A written reprimand. Such action shall remain in the employee’s official personnel file for a period not to exceed two (2) years. At the end of the two (2) year period, should no further misconduct related to the reprimand occur, the employee may have the reprimand removed from the official personnel file.
A written reprimand. This form of disciplinary action may be used for the same reasons as those stated for warning. Normally, written reprimands would be used in those instances where repetition of a violation would be considered serious.
A written reprimand. Such action shall remain in the employee’s official personnel file for a period not to exceed two (2) years. At the end of one year, the employee may request that the letter be removed from the employee’s official personnel file. At the end of two (2) year period, should no further issue specific violation occur during that period the letter will be removed from the employee’s personnel file. Included in the written reprimand will be a plan of improvement. Such plans shall have a finite period of completion. The expectations for completing such plans must be clear, reasonable, and attainable. The District must periodically monitor all plans of improvement, with regular feedback given to the affected employee.
A written reprimand. 4. A three (3) day suspension, with or without pay, depending upon the circumstances.
