Disciplinary Files Sample Clauses

Disciplinary Files. 9.08.1 Both parties agree that an Employee's service file may contain entries of a disciplinary nature and that such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration, subject to 9.08.2.
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Disciplinary Files. (a) An Employee’s employment file may contain entries of a disciplinary nature and such files shall be deemed to be evidence of progressive discipline that may be used in any directly related grievance and arbitration.
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Disciplinary Files. 9.08.1 Both parties agree that an employee's service file may contain entries of a disciplinary nature and that such files may be used in any directly related grievance and arbitration, subject to Article 9.08.2.
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Disciplinary Files. 10.6.1 Both Parties agree that an Employee´s service file may contain entries of a disciplinary nature.
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Disciplinary Files. An employee’s file may contain of a disciplinarynature and such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration. the record of a disciplinary action and matters the basis of or raised during such disciplinary action shall not be referred to or used against an employee after a period of eighteen (18) months following such an action. An Employee shall have the right at any time to have access to and personnel file and shall have the-right to respond in writing to any document contained therein. Such reply shall become part of the permanent record. personnel files be kept in a secure location on the employer’s premises. The employer shall keep all personnel files for a period of not more than twelve (12) months, at which time all files are to be shredded.
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Disciplinary Files. The Board shall not rely on an employee’s disciplinary action record two years after the effective date of the disciplinary action provided neither the employee nor the Union claim in any subsequent conference or arbitration that the employee has no prior disciplinary record.
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Related to Disciplinary Files

  • Grievance Files Written grievances and responses will be maintained separately from the employee’s personnel file.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Disciplinary Records Any disciplinary record shall be removed from an Employee’s file after two (2) years from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

  • EMPLOYEE FILES 10.01 A copy of any completed formal evaluation which is to be placed in an employee’s file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time.

  • Grievance File Records involving the processing of an employee's grievance, such as the grievance form, step appeals/responses, and settlement documents, will be kept in a file separate from the employee’s personnel file. It is not the intent of this section to exclude from the employee's personnel file final disciplinary action documents, including those that result from a settlement agreement.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Discipline Records An employee who goes for a period of twenty-four (24) working months without any disciplinary action shall be considered to have a clear record for the purpose of substantiating future disciplinary action or for use in arbitration hearings. At the written request of an employee, any report in his/her personnel file, excluding assessments or observations, that may be considered or construed by the employee to be reprimanding, disciplinary or derogatory will be placed in an envelope and labeled “not relevant for disciplinary purposes” and returned to the personnel file. This would be done only after two consecutive years (24 months) with no disciplinary action. Any record of disciplinary action or derogatory report which has been in the file longer than two years, or any reference in the file to an incident that occurred more than two years ago, may not be used as evidence or testimony against the employee. Cases of disciplinary action which was the result of moral turpitude (gross violation of standards of moral conduct, vileness—an act involving moral turpitude is considered intentionally evil, making the act a crime) or a pattern of allegations of child endangerment that results in disciplinary action by the district are exempted from the two year moratorium.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

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