Removing Materials from File Sample Clauses

The "Removing Materials from File" clause establishes the conditions under which certain documents or materials can be taken out of an official file or record. Typically, this clause outlines who has the authority to remove materials, the types of materials that may be removed (such as confidential information or erroneous documents), and the procedures that must be followed, such as providing notice or maintaining a record of the removal. Its core practical function is to ensure that files remain accurate and appropriate for their intended use, while also protecting sensitive or irrelevant information from being improperly retained.
Removing Materials from File. Upon the employee's request, the following documentation shall be removed from the employee's personnel file: 1. a written reprimand provided that no further disciplinary action has been taken against the employee for one (1) year from the date of the written reprimand; 2. a written record of a suspension of ten (10) days or less provided that no further disciplinary action has been taken against the employee for three (3) years from the effective date of the suspension; 3. a written requirement to provide a medical statement (and any such statements) due to suspected sick leave abuse, provided that the employee has not received such a requirement for one (1) year from the expiration of the previous requirement.
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Removing Materials from File. Upon the employee's request, the following documentation shall be removed from the employee's personnel file: 1. A written reprimand provided that no further disciplinary action has been taken against the employee for eighteen (18) months from the date of the written reprimand; 2. A written record of a suspension of ten (10) days or less provided that no further disciplinary action has been taken against the employee for three (3) years from the effective date of the suspension; 3. A written requirement to provide a medical statement (and any such statements) due to suspected sick leave abuse, provided that the employee has not received such a requirement for one (1) year from the expiration of the previous requirement. 4. A "letter of expectation," which is not discipline, provided that the employee has performed satisfactorily for six (6) months from the date of the "letter of expectation." Upon request, disciplinary letters which have met the contractual conditions of removal from the employee’s personnel file shall also be removed from the supervisor’s file. A written request to remove a document from a personnel file under this section shall not be placed in the file. Materials removed pursuant to this section shall be provided to the employee.
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Removing Materials from File. Upon the employee’s request, the following documentation shall be removed from the employee’s personnel file: 23.4.1 A written reprimand provided that no further disciplinary action has been taken against the employee for three (3) years from the date for the written reprimand; 23.4.2 A written record of a suspension of ten (10) days or less provided that no further disciplinary action has been taken against the employee for four (4) years from the effective date of the suspension; 23.4.3 Materials removed pursuant to this section shall be provided to the employee.
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Removing Materials from File. At the end of the designated time period, upon the written request of the Employee, oral reprimands, written reprimands, and suspensions shall be removed from the Employee’s Human Resources personnel file, based on the following time periods, provided that no further disciplinary action has been taken against the Employee within that period.  Oral reprimands and written reprimands removed after one (1) year.  Suspensions removed after two (2) years. Oral reprimands, written reprimands, and suspensions shall not be used in future disciplinary action if a related offense does not occur within the designated time period of the original offense. If the disciplinary record is to be removed from the Employee’s Human Resources personnel file, Human Resources shall return the disciplinary record to the Employee within thirty (30) calendar days of the Employee’s written request.
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Removing Materials from File. At the Employee’s written request, all records of disciplinary action shall be removed from the Employee’s file maintained by a Supervisor after one (1) year, if a related offense does not occur within one (1) year of the original offense. In decisions regarding job bids, the interviewing Supervisor may disregard such disciplinary action. All disciplinary records shall be maintained permanently in the Employee’s official personnel file and shall not be used in future disciplinary action(s) or in decisions regarding job bids, if a related offense does not occur within one (1) year of the original offense.
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Removing Materials from File. Upon the employee's request, the following documentation shall be removed from the employee's personnel file: 1. a written reprimand provided that no further disciplinary action has been takenagainst the employee for two (2) years from the date of the written reprimand; 2. a written record of a suspension of ten (10) days or less provided that no further disciplinary action has been taken against the employee for three (3) years fromthe effective date of the suspension; 3. a written requirement to provide a medical statement (and any such statements) dueto suspected sick leave abuse, provided that the employee has not received such a requirement for one (1) year from the expiration of the previous requirement; 4. a letter of expectation" provided that the employee has performed satisfactorilyfor one (1) year from the date of the "letter of expectation;”
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Removing Materials from File. Upon the employee's request for consideration, the following documentation may be removed from the employee's personnel file upon the recommendation and/or approval of the Department Head: 1. a written reprimand provided that no further disciplinary action, has been taken against the employee; 2. a written record of a suspension provided that no further disciplinary action has been taken against the employee; 3. a written requirement to provide a medical statement (and any such statements) due to suspected sick leave abuse. If the allegation was unfounded or not sustained, the written requirement as well as any statements will not be placed into the Personnel File. A written request to remove a document from a personnel file under this section shall be made to the department head for approval and submitted to the Human Resources Office. If the document is not removed, the request as well as any reasons for the request, shall be placed in the Personnel File. If the document is removed, the request shall not be placed into the Personnel File.
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Removing Materials from File. At the end of the designated time period, upon the written request of the Employee, oral reprimands, written reprimands, and suspensions shall be removed from the Employee’s Human Resources personnel file, based on the following time periods, provided that no further disciplinary action has been taken against the Employee within that period.
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Related to Removing Materials from File

  • CERTIFICATION OF NO ASBESTOS CONTAINING MATERIALS OR WORK 8.1 The Contractor shall be responsible for ensuring that no asbestos containing materials or work is included within the scope of the Work. The Contractor shall take whatever measures it deems necessary to insure that all employees, suppliers, fabricators, material men, subcontractors, or their assigns, comply with this requirement. 8.2 The Contractor shall ensure that Texas Department of Health licensed individuals, consultants or companies are used for any required asbestos work including asbestos inspection, asbestos abatement plans/specifications, asbestos abatement, asbestos project management and third-party asbestos monitoring.

  • Instructional Materials A. The Board recognizes that appropriate texts, library reference facilities, maps and globes, laboratory equipment, audio-visual equipment, art supplies, athletic equipment, current periodicals, standard tests and questionnaires, computers, and similar materials are the tools of the teaching profession. B. Efforts shall be continued to seek and use instructional materials which reflect the contribution and presence of diverse ethnic and cultural groups. C. 1. Selection of instructional materials for each school shall be made by a committee of teachers chosen by the faculty within that school.

  • Training Materials Training Materials will be provided for each student. Training Materials may be used only for either (i) the individual student’s reference during Boeing provided training and for review thereafter or (ii) Customer’s provision of training to individuals directly employed by the Customer.

  • Packaging Materials and Containers for Retail Sale 1. When packaging materials and containers in which a good is packaged for retail sales are classified in the Harmonized System with the good, they shall not be taken into account in determining whether all non-originating materials used in the production of the good undergo the applicable change in tariff classification set out in Annex 4.03. 2. When the good is subject to a requirement of regional value content, the value of these packaging materials and containers shall be taken into account as originating or non-originating materials, as the case may be, in calculating the regional value content of the good.