Letter of Warning. A letter of warning is a disciplinary notice in writing, identified as an official disciplinary letter of warning, which shall include an explanation of a deficiency or misconduct to be corrected.
Letter of Warning. SCSB may direct staff to issue a “Letter of Warning” addressed to the Governing Board identifying deficiencies and providing a timeline by which the deficiencies shall be remedied. The terms of the letter and the consequences associated with the warning will be those found in the letter. In addition, the SCSB may provide focused support to the Charter School, including assigning a mentor and on-site monitoring.
Letter of Warning. (Step One). The "letter of warning" shall include a summary of the disciplinary hearing. The letter shall contain a summary of the incident and its substantiation which gave rise to the meeting/conference and hearing, a citation of the appropriate article within the Agreement allegedly violated, and an indication of future anticipated action should the behavior continue. The letter shall state that the warning will be placed in the faculty record.
Letter of Warning. A written notice to an employee reflecting the need to correct some aspect of his/her work performance, or conduct. A Letter of Warning will be considered as disciplinary in nature. This is an intermediate step prior to notification that discipline may be imposed.
Letter of Warning. A letter of warning is a disciplinary notice in writing, identified as an offi- cial disciplinary letter of warning, which shall include an explanation of a deficiency or misconduct to be corrected. [See MOU, page 141] Section 16.4 Suspensions of Less Than 14 Days In the case of discipline involving suspensions of less than fourteen (14) days, the employee against whom disciplinary action is sought to be initi- ated shall be served with a written notice of the charges against the em- ployee and shall be further informed that he/she will be suspended, but that such suspension shall be served while on duty with no loss of pay (no- time-off suspension). No-time-off suspensions shall be considered to be of the same degree of seriousness, and will satisfy the same step in the pattern of progressive discipline as the time-off suspension being replaced. As such, no-time-off suspensions are equivalent to the previously issued time-off suspensions as an element of past discipline.
Letter of Warning. A Letter of Warning shall report the specific acts or omissions upon which the concern is based and shall specify the administrator’s expectation for improvement. It shall not be placed in the classified employee’s personnel file, except as attachments to a written reprimand. The unit member shall have the right to attach his/her statement of rebuttal to any Letter of Warning. Such statements or rebuttal shall remain with the Letter of Warning if attached to a Letter of Reprimand. A Letter of Warning shall also include a statement explaining that if the act/omission occurs again, further disciplinary action may be taken with the unit member.
Letter of Warning. 2. Probation and/or five (5) to ten (10) days suspension.
Letter of Warning. Advises the employee again of the seriousness of his/her absenteeism and the impending disciplines to follow. If the employee maintains a satisfactory attendance record for the next four quarters, this level of discipline will be removed from his/her record.
Letter of Warning. If a member’s performance or conduct continues to be unacceptable, a letter of warning documenting the gap between expectations and current performance or conduct will be provided to the member with an Association representative present. The letter will indicate a reasonable time frame in which the member will be given the opportunity to improve, the corrective action and consequences if the expectations are not met.
Letter of Warning. If the problem(s) dealt with in the Verbal Warning is/are not resolved, either in whole or in part, or if a related problem arises after a Verbal Warning has been given then a Letter of Warning specifying the area(s) of concern and remedial action expected will be given to the employee. The process for discussing the Letter of Warning shall be as outlined in Clause 23.1.1 (i) - (iii). If a representative of the union does not attend the meeting, Human Resources will advise the union in writing as soon as possible that a Letter of Warning has been issued to the employee. When the Letter of Warning is no longer appropriate the employee will be so notified in writing and the letter removed from their file. A copy of the notification is to be sent to Human Resources which will in turn notify the Union in writing that the Letter of Warning has been removed from the employee's file. If the Letter of Warning has not been removed from the employee's file within three (3) months from the date of its issuance, at the request of the employee or the Employer, the Letter shall be reviewed by the Employer with the employee and every three (3) months thereafter. At this meeting, the employee may have the assistance of a representative of the Union. At any such meeting, the employee will be informed of the status of the Letter of Warning, as to whether it is still applicable or is to be removed from their file. A Letter of Warning will expire after six (6) months from date of issuance unless, within that time frame, further disciplinary action has been taken or the Employer confirms in writing together with the reasons to the employee that it will be extended beyond the six (6) month period. The period of time that a Letter of Warning may be extended shall not exceed six (6) months. Human Resources will notify the union in writing as soon as possible of the extension of the Letter of Warning. When the Letter of Warning expires, or the Employer determines that an extension of the Letter is no longer required, the employee will be so notified in writing and the Letter shall be removed from his/her employment file. Human Resources will notify the union in writing that the Letter has been removed. For the purposes of 23.1(b), the review and expiry dates shall be determined using only those calendar months within which the employee has actually worked.
