APPEAL OF WRITTEN REPRIMAND Sample Clauses

APPEAL OF WRITTEN REPRIMAND. An employee may within fifteen (15) days of 14 receipt of a written reprimand request a conference with the manager/supervisor who is the 15 reviewer of the employee’s evaluation for the purposes of discussing concerns the 16 employee has regarding the content of the written reprimand. The manager/supervisor will 17 have ten (10) working days to determine if the written reprimand content is accurate or 18 inaccurate after the conference. If the manager/supervisor does not respond in the 19 prescribed time period, the grievant may appeal to the next level. 20 21 Upon receipt of written appeal, it will be the responsibility of the recipient to forward a
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APPEAL OF WRITTEN REPRIMAND. A unit member who receives a written reprimand shall be entitled to appeal the action to the City Manager or their designee. Within seven (7) calendar days of receipt by the unit member of a written reprimand, they shall notify the issuer of the written reprimand in writing that they intend to appeal the written reprimand. If the employee does not respond within the seven (7) day period, the written reprimand will be placed in the employee’s file. The appeal is an opportunity for the member to present written material and arguments to support why a written reprimand should not be issued or offer alternatives to the action. The written material should be provided to the Director of Human Resources or designee no later than three (3) business days before the hearing to allow for adequate review and preparation. The City Manager or their designee will hear the appeal and consider the employee’s documentation and arguments. The member may be represented by an association representative or attorney of their choice. A decision will be issued in writing and will not be subject to further appeal.
Sample 1
APPEAL OF WRITTEN REPRIMAND. A Written reprimand, the lowest form of discipline, is a report, memorandum or letter placed in the employee’s permanent personnel file stating the dissatisfaction of a manager or supervisor with the performance of an employee or reciting a transgression or rule violation by the employee. A written reprimand may be appealed as follows: if an employee believes that the written reprimand is inaccurate or unfair, he or she can schedule a meeting with the department head to review the reprimand. If the employee is dissatisfied with the department head’s decision, he or she may schedule a meeting with the City Manager to review the decision. Any request for a meeting with the City Manager must be submitted no later than ten (10) working days after the department head’s decision on the matter. The decision of either the Department Head or City Manager, whoever hears the appeal last, shall be final and binding. This meeting shall not be a formal hearing. The employee may present information and may provide his or her position statement as to the reasons that he or she believes the reprimand is inaccurate or unfair. Nothing in this appeal procedure shall preclude the employee from attaching a comment to the reprimand stating the reasons that he or she believes the reprimand is inaccurate or unfair. The employee may be accompanied by an HMEA officer or may be represented at such meeting(s) by the HMEA officer in the absence of himself/herself.
Sample 1
APPEAL OF WRITTEN REPRIMAND. An employee may within fifteen (15) days of 10 receipt of a written reprimand request a conference with the manager/supervisor who is the 11 reviewer of the employee’s evaluation for the purposes of discussing concerns the 12 employee has regarding the content of the written reprimand. The manager/supervisor will 13 have ten (10) working days to determine if the written reprimand content is accurate or 14 inaccurate after the conference. If the manager/supervisor does not respond in the 15 prescribed time period, the grievant may appeal to the next level. 16 17 Upon receipt of written appeal, it will be the responsibility of the recipient to forward a 18 copy to Employee Relations Services. 19 20 If still dissatisfied with the written reprimand content, the employee may, within fifteen 21 (15) working days from the conference with the reviewer, file with the next higher 24 written reprimand is accurate or inaccurate. If the next higher supervisor determines that 25 the written reprimand content is inaccurate, he/she shall order that within ten (10) working 26 days a new written reprimand be written or the original written reprimand be withdrawn, 27 as applicable. If the manager/supervisor does not respond in the prescribed time period,
Sample 1
APPEAL OF WRITTEN REPRIMAND. A Written Reprimand may be appealed to the Library Director or Designee at
Sample 1
APPEAL OF WRITTEN REPRIMAND. A Written reprimand, the lowest form of discipline, is a report, memorandum or letter placed in the employee's permanent personnel file stating the dissatisfaction of a manager or supervisor with the performance of an employee or reciting a transgression or rule violation by the employee. A written reprimand may be appealed as follows: if an employee believes that the written reprimand is inaccurate or unfair, he or she can schedule a meeting with the department head to review the reprimand. The decision of the department head or his or her designee shall be final. This meeting shall not be a formal hearing. The employee may present information and may provide his or her position statement as to the reasons that he or she believes the reprimand is inaccurate or unfair. Nothing in this appeal procedure shall preclude the employee from attaching a comment to the reprimand stating the reasons that he or she believes the reprimand is inaccurate or unfair.
Sample 1
APPEAL OF WRITTEN REPRIMAND. 1. For any grievance that constitutes the appeal of a written reprimand that is not resolved in Step Three, the employee may, within ten (10) calendar days of the receipt of the written position from management representatives, present a “request for hearing” in writing to the Human Resources Director and may also submit their position regarding the City Manager’s actual bias or a conflict of interest to serve as the hearing officer. The Human Resources Director shall make the determination as to whether an actual bias or a conflict of interest exists. Failure of the employee to present a “request for hearing” will constitute termination of the grievance.
Sample 1
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APPEAL OF WRITTEN REPRIMAND. An employee may appeal a written reprimand issued by the Fire Chief to the City Manager by submitting a written notice of appeal within seven (7) calendar days after receipt of the written reprimand by the Fire Chief. The City Manager may designate a Department Director or Assistant to the City Manager to hear the appeal and make a written report and recommendation to the City Manager, or the City Manager may hear the appeal of the employee. The City Manager may then reaffirm, modify, or revoke the written reprimand issued by the Fire Chief based on his/her findings or those of the designee. The decision of the City Manager is final and the written reprimand shall be placed in the employee’s personnel file.
Sample 1

