Verbal Reprimands. Each notation entered as a verbal action reprimand shall be removed from the employee’s file after twenty four (24) calendar months upon the employee’s request.
Verbal Reprimands. The procedure, as outlined above, shall be applicable in all disciplinary proceedings except for verbal reprimands which are exempt from the provisions of this Agreement.
Verbal Reprimands. In the event that the appointing authority determines that a deficiency in performance or conduct is not of sufficient magnitude to warrant a more formal disciplinary action, an oral warning may be given to the employee, which should include examples of corrective actions which should be taken to improve performance or conduct in question. A confidential, written record shall be made of such conferences with a copy provided to the employee. This written record may not be used against an employee to determine the severity of future discipline if the employee has received no further verbal reprimands or written reprimands within three years of the initial verbal reprimand. An employee may request the City Manager to remove the written record from his/her personnel file after the written record has been in the file for one (1) year. However, any disciplinary action item removed after one year will be maintained in a separate secured file and shall be considered as part of the disciplinary record for further incidents within three years of the date of the first incident.
Verbal Reprimands. Lieutenants and above have the authority to issue verbal reprimands for violation of City or Department policies or for improper conduct. These reprimands should be documented in the employee's personnel file in the Personnel Office or as a minimum noted in a supervisor's file or journal. A written verbal reprimand will remain active in the employees personnel file for a period of one (1) year. After one (1) year, the original written verbal reprimand will be removed from the employees personnel file and returned to the employee. A verbal reprimand would normally be given for a first offense violation or a minor infraction of the rules.
Verbal Reprimands. The first form of discipline which is intended to advise an Employee of infractions and to promote correction of offenses. This discipline will be verbal in nature, and the incident will be logged in a book maintained by the Shift Supervisors. Such verbal reprimands shall be maintained for a period not to exceed one (1) year.
Verbal Reprimands. Verbal reprimands which are noted in the employee’s file are subject to appeal under the grievance procedure to Step 2 only. If subsequent corrective action is based upon prior verbal reprimands, and the suspension or removal is before an Arbitrator, then the merits of the verbal reprimand may be considered by the Arbitrator as such relates to the subsequent discipline. Grievance answers on verbal reprimand grievances shall not be considered as establishing precedence on any of the issues raised in the grievance or as determinative on any contract violations cited as a part of the grievance.
Verbal Reprimands. A verbal reprimand shall not be considered as a disciplinary measure and shall not be reported in the personnel file of the employee.
Verbal Reprimands verbal reprimands may be given for less serious violations and will specifically state the nature of the violation. It shall also be signed by the employee, not in admission of the offense, but in acknowledgement that a copy of the reprimand has been delivered to the employee.
Verbal Reprimands. Verbal reprimands which are noted in the 42 employee’s file are subject to appeal under the grievance procedure to Step 2 only. 44 If subsequent corrective action is based upon prior verbal reprimands, and the 45 suspension or removal is before an Arbitrator, then the merits of the verbal reprimand 46 may be considered by the Arbitrator as such relates to the subsequent discipline.
Verbal Reprimands. The unit member will be clearly informed that he/she will receive a verbal reprimand. The verbal reprimand will then take place without a written reprimand to the file. If the offense is not of particular severity, the administrator(s) may choose to have several verbal discussions/reprimands, and/or several entries into the unit member’s work site file without ever entering anything into the unit member’s permanent personnel file at the district office.
