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. 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
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. 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. 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. 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. 2. Unless the employee can demonstrate actual bias or a conflict of interest, the City Manager may serve as a hearing officer that shall preside over a full and fair evidentiary hearing. The City Manager shall have twenty-one (21) calendar days from receipt of the notice of appeal to designate himself as the hearing officer or appoint a neutral hearing officer who is not embroiled in the controversy, i.e., a person who did not initiate or authorize the action in question.
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
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APPEAL OF WRITTEN REPRIMAND. A Written Reprimand may be appealed to the Library Director or Designee at
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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. b. An employee may, within 20 duty days after receipt of a written reprimand, file a response which shall be appended to the reprimand. c. A written reprimand shall not serve as prima facie evidence of the facts alleged therein in any later situation involving dismissal. d. A written reprimand shall be deemed no longer relevant for disciplinary purposes after a specified period of time, in accordance with Article XI, Section F. The reprimand shall indicate such in writing.

  • Initiation – Written Request To initiate the review, the claimant, within 60 days after receiving the Company’s notice of denial, must file with the Company a written request for review.

  • Written Report To provide a written report of the investigation to the County Compliance Manager within ten (10) working days of the discovery of the breach or unauthorized use or disclosure. The report shall include, but not be limited to, the information specified above, as well as a full, detailed corrective action plan, including information on measures that were taken to halt and/or contain the improper use or disclosure.

  • Written Reports The Company may request that project plans, progress reports and a final results report be provided by Contractor on a monthly basis. A final results report shall be due at the conclusion of the project and shall be submitted to the Company in a confidential written report at such time. The results report shall be in such form and setting forth such information and data as is reasonably requested by the Company.

  • Written Request All requests for child care leave must be submitted in writing thirty (30) days prior to the anticipated commencement of the intended leave. The request will indicate the proposed commencement and termination dates for the intended leave. In the event of an emergency, the School District has the right to waive or adjust the prior notification requirement.

  • Participation in Underwritten Registration Notwithstanding anything herein to the contrary, no Person may participate in any underwritten registration hereunder unless such Person (i) agrees to sell its securities on the same terms and conditions provided in any underwritten arrangements approved by the Persons entitled hereunder to approve such arrangement and (ii) accurately completes and executes in a timely manner all questionnaires, powers of attorney, indemnities, custody agreements, underwriting agreements and other documents reasonably required under the terms of such underwriting arrangements.

  • Participation in Underwritten Registrations No Holder may participate in any Underwritten Registration hereunder unless such Holder (a) agrees to sell such Holder’s Transfer Restricted Securities on the basis provided in any underwriting arrangements approved by the Persons entitled hereunder to approve such arrangements and (b) completes and executes all reasonable questionnaires, powers of attorney, indemnities, underwriting agreements, lock-up letters and other documents required under the terms of such underwriting arrangements.

  • Underwritten Registration If the registration referred to in Section 2.2(a) is proposed to be underwritten, the Company will so advise the Shareholders as a part of the written notice given pursuant to Section 2.2(a). In such event, the right of any Shareholder to registration pursuant to this Section 2.2 will be conditioned upon such Shareholder’s participation in such underwriting and the inclusion of such Shareholder’s Registrable Securities in the underwriting, and each such Shareholder will (together with the Company and the other Shareholders and other holders of securities distributing their securities through such underwriting) enter into an underwriting agreement in customary form with the underwriter or underwriters selected for such underwriting by the Company. If any Shareholder disapproves of the terms of the underwriting, such Shareholder may elect to withdraw therefrom by written notice to the Company, the managing underwriter and Investor.

  • Release of Money or Other Property Upon Written Request The Manager agrees that any money or other property of the Company or Subsidiary held by the Manager under this Agreement shall be held by the Manager as custodian for the Company or Subsidiary, and the Manager’s records shall be appropriately marked clearly to reflect the ownership of such money or other property by the Company or such Subsidiary. Upon the receipt by the Manager of a written request signed by a duly authorized officer of the Company requesting the Manager to release to the Company or any Subsidiary any money or other property then held by the Manager for the account of the Company or any Subsidiary under this Agreement, the Manager shall release such money or other property to the Company or any Subsidiary within a reasonable period of time, but in no event later than sixty (60) days following such request. The Manager shall not be liable to the Company, any Subsidiary, the Independent Directors, or the Company’s or a Subsidiary’s stockholders or partners for any acts performed or omissions to act by the Company or any Subsidiary in connection with the money or other property released to the Company or any Subsidiary in accordance with the first sentence of this Section 17. The Company and any Subsidiary shall indemnify the Manager and its members, managers, officers and employees against any and all expenses, losses, damages, liabilities, demands, charges and claims of any nature whatsoever, which arise in connection with the Manager’s release of such money or other property to the Company or any Subsidiary in accordance with the terms of this Section 17. Indemnification pursuant to this provision shall be in addition to any right of the Manager to indemnification under Section 11 of this Agreement.

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