Related to APPEAL OF WRITTEN REPRIMAND

  • Written Reprimand A written reprimand may be issued to an employee when appropriate in keeping with provisions of this Article. Such written reprimand shall be dated and signed by the supervisor/designee before it is provided to the employee. If the employee chooses not to sign to acknowledge receipt of the reprimand, it shall be witnessed to document that the employee received the same. Such reprimands shall be filed in the affected employee’s personnel file.

  • Written Reprimands a. A written reprimand shall be issued within ten duty days of the initial formal conference. This time limit may be extended on cases where additional witnesses and/or sources of information are/were unavailable for further investigation or upon written notice to the employee of an anticipated completion date.

  • Written Response 15 An employee may respond in writing to any item placed in their official personnel 16 file. Any written response will become a part of the file.

  • Written Report The auditor shall prepare a written report documenting the results of the audit, including any deficiencies and recommendations for enhanced compliance with this AML Program. Copies of the report shall promptly be provided to the AML Compliance Officer and each Fund's Board of Directors for their review and consideration and may be provided to the AML Compliance Committee.

  • Written Reports The Insurance Company will provide the Fund with such information as the Fund may reasonably request and will cooperate with and assist the Fund in the preparation or reports, if any, to be furnished to its Board of Directors concerning the Service Agreement and any fees or compensation paid or payable pursuant hereto, in addition to any other reports or filings that may be required by law.

  • Written Request When Distributed - A Participant entitled to distribution who wishes to receive a distribution must submit a written request to the Plan Administrator. Such request shall be made upon a form provided by the Plan Administrator. Upon a valid request, the Plan Administrator shall direct the Trustee (or Custodian, if applicable) to commence distribution no later than the time specified in the Adoption Agreement for this purpose and, if not specified in the Adoption Agreement, then no later than 90 days following the later of:

  • Notice of Dismissal or Suspension Notice of dismissal or suspension shall be in writing and shall set forth the reasons for dismissal or suspension, and a copy shall be sent to the President of the Union or his/her designate.

  • Open registration ­‐ Second level registrations in the TLD will be open and available to lawful registrants. The TLD represents a generic or dictionary term, and Registry Operator accordingly will operate it in an inclusive manner. Registry Operator will not limit registrant eligibility based on identity nor restrict availability of second level names to only registrants whose identity is associated only with the most common usage of the term. Registry Operator will not disenfranchise lawful users who are associated with a minority usage of the term.

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