Removal of Reprimands. After a two-year clean slate, an employee may request the City to remove a previous oral or written reprimand, which will be done, except that if the employee has received a written reprimand instead of more serious corrective action, as stated in the written reprimand, the written reprimand shall remain a part of the employee’s personnel file.
Removal of Reprimands. An employee may request removal of an official reprimand that has been in the personnel file for a three (3) year period provided no other official reprimands have been received during this period. The reprimand will be removed with the concurrence of the administrator who submitted the reprimand. In the event the employee has experienced a change in his/her administrator, the reprimand will be removed with the concurrence of the present administrator.
Removal of Reprimands. Written reprimands pertaining to employee conduct or work performance, which are remedial in nature, shall be removed from personnel files three
Removal of Reprimands. After two (2) years from date of issue, any and all reprimands shall be removed from the employee's personnel file at his/her written request and shall not be considered in subsequent determinations of discipline.
Removal of Reprimands. One (1) year after an Employee has received a LOR, the Employee may request that the LOR be removed from the Employee’s personnel records. If the Employee makes such a request and has not committed any further infractions of agency policies or procedures during the preceding year, the Agency shall not use the LOR as the basis for further discipline, shall remove the LOR from the Employee’s personnel records, and notify the Employee in writing of its removal. The Employee may make such a request on the form attached hereto as Appendix A. If such action could subject the Agency to potential liability to third parties, a copy may be retained in a secure location for legal purposes by the Agency.
Removal of Reprimands. One (1) year after an Employee has received a Letter of Reprimand (LOR), the Employee may request that the LOR be removed from the Employee’s personnel record. If the Employee makes such a request and has not committed any further infractions of Employer policies or procedures during the preceding year, the Employer shall not use the LOR as the basis for further discipline, shall remove the LOR from the Employee’s personnel record, and notify the Employee in writing of its removal. If such action could subject the Employer to potential liability to third parties, a copy may be retained in a secure location for legal purposes by the Employer. Denial of an Employee’s request under this Section shall be explained to the Employee in writing and be placed in the Employee’s personnel record. Such explanation shall include an indication of when the Employer may be willing to remove the LOR, which shall normally be within five
Removal of Reprimands. Written reprimands pertaining to employee conduct or work performance which are remedial in nature shall be removed from the personnel files three (3) years from the date of notice, at the request of the employee. In accordance with RCW 28A.400.301, no information related to substantiated verbal or physical or sexual misconduct may be removed from any employee file. In accordance with RCW 28A.400.301, information related to alleged verbal or physical abuse or sexual misconduct that has not been substantiated may be expunged. A Certificated Staff Annual Performance Summary shall not be deemed to be included within the definition of the term “reprimand” as utilized herein and, therefore, shall not be subject to removal from the files under the terms of this provision. No specific use of the word “reprimand” nor actual text of a reprimand shall be included in a performance summary. Any material removed from the personnel files as described herein shall, at the discretion of the District and upon written notice to the employee, be placed in a separate file maintained by the District’s General Counsel. Said file shall be accessed only by the District’s General Xxxxxxx, the employee or his/her authorized representative. No material maintained in the sealed file referenced above shall be deemed admissible in any subsequent disciplinary action following its removal from the personnel files unless said material is specifically analogous to the employee’s behavior giving rise to the subsequent disciplinary action.
Removal of Reprimands. Records of verbal or written reprimands shall be removed from the employee's file after 18 months of the date of reprimand provided the employee has been actively employed for the majority of the 18 month period and provided no other discipline has occurred over the 18 months.
Removal of Reprimands. Written reprimands pertaining to employee conduct or work performance, which are remedial in nature, shall be removed from personnel files three (3) years from the date of notice, at the request of the employee. In accordance with RCW 28A.400.301, no information related to substantiated verbal or physical or sexual misconduct may be removed from any employee file. In accordance with RCW 28A.400.301, information related to alleged verbal or physical abuse or sexual misconduct that has not been substantiated may be expunged at the request of the employee. A Certificated Staff Annual Performance Summary shall not be deemed to be included within the definition of the term "reprimand" as utilized herein and, therefore, shall not be subject to removal from the files under the terms of this provision.
Removal of Reprimands. All reprimands taken against any employee shall be removed from the employee's personnel file, with application to do so, and approval from, the Records Administrator of the State of Connecticut, in accordance with the time table set forth in the "State of Connecticut Schedule for Records Retention" and such reprimands shall not be used in any matter, provided there is no record of any subsequent discipline, and there is no litigation initiated on that discipline.
