Official Reprimands Sample Clauses
The Official Reprimands clause establishes the authority and procedure for formally addressing and documenting instances of misconduct or policy violations within an organization. Typically, this clause outlines who may issue a reprimand, the process for notifying the individual involved, and the potential consequences or steps for remediation. By providing a structured approach to disciplinary action, the clause ensures accountability and consistency in handling infractions, thereby promoting a fair and orderly workplace environment.
Official Reprimands. A reprimand is a written document that describes the conduct or other deficiency giving rise to the reprimand, and provides official notice that failure to correct the conduct or deficiency or repeated instances shall result in more severe action. Material used by the Employer to support the reprimand will be made available to the employee and/or the union representative upon request, subject to Privacy Act requirements. Reprimands shall not be retained in the employee’s Official Personnel Folder for more than two years from the date of issuance, and may be retained for less than the two-year time period at the discretion of the Employer.
Official Reprimands. 14.810 Association Representation A teacher shall, at his/her request, be entitled to the presence of a readily available Association representative should said teacher be called to the office of an administrator for the intended purpose of an official written reprimand or disciplinary action regarding his/her professional performance. Normally expected yearly evaluations of teaching performance are excluded from this clause, to the extent of the initial conference between the teacher and principal or other appropriate administrator. Should the teacher desire to review an evaluation further, he/she may request the presence of his/her Association representative at such subsequent review.
Official Reprimands. A reprimand is a formal notice of censure for a serious incident of misconduct, or repetition of an infraction for which the employee has been previously warned. A copy will be placed in the employee's Official Personnel Folder for a period up to three (3) years. It may be withdrawn earlier, upon request by the employee and at the Agency’s discretion.
Official Reprimands. Letters of reprimand shall be placed in an employee's Official Personnel Folder for a period not to exceed two (2) years. However, at Management's discretion, it may be for a lesser period of time.
Official Reprimands. (1) A Letter of Reprimand (LOR) is a formal disciplinary action. It is a written document describing the conduct giving rise to the reprimand, and provides official notice that a failure to correct the conduct, or repeated instances, shall result in more severe disciplinary action. Reprimands shall not be retained in the employee’s Official Personnel Folder (OPF) for more than two (2) years from the date of issuance. The period for retention may be reduced where the employee’s supervisor determines circumstances warrant a shorter period.
(2) A copy of a Letter of Reprimand may be maintained by the Human Resources Division for historical record keeping and notice purposes.
(3) Employees will be informed that during that two (2) year period while the LOR is in the OPF, it may be used for the purposes of progressive discipline. Once it is removed from the employee’s OPF, it cannot be used for the purpose of progressive discipline; however, the LOR may be used to demonstrate clear notice regarding the misconduct.