Warnings and Reprimands. Whenever the Employer deems it necessary to issue verbal or written warnings, the Employee shall be advised of his right to have a representative of the union present. All warnings, verbal or otherwise, shall be given in private so as to protect the dignity of the Employee. A copy of such warning shall be sent to the Union within seven (7) days.
Warnings and Reprimands. The Vice-President Academic may issue a verbal or written warning or reprimand, proportional to the seriousness of the concern and normally increasing in severity with repetition of the act or omission, as the first step in disciplinary action related to inadequate performance of duties or to other issues not directly related to teaching. The Vice-President Academic will advise a Sessional Academic Staff Member, in writing, if further disciplinary action may follow the repetition of the act or omission complained of or the failure to bring work up to a specified standard by a given date. It is to be expected in the setting of such a date that the Sessional Academic Staff Members will be provided with a reasonable opportunity to correct the problem(s). The letter will specify the reasons for the warning or reprimand, expectations for future performance and consequences of progressive discipline, with copies forwarded to Human Resources and the Faculty Association. Where no related disciplinary action against a Sessional Academic Staff Members has been taken during four (4) non-concurrent contracts or two (2) years (whichever is shorter), all records of discipline shall be removed from the Sessional Academic Staff Member's official file.
Warnings and Reprimands. Written warnings or reprimands will be given in the form of a formal letter with the full signature of the administrator taking the action. The letter will be delivered only after a meeting has been held at which the employee had an opportunity to be heard. A copy of a written warning or reprimand shall be given to the employee and to the Union.
Warnings and Reprimands. The school district shall typically follow a progressive discipline approach as outlined in this Article depending upon the gravity of the misconduct or the level of performance issues. The school district may, at its sole discretion, move immediately to a higher level of discipline, depending upon the severity of the misconduct or lack of performance.
Warnings and Reprimands. Whenever the Employer deems it necessary to issue verbal or written warnings, the employee shall be advised of his right to have a representative of the union present. All warnings, verbal or otherwise, shall be given in private so as to protect the dignity of the employee. A copy of such warning shall be sent to the Union within seven (7) days. Disciplinary Record The record of an employee, as it applies to this Article, shall not be used against at any time after: eighteen (18) months issues related to work attendance twelve (12) months all other issues and shall be removed from the employee's personnel file and discarded if no further similar incidents occur. The record of an employee, as it applies to this Article, shall not be used against at any time after: twenty-four (24) months issues related to resident care and shall be removed from the employee’s personnel file if no further similar incidents occur. These reports will not be discarded.
Warnings and Reprimands. An employee will receive a copy of any written reprimand or warning letter placed in their file (with a copy to the Union). Such written reprimand or warning letter shall become a permanent part of the employee’s personal work history. However, any incident causing such written reprimand or warning letter over a period of twelve (12) months will not be used to compound other disciplinary action against the employee.
Warnings and Reprimands. If the Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles.
Warnings and Reprimands. 4 C. Discipline 4
Warnings and Reprimands. Written warnings or reprimands will be given in the form of a formal letter with the full signature of the administrator taking the action. The letter will be delivered only after a meeting has been held at which the employee had an opportunity to be heard. A reprimand must indicate that a copy has been forwarded to the Superintendent or appropriate Assistant Superintendent. A copy of a written warning or reprimand shall be given to the employee. Any complaint not called to the attention of the employee may not be used in any disciplinary action against the employee. Verbal warnings shall be documented on the HESPA Verbal Warning Notice. Such notice is an agreed upon and negotiated document. These Verbal Warning Notices shall be placed in a Verbal Warning file that shall not be considered a part of the employee Personnel File. A copy of the Verbal Warning Notice shall be given to the employee.
Warnings and Reprimands. 13.10.1 It is agreed between the parties that disciplinary questions and/or issues are best resolved by means of objective discussion between the employee and his/her immediate supervisor. A verbal warning may, upon request of the employee, be recorded on a form which is mutually acceptable to the parties.
