Informal Reprimand Sample Clauses

Informal Reprimand. If a Division Leader determines that a Member’s misconduct is not a recurrence of similar past misconduct (i.e., if no record of an Informal Reprimand pertaining to similar misconduct exists in the Division Leader’s files), he/she may meet with the Member and issue a Notice of Informal Reprimand, a copy of which will be kept in the files of the Division Leader who issued it. This notice will identify • the evidence of misconduct that gave rise to the reprimand, and • the action and timelines (if any) that the Member must engage in to address the misconduct, and • the consequences for not meeting any such action or timelines, if required, and • the consequences for any future instance of this or similar misconduct. The Member has the right to add a written comment to an Informal Reprimand. Once the Member has completed any required action, the Division Leader will attach to the Informal Reprimand a note indicating this completion, a copy of which will be given to the Member. A Notice of Informal Reprimand may not be grieved.
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Informal Reprimand. For more serious activities or after prior or repeated counseling on a particular issue, a Graduate Trainee may be subject to an informal reprimand. Generally, reprimands are employed for disciplinary infractions rather than poor academic or clinical performance. The informal reprimand, in the form of a written letter, will be maintained in the Graduate Trainee's file and a copy shall be provided to the Graduate Trainee. Such letters must clearly state in the opening paragraph the letter's intent as an informal reprimand. The Program Director will issue all informal reprimands in person. Informal reprimands are not reported after residency training and may not be appealed by a Graduate Trainee.
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Related to Informal Reprimand

  • Verbal Reprimand The Director will verbally outline to the employee any reasons for the reprimand, how she should correct her work and what will happen if her misconduct continues. As a point of process, the event of the verbal reprimand will be noted in the employee’s file. A xxxxxxx or Union staff representative shall be present as a witness.

  • Informal Review Step 1. As soon as practicable, the employee may discuss the grievance with his/her immediate supervisor and/or University representative(s). All parties may informally attempt a resolution of the matter before a formal grievance is filed. Informal resolutions, although final, shall not be precedent setting. If the grievance is not resolved through informal discussion with the immediate supervisor and/or University representative(s), the employee may file a formal grievance as set forth below.

  • Oral Reprimand 16.2.2 Written reprimand;

  • Informal Grievance The aggrieved employee or group of employees or a representative of the Union shall orally present the grievance to the employee's Supervisor or his/her designated representative within five (5) standard working days following the occurrence of events on which the grievance is based. The Supervisor shall give his/her answer within five (5) standard working days of the date of presentation of the grievance. Grievance settlements at the informal level shall set no precedents in any future MOU interpretation.

  • Reprimand If the Agency has reason to reprimand an employee, it shall be done in such a manner that will not embarrass the employee before other employees or the public.

  • Informal Hearing By mutual agreement, an employee against whom disciplinary action is being recommended may meet with the Superintendent or his/her designee prior to written notification of official charges. The employee shall be informed orally of the reasons for disciplinary action and the action to be taken and be given an opportunity to respond. The employee may be represented at the hearing by a representative of his/her choice.

  • Informal Negotiations To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (individually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

  • Informal Stage An employee, with the concurrence of the Bargaining Unit, may initiate a complaint with the immediate supervisor within twenty-five (25) days from the day the cause of the grievance became known, or reasonably ought to have been known. The immediate supervisor shall answer the complaint in writing within five (5) days after the receipt of the complaint.

  • Informal Conference Prior to the filing of a grievance, in an effort to resolve the issue(s), the grievant shall make reasonable attempts to initiate / discuss or an attempt to initiate / discuss the issue(s) informally with the grievant’s Principal or Supervisor.

  • Informal Resolution Process It is the declared objective of the University and the Union to encourage the prompt resolution of potential causes for dismissal in the interest of maintaining harmony within the campus environment. Whenever practicable, before a formal recommendation for dismissal is initiated, every effort should be made to resolve or remediate the problem. Unless the individual concerned requests otherwise, the following efforts to resolve the problem will be undertaken in all cases where the issue is the individual’s performance and may be undertaken at the University’s discretion in other instances. The Department Personnel Committee, the Department Chair or Head, the individual concerned, and his or her union representatives may review the matter and explore a mutually acceptable resolution of the matter. The Xxxxxxx and/or appropriate Xxxx may, upon request of the Department Personnel Committee, the Department Chair or Head, the individual concerned, or the union representatives, join in the discussions about resolving the matter. Informal attempts at resolution shall not extend beyond thirty days without the written agreement of the individual concerned and the Xxxxxxx.

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