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 of performance evaluation. An Employee shall be given a copy of any such document placed on the Employee's file which might be the basis of disciplinary action. Should an Employee dispute any such entry in his/her file, he/she shall be entitled to recourse though the grievance procedure and the eventual resolution thereof shall become part of his/her personnel record. Upon the Employee's request any such document, other than official evaluation reports, shall be removed from the Employee's 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 employee shall include written censures, letters of reprimand, and adverse reports of or performance evaluationevaluations. An Employee employee shall be given a copy of any such document placed on the Employee's employee’s file which might be the basis of disciplinary action. Should an Employee employee dispute any such entry in his/her file, hes/she he shall be entitled to recourse though through the grievance procedure and the eventual resolution thereof shall become part of his/her personnel record. Upon the Employee's request employee’s request, any such document, other than official evaluation reports, shall be removed from the Employee's employee’s file after the expiration of twelve (12) 18 months from the date it was issued issued, provided there has not been a further infraction. In any event, the Company shall not rely on any such document for disciplinary purposes where 18 months has expired from the date such document was issued. The Employer Company agrees not to introduce as evidence in any hearing any document from the file of an Employeeemployee, the existence of which the Employee 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 of performance evaluation. An Employee shall be given a copy of any such document placed on the Employee's file which might be the basis of disciplinary action. Should an Employee dispute any such entry in his/her their file, he/she they shall be entitled to recourse though the grievance procedure and the eventual resolution thereof shall become part of his/her their personnel record. Upon the Employee's request any such document, other than official evaluation reports, shall be removed from the Employee's 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 employee shall include written censures, letters of reprimand, and adverse reports of or performance evaluationevaluations. An Employee employee shall be given a copy of any such document placed on the Employeeemployee's file which might be the basis of disciplinary action. Should an Employee employee dispute any such entry in his/her file, hes/she he shall be entitled to recourse though through the grievance procedure and the eventual resolution thereof shall become part of his/her personnel record. Upon the Employeeemployee's request request, any such document, other than official evaluation reports, shall be removed from the Employeeemployee's file after the expiration of twelve (12) 18 months from the date it was issued issued, provided there has not been a further infraction. In any event, the Employer shall not rely on any such document for disciplinary purposes where 18 months has expired from the date such document was issued. The Employer agrees not to introduce as evidence in any hearing any document from the file of an Employeeemployee, the existence of which the Employee employee was not aware at the time of filing.