Common use of Right to Grieve Other Disciplinary Action Clause in Contracts

Right to Grieve Other Disciplinary Action. Disciplinary action grievable by the Employee shall include written censures, letters of reprimand and adverse reports, or performance appraisals. Employees shall be given a copy of any such document placed on their file which might be the basis of disciplinary action. Should an Employee dispute any such entry in their file, they shall be entitled recourse through the grievance procedure and the eventual resolution thereof shall become part of their personnel record. Upon the Employee’s request in writing to the Manager of Labour Relations, any written record of a suspension shall be removed from the Employee’s file after the expiration of eighteen (18) months from the date it was issued provided there has not been a further infraction. Any other document (other than an official appraisal) shall, at the Employee’s request in writing to the Manager of Labour Relations, be removed from their file after the expiration of twelve (12) months from the date it was issued provided there has not been a further infraction. The Employer agrees not to introduce as evidence in any hearing any document from the file of an Employee, the existence of which the Employee was not aware at the time of filing.

Right to Grieve Other Disciplinary Action. Disciplinary action grievable by the Employee shall include written censures, letters of reprimand and adverse reports, or performance appraisals. Employees shall be given a copy of any such document placed on their file which might be the basis of disciplinary action. Should an Employee dispute any such entry in their file, they shall be entitled recourse through the grievance procedure and the eventual resolution thereof shall become part of their personnel record. Upon the Employee’s request in writing to the Manager of Labour Relations, any written record of a suspension shall be removed from the Employee’s file after the expiration of eighteen (18) 18 months from the date it was issued provided there has not been a further infraction. Any other document (other than an official appraisal) shall, at the Employee’s request in writing to the Manager of Labour Relations, be removed from their file after the expiration of twelve (12) 12 months from the date it was issued provided there has not been a further infraction. The Employer agrees not to introduce as evidence in any hearing any document from the file of an Employee, the existence of which the Employee was not aware at the time of filing.

Right to Grieve Other Disciplinary Action. Disciplinary action grievable by the Employee shall include written censures, letters of reprimand and adverse reports, or performance appraisals. Employees shall be given a copy of any such document placed on their file which might be the basis of disciplinary action. Should an Employee dispute any such entry in their file, they shall be entitled recourse through the grievance procedure and the eventual resolution thereof shall become part of their personnel record. Upon the Employee’s request in writing to the Manager Director of Labour Relations, any written record of a suspension shall be removed from the Employee’s file after the expiration of eighteen (18) months from the date it was issued provided there has not been a further infraction. Any other document (other than an official performance appraisal) shall, at the Employee’s request in writing to the Manager Director of Labour Relations, be removed from their file after the expiration of twelve (12) months from the date it was issued provided there has not been a further infraction. The Employer agrees not to introduce as evidence in any hearing any document from the file of an Employee, the existence of which the Employee was not aware at the time of filing.

Right to Grieve Other Disciplinary Action. Disciplinary action grievable by the Employee shall include written censures, letters of reprimand and adverse reports, or performance appraisals. Employees shall be given a copy of any such document placed on the their file which might be the basis of disciplinary action. Should an Employee dispute any such entry in their file, they shall be entitled recourse through the grievance procedure and the eventual resolution thereof shall become part of their personnel record. Upon the Employee’s request in writing to the Manager of Labour Relations's request, any written record of a suspension shall be removed from the Employee’s 's file after the expiration of eighteen (18) months from the date it was issued provided there has not been a further infraction. Any other document (other than an official performance appraisal) shall, at the Employee’s request in writing to the Manager of Labour Relations's request, be removed from their file after the expiration of twelve (12) months from the date it was issued provided there has not been a further infraction. The Employer agrees not to introduce as evidence in any hearing any document from the file of an Employee, the existence of which the Employee was not aware at the time of filing.