Records of Discipline. Records of disciplinary action shall cease to have force and effect to be considered in future discipline matters according to the following schedule: Instruction and Cautioning Six (6) Months Written Warning Twelve (12) Months Suspension Twenty-Four (24) Months
Records of Discipline. Records of disciplinary action shall cease to have focus and effect or be considered in future discipline matters, provided that there has been no other record of disciplinary action of any kind within that time period, under the following time frames: Verbal counseling/warning 12 months Written reprimands 12 months Suspensions of less than three (3) days 24 months Suspensions of three (3) days or more 36 months
Records of Discipline. An Extension Lecturer may request the early removal of disciplinary 31 materials from her/his department Annual file. If the request is denied, the Extension Lecturer will 32 be given a written reason for the denial. Once disciplinary materials are removed from an 33 Extension Lecturer’s annual file, they will not be used in any subsequent adverse action against 34 the Extension Lecturer.
Records of Discipline. Records of discipline on file for over twelve (12) months will be withdrawn providing there has not been a continuation of an offence. Only those records of more than one (1) year shall be deleted.
Records of Discipline. Upon the request of the employee, records of discipline, shall be removed from the employee’s personnel file and placed in a stale disciplinary records file pursuant to the following schedule, as long as the employee has received no subsequent discipline within the respective time frame. The date of issuance of the discipline will be used as the starting time to determine the time frame that the record of discipline can be used against the employee. If there are subsequent disciplines, then the last record of discipline shall determine the time frame after which records of discipline can be transferred to stale disciplinary records file, which shall be located in a cabinet within the Human Resources Department that is separate from where the employee’s personnel file is maintained. Records of Discipline Time Frame of Disciplinary Action Oral Reprimand twelve (12) months Written Reprimand eighteen (18) months Suspensions forty-eight (48) months Demotion or Termination permanent
Records of Discipline. Records of disciplinary action shall cease to have force and effect to be considered in future disciplinary matters twenty-four (24) months after their effective date, provided there are no intervening disciplinary actions taken during that time period.
Records of Discipline. Any documents related to attendance violations shall not be taken into consideration one (1) year after issuance if the issue is rectified. Any documents related to written warnings shall not be taken into consideration two (2) years after issuance if the issue is rectified. Any documents related to suspensions, employee improvement plans, or disciplinary leaves of absence shall not be taken into consideration four (4) years after the issuance if the issue is rectified. Decisions regarding promotions and bonuses shall not take into consideration employee performance reviews other than the most recent performance review. Following one (1) year from the date of any discipline (or the most recent discipline if a recurring issue), an employee may request in writing that their supervisor confirm that the issue has been rectified. If the issue has been rectified, the supervisor shall confirm, and such writing shall be placed in the employee's personnel file.
Records of Discipline. Disciplinary actions will be removed from the nurse’s personnel file at the nurse’s request after thirty-six (36) months if there are no other disciplines of the same or similar nature.
Records of Discipline. Records of discipline shall cease to have force and effect 35 in accordance with article 20.7, provided that there has been no intervening discipline. Records 36 of discipline which are not reversed on appeal through the Grievance Procedure will become a 37 permanent part of the personnel file.
Records of Discipline. All warnings need to be put in writing and, on request, communicated to the Employee, in a manner that takes into account their disability. Based on the June 0000 XXXX Dismissal and Termination policy, in all circumstances, after the probationary period, the progressive steps will be followed by UOSU in disciplining its employees, any response by the Employee to such warnings shall become part of the Employee’s file.
