the letter and respond. The bargaining unit member may prepare a written response within ten (10) working days of the date of receipt of the letter of reprimand. Such response shall be attached to the letter of reprimand before the letter is placed in the personnel file.
Letter of Reprimand a. When an Employee receives a Letter of Reprimand from a supervisor, the Employee will then have five (5) days to request a hearing, in writing, to the Public Safety Director/Chief Law Enforcement officer, who will schedule a hearing within twenty-one (21) days of receipt of said request. The Public Safety Director/Chief Law Enforcement officer will render a decision within seven (7) days from the date of the hearing.
