Records of Disciplinary Actions. A record of any disciplinary action will be removed after two (2) years, upon written request of the employee, provided that no disciplinary actions of any kind are taken against the employee during the intervening two (2) year period. Periods of leave for more than fourteen (14) consecutive days, except for approved vacation leave, shall not be used in calculating the retention period. Any record which is not removed on the date required by the foregoing provision shall cease to have any force and effect. This section shall apply to records placed in an employee’s file prior to the effective date of this Agreement.
Records of Disciplinary Actions a. Records of disciplinary action will be maintained as described below. The record retention period begins on the effective date of the action. Prior offenses may be used in determining the severity of the penalty for a current offense if the prior action falls within the retention period described below:
Records of Disciplinary Actions. Unfounded or unsubstantiated complaints against an Employee will not be placed in the Employee’s personnel file. Verbal counselings and records of verbal counseling are not considered disciplinary actions, will contain a statement to that effect, as such, are not subject to the grievance and arbitration procedure, and may be expunged from the file upon the written request of the Employee after six (6) months from the date of occurrence. Written reprimands may be kept in an Employee’s personnel file up to twelve
Records of Disciplinary Actions. Records of disciplinary action shall cease to have force and effect according to the following schedule, provided that there is no intervening disciplinary action taken during that time period: Verbal warning/counseling - 12 months Written Reprimand - 12 months Suspension - 24 months Demotion - permanent Discharge - permanent The foregoing time period shall be measured from the date of the disciplinary action. In the event that there is an intervening disciplinary action taken prior to the expiration of any of the foregoing time periods, the record of the applicable disciplinary action shall continue to have force and effect according to the foregoing schedule based upon the above set forth time periods beginning with the date of such intervening disciplinary action.
Records of Disciplinary Actions. Unfounded or unsubstantiated complaints against an Employee will not be placed in the Employee’s personnel file. Verbal counselings and records of verbal counseling are not considered disciplinary actions, will contain a statement to that effect, as such, are not subject to the grievance and arbitration procedure, and may be expunged from the file upon the written request of the Employee after six (6) months from the date of occurrence. Written reprimands may be kept in an Employee’s personnel file up to twelve (12) months from the date of the last occurrence. Suspensions of twenty-four (24) hours or less may be kept in an Employee’s personnel file for up to twenty-four (24) months from the date of the last occurrence. Suspensions of seventy-two (72) hours or less may be kept in an Employee’s personnel file for up to thirty-six (36) months from the date of the last occurrence. Suspensions of more than seventy-three (73) hours may be kept in an Employee’s personnel file for up to forty-eight (48) months from the date of the last occurrence. If no further disciplinary action has been taken against the Employee, the discipline will be expunged from the file upon written request.
Records of Disciplinary Actions shall be removed from an employee's record after one (1) year of active employment from the date, which discipline is imposed, provided there has been no similar offence in that period, with the exception of any incidence relating to Sexual Harassment or Violence in the Workplace which shall become a part of the Employee’s record for three (3) years. In the event of a similar offence, the time for the application of this section shall be counted from the date of the succeeding offence.
Records of Disciplinary Actions. A record of an oral or written reprimand will be removed from an employee’s personnel file after one (1) year and a record of any other disciplinary action will be removed after two (2) years, upon written request of the employee, provided that no disciplinary actions of any kind are taken against the employee during the intervening one (1) or two (2) year period. Periods of leave for more than fourteen (14) consecutive days, except for approved vacation leave, shall not be used in calculating the retention period. Any record which is not removed on the date required by the foregoing provision shall cease to have any force and effect. This section shall apply to records placed in an employee’s file prior to the effective date of this Agreement.
Records of Disciplinary Actions. A record of an oral or written reprimand will be removed from an employee’s personnel file after one (1) year and a record of any other disciplinary action will be removed after two (2) years, upon written request of the employee, provided that no disciplinary actions of any kind are taken against the employee during the intervening one (1) or two
Records of Disciplinary Actions. Any memorandum or letter of reprimand or other record of an incident intended to become a part of the employee's official personnel file will be addressed to the employee (which copy he may retain) with a copy to the file. The employee and/or the Union, with the employee cosigning, may file a reply to any entry referred to above within ten (10) days, setting forth any factual evidence controverting or explaining the entry to which it is in reply. Such replies shall become a part of the employee's official personnel record. No reprimand or other record of a disciplinary action shall be used as evidence against an employee in any disciplinary action if the employee has had no further reprimands or disciplinary actions during the last two (2) years. In the event an employee receives a written reprimand or a complaint is made regarding his or her work or conduct, the employee shall be given a copy of the written reprimand or complaint, dated and signed by the appropriate supervisor. In the event an employee is given a letter of commendation, one copy of the letter will be given to the employee and one copy will be placed in his or her personnel records.
Records of Disciplinary Actions. (a) Unfounded or unsubstantiated complaints against an Employee will not be placed in the Employee’s personnel file.
